Posts Tagged ‘2014 WBI U.S. Workplace Bullying Survey’

Lutgen-Sandvik: Bullied at work? What to do

Thursday, October 22nd, 2015

Bullying in the workplace: How to recognize and address it
By Becky Parker, WDAZ-TV (Grand Forks, North Dakota), Oct. 22, 2015

Bullying is an issue people may think is reserved for the schoolyard, or even cyberspace.

But adult bullying in the workplace can have devastating effects on people’s lives.

One in 10 U.S. workers say they are being bullied at their jobs.

Forty-five-percent say they’ve been bullied at some point during their career, and another 25% say they’ve witnessed workplace bullying.

We spoke to North Dakota State University professor and researcher Pam Lutgen-Sandvik, who has been studying workplace bullying for nearly 15 years. [Note: Dr. Lutgen-Sandvik is a WBI friend & colleague; her research is featured prominently in the WBI training for professionals, Workplace Bullying University.]

She defines bullying as persistent, hostile, aggressive behavior that can be verbal or non-verbal.

Research shows adult bullying can lead to depression, eating disorders, sleeping disorders, PTSD and physical ailments.

It also increases the person’s stress levels and degrades their mental health by making them feel crazy, scared, and anxious.

“It also bleeds into families. When you’re bullied and abused at work you go home and sometimes there’s displaced aggression when you’re screaming at your family members, sort of that, ‘kick-the-dog’ kind of thing. We do know for sure it reduces people’s satisfaction with their personal lives,” says Lutgen-Sandvik.

Here’s what she says you should do if you are being bullied at work:

• Give it a name – define it as workplace bullying.
• Remember that it’s not your fault – bullies often make the victim feel crazy.
• Get some social support – like a counselor – as bullying can degrade your mental health.
• Take some time off from work to regroup and figure out how to address the problem.

“Trying to make sense of it and figure out what you’re going to do is really difficult when you’re in the environment and you’re constantly bombarded with this aggression and hostility. If it’s possible, take some time off of work so you can kind of get your bearings and figure out, ‘am I going to stay? If I’m not going to stay, what am I going to do here?'”

Many people in a bullying situation at work might want to fight back, but that can be risky.

Often, bullying situations at work involve an element of power. In the U.S., it’s usually a manager, but can also be a peer.

If you do choose to fight back, Lutgen-Sandvik says the best way is to talk to someone who has power over the bully.

Bring specific examples of bullying, have other co-workers to back you up, and have a clear goal in mind.

Lutgen-Sandvik says it is not a good idea to confront the bully directly.

“They will escalate the abuse worse than it ever was before, and drive the people out of the workplace because now they’ve become serious threats to the perpetrator. So, directly confronting the perpetrator, it’s really a very, I would say, dangerous thing to do.”


This is Freedom from Workplace Bullies Week and October is Bullying Prevention Month and Domestic Violence Awareness Month.

Readers may click-to-purchase Adult Bullying, Pam’s chronicle of her decade of research into workplace bullying, written in easy-to-understand prose.


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Posted in Bullying & Health, Bullying-Related Research, Social/Mgmt/Epid Sciences, WBI Education, Workplace Bullying University | No Archived Comments | Post A Comment () »

Minnesota Union and State collaboratively create Workplace Bullying policy

Sunday, April 12th, 2015

Minnesota leap frogs Tennessee with respect to having a state policy to thwart workplace bullying. First a bit of background. In 2014, Tennessee passed a law (Public Chapter 997) that assigned policy writing to a state commission (TACIR) comprised of elected officials with technical support from WBI-affiliated professionals. The group did produce a model policy. However, several lawmakers refused to allow the policy’s implementation. The workplace psychological safety of public employees in that right-to-work state remains unresolved, treated as a political game.

Thus, the first state to implement a workplace bullying policy for all state workers is Minnesota. The successful story begins with the state employees union MAPE (Minnesota Association of Professional Employees) becoming aware of bullying-related problems for members in January 2012. Discussions of bullying surfaced in contract bargaining sessions. In February 2013, some bullying managers were removed in partnership with the union. Education accelerated in May 2013 when MAPE held a seminar for stewards with lessons gleaned from a public session sponsored by the Minneapolis Bar Association at which Dr. Gary Namie spoke.

Audio report:

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By August 2013, MAPE had produced videos of their bullying experiences. In September, results of a membership survey revealed that 1 out of 4 members were either directly bullied or they had witnessed it. State. The state Department of Human Services Commissioner, Lucinda Jesson, signed an anti-bullying petition to ensure safe, retaliation-free reporting of bullying.



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Posted in Bullying & Health, Good News, Unions, WBI Education | No Archived Comments | Post A Comment () »

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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Posted in Broadcasts: Video, TV, radio, webinars, Media About Bullying, WBI Education, WBI in the News, WBI Surveys & Studies | No Archived Comments | Post A Comment () »

Fast Company: Why Bullies Get Promoted

Thursday, October 23rd, 2014

Why The Office Bully Is Getting Promoted
Your company culture may encourage bullies and you may not even know it.
By Lisa Evans, Fast Company, October 23, 2014

You may have thought you’d escaped bullying when you traded the school yard for the office, but according to the Workplace Bullying Institute, 27% of Americans are still experiencing bullying in the workplace.

Instead of being shoved in a locker or having your head dunked in the toilet, workplace bullying is non-physical, yet still as emotionally harmful. The Workplace Bullying Institute defines workplace bullying as any form of verbal abuse, job sabotage, intimidation, or humiliation.



