Archive for the ‘WBI Education’ Category
Tuesday, December 10th, 2013
When I found this website I learned so much more about myself, and what is going on. I want to lead off with this.
In 1996, I left the military after three years as an infantryman. In that same year, I started working in state government. I have put in about 16 years of state service, and have worked for three different agencies during this time. I worked the longest for the state department of corrections (12 years). During this time, I re-enlisted into the Army National Guard and volunteered for Afghanistan.
After 10 months in theater, here are some things that happened to me in Afghanistan: I was told by the commander that all the equipment has been accounted for and that the property book was straight. Come to find that it was the opposite and learned only a few months prior to my arrival that the previous property book officer actually had to take a pad of paper and inventory all three F.O.B.’s, We had missing high-dollar equipment and even lost a vehicle. Not knowing my job very well I had to search for missing paper work and equipment with no help from anyone.
From 7:00 am to 10:00pm, I was constantly trying to locate paperwork and inventory. Once the Captain realized that I was having trouble the bullying and harassment began. He started to become very paranoid questioning everything I did because he was actually the one responsible for millions of dollars of equipment. I was just the book keeper basically. Then after a month or so as our mission continuously was changing, I started to receive verbal abuse and on several times threats of verbal abuse. Just being in a combat zone was stressful enough. I can’t list all the incidences that I remember but give an idea.(more…)
Friday, December 6th, 2013
Dr. Gary Namie provides clarification about three fundamental themes of the social movement against workplace bullying which are commonly misunderstood or mischaracterized:
1) It’s about bullying, not bullies or their personalities.
2) Employers act irrationally and irresponsibly about bullying, which itself makes no sense.
3) Being “anti-abuse” is not the same as being “anti-corporate”
Tags: anti-abuse, employer behavior, Gary Namie, ingratiation, Podcasts, taboo, workplace bullying, Workplace Bullying Institute
Posted in Commentary by G. Namie, Employers Gone Wild: Doing Bad Things, Fairness & Social Justice Denied, Podcasts, WBI Education | No Archived Comments | Post A Comment (
Friday, December 6th, 2013
A Recovery Guide for
By Maureen Duffy & Len Sperry
A powerful, practical book that accurately reflects the entire bullying experience. These two clinicians, Duffy a clinical psychologist and Sperry a psychiatrist, demonstrate a deep understanding of bullied individuals and what it takes to heal them so life can be lived after bullying.The subtitle says it all — Recovery.
From the Foreword
Practical is the adjective to best describe this book. Though it is rich in citations and relies on science, applicability to real lives, real families and real organizations jumps off the pages. It tackles an admittedly complex subject with an accessible writing style that showcases illustrations and summary lists and tables. Points are driven home artfully with compassion for victims present throughout …
The blunt and truthful authors then describe how organizations create “shadow files” and do whatever it takes for administrators hide behind the myth that it is a “good and fair place to work.” Hypocritically, those employers discard good employees as though they are dispensable resources using the tactics of mobbing fueled by the hurtful power of social exclusion, ostracism …
The authors do not leave the reader submerged in the dark side of the world of work. Ultimately, the book is about hope and inspiration. So, the seventh chapter signals the shift toward a discussion of recovery from mobbing. The valuable advice flows steadily and includes gems such as “don’t make fighting the organization that mobbed you your next career.” Their wisdom extends to selecting psychotherapists who practice “trauma-informed mental health care” by taking into account the organizational, cultural and power dynamics factors that instigated the mobbing experience rather than a focus on the victim’s vulnerability …
The authors’ defiantly critique the “bad apple,” personality-dominated explanation for mobbing. They give the reader an introduction to work environments and their working parts. Personalities of perpetrators comprise only a small part …
Hooray for Duffy and Sperry’s clarity in pronouncing that banishing bullies does not end the systemic problem. As the authors write “it takes an organization” to create it, and that’s what it takes to stop it. ###
There is wisdom for organizational reps for those smart enough to apply the lessons contained inside. However, this book is primarily for bullied targets and the families who love them.
About the authors
Maureen Duffy, PhD, is a practicing family therapist and consultant specializing in workplace and school mobbing and bullying issues and an Affiliate with the Qualitative Research Graduate Program at Nova Southeastern University She provides trauma-informed psychotherapy to targets of mobbing and bullying and their families and consultation and training on workplace abuse to stakeholders including human resource managers and attorneys. She is the coauthor of Mobbing: Causes, Consequences, and Solutions.
Len Sperry, MD, PhD, is Professor of Mental Health Counseling at Florida Atlantic University and Clinical Professor of Psychiatry at the Medical College of Wisconsin. He has provided psychotherapy to mobbing victims and consulted with corporations on mobbing and bullying. He is the coauthor of Mobbing: Causes, Consequences, and Solutions.
