Archive for the ‘WBI Surveys & Studies’ Category


New poll: Most distressing workplace factor of bullying experience

Friday, March 10th, 2017

Dear Bullied Targets

There are few studies asking bullied targets to state which workplace factor distresses them most about their bullying experience. So, we attempt to answer that question. The response choices shown all are important. But we want veterans of bullying to tell us which ONE they believe has been the most memorable/disturbing/bothersome/crazymaking of them all.

Tell your friends. Send them the link to this page to complete the survey.

Watch for results soon.

For bullied targets: Of all the disturbing aspects of what happened to you, which ONE WORKPLACE factor caused you the MOST distress?

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Time for new 2017 WBI U.S. Workplace Bullying Survey

Tuesday, March 7th, 2017



We need your help.
Please go to this Go Fund Me page to read our rationale and to donate.
Then watch this site for a full report in the spring.

In the Trump era, we need to assess the effect his disturbing administration has on our already aggressive, pro-bullying society. Specifically, when civility rules are abandoned at the highest political level, do American employers react to the loosening with even more bullying of workers without fear of consequences? Let’s find out and compare to past surveys.

Here are the results of WBI’s three previous national surveys: 2007 and 2010 and 2014.

Thank you again.
Ruth Namie, PhD
Gary Namie, PhD
WBI founders

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2016 wishes

Wednesday, December 23rd, 2015

Holiday wishes from the Workplace Bullying Institute for peace, health and a bullying-free 2016

Please complete our new survey

Holidays and bullying. If you are/were a bullied target, what happened during the end-of-year holiday season to you?

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Bullied targets’ political activity survey

Saturday, October 24th, 2015

On the heels of the WBI Freedom from Workplace Bullies Week, when we call for State lawmakers to introduce and aggressively support our anti-bullying Healthy Workplace Bill, we survey bullied individuals about their level of political activity.

Have you explained why a strong anti-bullying law is needed to your elected State representatives or senators?

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For advocates who stop abusive conduct at work, it’s all about accountability

Monday, February 9th, 2015

Proponents for social justice in the #BlackLivesMatter movement seek accountability. The unethical county prosecutor misled the grand jury so it would not hold officer Darren Wilson responsible for the death of Michael Brown. Hence, the hands-up gesture of surrender that Brown used that Wilson ignored as he gunned Brown down on that Ferguson, MO street. Both Wilson and the prosecutor got away without being held accountable.

The wife and surviving children of Eric Garner also seek accountability. NYPD officers Daniel Pantaleo and Justin Damico combined a chokehold and physical restraint to kill Garner on a Staten Island sidewalk while a witness filmed the episode. The grand jury there also let the officers walk away without facing consequences for taking a life.

Then, in Cleveland, 12-y.o. Tamir Rice was gunned down within seconds by Timothy Loehmann as his patrol car rushed to the public park scene where Tamir was playing by himself. Loehmann’s employment record showed him to be too incompetent in handling firearms for a small city police squad before he found a job with the Cleveland PD. Rice is dead because the Cleveland PD ignored early career warning signs about Loehmann. He also failed his written entrance exam for Cleveland employment.

The headline-grabbing, media-saturation stories “surprised” white TV viewers who had no appreciation of the ongoing abuse black men face at the hands of police. They were Furthermore, because of implicit (unstated or attitudes possessed without explicit self-awareness) racism by whites, there was little sympathy for those murdered.

In fact, police violence apologists attempted to guide the public to make what is called the fundamental attribution error. Victims are degraded and treated as though they deserved their fate. The error is behind all “blame-the-victim” scenarios that we perpetuate in the aftermath of personal crimes: rape, campus sexual assault, and even murder victims.

It’s a tug of war between two competing explanatory models: fixing responsibility on perpetrators of violence or seeking faults in victims that made them somehow provocative and deserving their fate.

The overlap with bullied targets is easy to see. When they inform management about their ordeal, they are not believed and retaliated against for tarnishing the perpetrators’ image honed by years of ingratiating themselves to their executive sponsor. Management tends to “circle the wagons,” to grow increasingly defensive. Management should care about the impact of bullying on finances as well as the impact on employee health. Instead, managers tend to deny, discount and rationalize bullying.

Another insult to bullied individuals is the sham investigation done by the employer. Organizations cannot conduct unbiased investigations of themselves. The pressures for individual survival and covering up are too great. Furthermore, HR is a management support function. Therefore, it is management investigating incidents of wrongdoing primarily by managers. Truth is sacrificed for the sake of political expediency.

When investigations conclude with an inability to assign responsibility (the infamous “she said/she said” tie) or the mischaracterization of the abuse as a “personality clash” between bully and target, targets are upset and frustrated. Their sense of justice was shattered by the bullying. A failure to find fault in perpetrators compounds the injustice.

Sadly, of the cases in which bullying has stopped, 77% of targets pay the price by losing the job they had no business losing or they transferred (11%) as if they had done something wrong. Perpetrators bully with impunity.

Bullied targets and witnesses simply want perpetrators to be held accountable.

Accountability is nearly impossible without a policy. It is also impossible when a policy exists but is not applied to all employees at all levels of the organization. Inconsistent or absent enforcement renders the policy ineffective. It is only a collection of positive words and thoughts.