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Posted in Media About Bullying, Print: News, Blogs, Magazines, Tutorials About Bullying, WBI in the News | 1 Archived Comment | Post A Comment () »

The Street: Recognizing that you are being bullied at work

Monday, May 5th, 2014

Don’t Be a Victim: 7 Signs YOU are a Victim of Workplace Bullying
By Keris Alison Lahiff, The Street, May 3, 2014

For the average American, the majority of waking hours are spent at work, whether it be in a cubicle, on the trading floor or out in the field. In such close proximity to colleagues, and for such an extended period of time, it’s little wonder conflicts arise.

However, the difference between naturally-occurring disagreements and all-out harassment is an important distinction. According to the Workplace Bullying Institute (WBI), a national organization committed to raising awareness, office harassment is an issue in desperate need of attention.

According to its recent 2014 U.S. Workplace Bullying Survey, 27% of American workers have suffered abusive conduct at work, while another 21% have witnessed it. WBI estimates the number of U.S. workers subjected to abusive conduct totals 37 million.



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Posted in Media About Bullying, Print: News, Blogs, Magazines, WBI in the News | 2 Archived Comments | Post A Comment () »

Workplace Bullying: Perpetrator Rank & Number in the U.S.

Monday, April 28th, 2014


Mobbing was the term adopted by Heinz Leymann to describe health-harming abusive conduct at work. Mobbing implies multiple perpetrators. Mobbing preceded the term workplace bullying. However, WBI has consistently defined bullying as committed by one or more persons. Bullying nearly always escalates to more than one person joining the main instigator to torment the target.

Question: Who was (were) the principal perpetrator(s)?

Respondents said the following:

In 14% of cases, the bullying was generated by a combination of perpetrators operating at different levels of the organization – bosses, peers, and subordinates.

With respect to perpetrator’s rank, not counting the combined sources cases:

This pattern is consistent with previous WBI national Surveys.

No interactions between rank and race or rank and gender were found.

When perpetrators enjoy a higher organizational rank than targets, opportunities to abuse authority present themselves. Further, the likelihood of targets being able to confront the boss about her or his unacceptable conduct approaches zero, given the difficulty of crossing the “power gradient.” Coworker, peer-to-peer, bullying may not involve power differences, but the health harm caused by social exclusion/ostracism that peers employ poses an equal, if not greater, threat to the target’s safety.

Download the Perpetrator Rank & Number mini-Report

Gary Namie, PhD, Research Director
Research Assistants: Daniel Christensen & David Phillips

© 2014, Workplace Bullying Institute, All Rights Reserved

Download the complete Report | Access individual sections of the Report


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Posted in WBI Education, WBI Surveys & Studies | 1 Archived Comment | Post A Comment () »

Workplace Bullying: Gender and the U.S. Bullying Experience

Monday, April 21st, 2014


Question: Think of the perpetrator and target of repeated abusive mistreatment at work. What as the gender of each?



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Posted in WBI Education, WBI Surveys & Studies | 5 Archived Comments | Post A Comment () »

Workplace Bullying: U.S. Workforce & Population Affected

Tuesday, April 15th, 2014


We begin with the frequencies reported for each of the bullying experience categories from the Survey previously discussed — the two classes of direct experience with bullying, the two witnessing classes, and the self-described perpetrators, and the three classes of individuals with no personal bullying experience (believers and disbelievers who were both aware of bullying, and those who claim to be not aware of bullying).

The Survey was conducted at a time when the U.S. non-farm labor force was approximately 137,499,000. We are able to estimate the equivalent number of working Americans that correspond to each bullying experience category. The estimates appear in the middle column in the table below.

Then, we estimate the adult (over age 18) U.S. population, 76.5% of the total, to be 240,113,369 (in 2012). We apply the bullying experience category frequencies to that total and arrive at the values in the right column in the table below.



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Benefits Pro: Workplace bullying legislation repeatedly defeated

Monday, March 3rd, 2014

By Scott Wooldridge, Benefits Pro, March 3, 2014

Public awareness of workplace bullying has never been higher, thanks to high-profile cases such as the one involving Miami Dolphins teammates Richie Incognito and Jonathan Martin. Yet none of the more than two dozen states that have taken up the issue has actually passed any legislation to tackle the problem.

A recent survey found that 93 percent of Americans support legislation that would offer protections against bullying at work. The survey, conducted by Zogby Analytics for the Workplace Bullying Institute, found that 27 percent of Americans report having experienced abusive conduct at work. Another 21 percent say they have witnessed such behavior. Overall, 72 percent of those surveyed said they were aware of the issue of workplace bullying.

“Everybody has a story,” said Gary Namie, co-founder and director of the Workplace Bullying Institute. “It is an epidemic. When you count witnesses, 65 million people in the workforce know firsthand what (bullying) is about.”

The Incognito-Martin case brought workplace bullying into the spotlight.

Martin accused Incognito of bullying him, and then left the team. A lawyer hired by the National Football League to investigate the matter recently released a report concluding that Incognito “engaged in a pattern of harassment” of Martin.

Namie and his Bellingham, Wash.-based institute have been working on the issue for more than 20 years, but he said that the Incognito-Martin case caused “a tectonic shift.”



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Posted in Employers Gone Wild: Doing Bad Things, Healthy Workplace Bill (U.S. campaign), NFL: Jonathan Martin, WBI Education, WBI in the News, WBI Surveys & Studies, Workplace Bullying Laws | No Archived Comments | Post A Comment () »

Fundraising successful! 2014 WBI U.S. survey coming

Monday, January 13th, 2014

The WBI Indiegogo crowd funding campaign raised $7,026 (goal was 6,000).
This ensures that the 2014 WBI U.S. Workplace Bullying Survey will happen!!

Thanks to 94 Contributors at Indiegogo

with Major Funding from An Anonymous Donor and

On-Lock Digital Authentication


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Posted in Good News, Hear Ye! Hear Ye! 2, WBI Surveys & Studies | No Archived Comments | Post A Comment () »

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