Tags: bullied targets, Len Sperry, Maureen Duffy, Mobbing, organizational factors, self help, strategies, therapy, trauma, workplace bullying
Posted in Books, Bullying-Related Research, Good News, Hear Ye! Hear Ye! 2, Media About Bullying, Social/Mgmt/Epid Sciences, Tutorials About Bullying | No Archived Comments | Post A Comment (
Thursday, December 5th, 2013
Check out this great 2-part interview for the program Executive Decisions. Host Tim Muma talks with Dr. Namie about bullying tactics and how to stop workplace bullying from costing your business money.
Listen to more Executive Decisions at localjobnetwork.com.
Thursday, December 5th, 2013
By BCGEU – 12/4/13
How does the new Workers Compensation Board (WCB) language on workplace bullying and harassment affect BCGEU members?
Prevention and Compensation
There are two aspects to all health and safety matters. First, procedures and systems must be put into place to prevent workplace injuries. Secondly, workers who suffer workplace injuries have a right to compensation.
Bullying and Harassment
On July 1, 2012, the Workers Compensation legislation regarding bullying and harassment was changed to include:
- Benefit coverage for mental disorder claims for workers who experience bullying and harassment in the workplace and are unable to work;
- The provision for the WCB to define bullying and harassment and to develop policies and procedures requiring employers to prevent and address workplace bullying and harassment.
Members have asked:
- How do the new WCB policies and procedures fit with the anti-bullying language the union has negotiated in many of our collective agreements?
- If I am bullied in my workplace, what are my options to make it stop?
- Should I be filing a complaint through the WCB process?
To answer these questions, it is important to review the union’s response to bullying behavior. The union has spoken out loudly and clearly that bullying is not acceptable. Bullying in the workplace is wrong and should be addressed quickly and appropriately. Because all workers deserve a workplace that is free from harassment and bullying, we negotiated anti-bullying policies and protections in many of our agreements. We encourage employers to engage with us in developing and teaching respectful workplace practices.
Tuesday, December 3rd, 2013
Film clip of Dr. Oren Amitay who describes workplace bullying very accurately.
Tags: Oren Amitay, registered psychologist, Toronto, workplace bullying
Posted in Broadcasts: Video, TV, radio, webinars, Media About Bullying, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment (
Tuesday, December 3rd, 2013
I am a partner in a major law firm. At the time I was bullied I was one of two female partners in the regional office in which I worked. For three years before that I had been the only female partner. In total, there were about 17 partners in the regional office, and 150 staff.
The bully was another partner, who was also the manager of the regional office.
The campaign escalated over a period of about three years, but this is a summary of the types of things which happened:
- at the weekly partners meetings, during which each partner was asked to detail what they had been doing, he would either pass over me, or if I did speak, look down while I spoke, and either harrumph when I had finished and change the subject, or make a belittling comment
- If there was good client feedback about a partner, the usual position was that it would be mentioned at those meetings or more broadly. If I got good client feedback (which was not uncommon), nothing was said
- there was one important client of the firm which had a manager who, for reasons he would not articulate, would not give me any work (so there was no negative feedback, even though it was sought; he would just not give me any work). The fact that I did not get work from this client was mentioned at least once in every two weeks in a public forum
- when I won large retainers from clients (not infrequent), this manager would tell me the work should be done by another partner(more…)
Monday, December 2nd, 2013
Monday, December 2nd, 2013
WBI – 2013 – Industry Survey
The purpose of this final 2013 survey was to determine in which industries workplace bullying occurs.
A total of 401 respondents completed this “Industry” survey during the summer of 2013.
The questions and proportions for each response are found below.
Tags: Gary Namie, industry, jobs, studies, survey, where bullying happens, workplace bullying, Workplace Bullying Institute
Posted in WBI Surveys & Studies | No Archived Comments | Post A Comment (
Saturday, November 30th, 2013
by Eroca Gabriel, Urban Times, Nov. 26, 2013
JB is intelligent. He’s well-educated, has in-born operational savvy, and a work ethic unlike that of most of his generation. He obtained degrees from top-rated institutions, had his choice of job offers upon graduation and lives the life-style of his choice.
JB is privileged. He’s also a bully at work.
The Workplace Bullying Institute conducts surveys across the USA on workplace bullying. Here’s some of what they found in their most recent national survey (2010):
1) 35% of workers have experienced bullying first hand;
2) 62% of bullies are men; 58% are women;
3) Bullying is four times more prevalent than illegal harassment;
4) Bullying is a ‘silent epidemic.’
According to WBI, workplace bullying is defined as ‘repeated, health-harming, abusive conduct committed by bosses and co-workers.’ It consists of ‘mistreatment, sabotage that prevents work from being done, verbal abuse, threatening conduct, intimidation, and humiliation.’
Take JB, for example. His bosses and co-workers report that he is competent at his job. Yet, he doesn’t care about the work, the team or the company.
His personal agenda takes precedence over the work itself. It includes having an unhealthy need to control others. JB gets his ‘kicks’ from behaving badly on purpose and enjoying negative reactions.
Tags: 2010 WBI U.S. Workplace Bullying Survey, empathy, eroca gabriel, urban times, workplace bullying, Workplace Bullying Institute
Posted in WBI in the News, WBI Surveys & Studies | No Archived Comments | Post A Comment (