Most policies are created in response to laws. Without laws that provide legal redress for bullied individuals, employers do not voluntarily address abusive conduct in comprehensive ways. They may engage in minimal training (as mandated in California starting in 2015) or be “encouraged” to adopt a policy (as suggested in TN law, effective in 2015). Strong laws will compel good policies, which in turn, make accountability more likely. Help enact the WBI anti-bullying Healthy Workplace Bill.

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New WBI Instant Poll to complete: Holidays & workplace bullying

Monday, November 24th, 2014

Year end holiday season and workplace bullying. Were (are) they connected for you?

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KYW-TV Philly: Women vs. women at work

Monday, November 10th, 2014

A Nov. 7 KYW-TV, Philadelphia, segment on women bullying other women at work. Cites our 2014 WBI U.S. Workplace Bullying Survey. Several women provide good examples. Nice job on the topic by co-anchor Jessica Dean.

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WBI Survey: Impugning the Integrity of Targets of Workplace Bullying

Thursday, November 6th, 2014

ARE BULLIED TARGETS BELIEVED?
WBI Research/Instant Poll: 2014 – F

People who find themselves trapped in a bullying scenario can attest to the crazymaking, irrational nature of the mistreatment. Much of the harm caused by the abusive conduct stems from the shattering of targets’ beliefs about fairness, fairness in the work world specifically. First, they are typically the high performers who unknowingly trigger the envy of perpetrators. Targets are aware of their work skill at a deep personal ontological level. Perpetrators come into their lives who determined to reject the agreed-upon perceptions of the targets’ skills. There are objective truths, a reality.

When Bullies are Bosses

Perpetrators often use their formal (by organizational rank) or informal power to state the obviously opposite perception about technically skilled targets. Though this defies reality, they convince organizational allies to believe them and not targets.

In simplest form, it becomes a “he said, he said” deadlock. But most bullies who are bosses rely on support from higher up to add weight to their side.

The shrewdest perpetrators use ingratiation over many years to convince their executive sponsors (their enablers) that they, the bullies, are indispensable. Further, if and when they are described as abusive or destructive by one or more targets in the future, the executive will defend her or his “indispensable” perp by ignoring the target’s portrayal of a friend and colleague.

Thus conditions are not favorable when targets report the facts about what they have experienced at the hands of the favored perpetrator. After all, targets do bring negative news about people who typically outrank them.

When Bullies are Coworkers

In situations where targets have multiple perpetrators, there are many individuals who can provide accounts of alleged bullying incidents that will be at odds with what targets say happened.

For targets bullied by a gang of coworkers (cliques and mobs also are apt descriptions), it is doubly negative. Not only do they outnumber the target, the target is deprived of the chance to have her or his story corroborated by coworkers. Though few coworkers ever step up to offer support to targets, some do. When coworkers are the bullies, the potential source of support is lost.

Gullible investigators (typically working inside the organization for another department) will have their judgement swayed by many against one, and believe the tale that many tell even if those versions are not true.

The Effects of Not Being Believed

For targets, it’s a matter of honor and integrity. Repeated studies have shown that targets claim that their honesty is one of the major reasons for being targeted for abuse. They do seem to be very principled, non-political workers.

(more…)

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WBI Survey: Politicians as Bullies?

Thursday, October 30th, 2014

POLITICIANS AS BULLIES?
WBI Research/Instant Poll: 2014 – E

It is common knowledge that politics in 2014 America are quite polarized. No longer do politicians pretend to want to solve social problems with social policy. Interactions between politicians are characterized by ad hominem attacks. Politicians seem to be mimicking the personalized nature of bullying. The parallels between the political and workplace domains seemed obvious to us at WBI.

However, critics quickly pounce on our blog musings about the similarities. Commentators say “stick to workplace bullying and stay out of politics.” They believe politics is a field of employment different than any other. The same failure to see equivalence occurred when NFL player Jonathan Martin walked away from his professional football team claiming he endured an “abusive work environment.” The majority of society granted the NFL exemption from treatment as a workplace where employers bear responsibility for harm their employees suffer. It was said that the locker room is so unique it cannot be changed from its barbaric state.

Ironically, the NFL itself defined its locker room as a workplace. Discrimination laws apply. And the Martin case taught the NFL lessons about human responses to abusive conduct even when targets weigh 300 or more pounds.

In this survey, we asked 307 respondents (bullied targets and witnesses) to give their opinion about whether politics involves bullying or not. Question:

Is bullying by politicians of politicians or citizens as harmful as workplace bullying?

The percentages for each response option were:

.873 Yes, always

.094 Sometimes, only when the less powerful person suffers serious harm

.023 No, political harm is not the same as harm to non-politicians

.001 Never, bullying tactics define politics

The results show that the community of bullied targets does not grant exemptions easily. They conclude that bullying and abuse are the same regardless of venue. Apologists for politicians’ outrageous anti-social behavior towards one another like to say that politics is a special type of workplace, immune from social codes and restrictions that apply to everyone else.

But bullied targets do not see the separation into distinct domains. Anti-abuse rules for everyone should apply everywhere — in families, in schools, in churches, in workplaces and among occupants of our legislative chambers.

Download as PDF file.

© 2014 Workplace Bullying Institute. Do not use without proper citation of WBI as the source.


See the complete set of WBI Studies

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New WBI Instant Poll: Your Stage of Targethood

Monday, October 27th, 2014

At what stage of being bullied at work do you find yourself today? Choose up to 3.

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