Posts Tagged ‘employers’
Friday, March 14th, 2014
Why Wait for a Law? Stop Bullying Now
By Stephen Paskoff, Workforce Management, March 13, 2014
I recently participated in a webcast discussing current workplace issues, including bullying and abusive conduct. So far, such behavior, however defined or named, has not been recognized as illegal at the state or federal level. Generally, these and other programs I have participated in mostly consider whether workplace bullying is an imminent or remote litigation risk. No doubt that’s a matter to be concerned about.
However, to me here’s the more critical question: Why are organizations spending so much time discussing what might happen in the future as opposed to addressing the organizational damage abusive behaviors are causing them right now? Wouldn’t it be a strange business world if leaders waited to maximize the profitability of their manufacturing and sales processes until some legislature passed a law compelling them to do so? But that’s just what they are doing when it comes to bullying conduct.
Tags: costs of bullying, employers, Healthy Workplace Bill, legislation, Paskoff, workplace bullying
Posted in Media About Bullying, Print: News, Blogs, Magazines | No Archived Comments | Post A Comment (
Sunday, November 10th, 2013
This week’s bullying situation in the NFL in which a player resigned because of bullying by a teammate, should remind employers to consider whether bullying by coworkers or bosses is affecting their employees and their ability to retain quality talent.
If you think workplace bullying doesn’t affect some of your employees, you’re mistaken. One in four employees is affected by it. There is a misconception that bullying is overt. Rather, it’s often subtle, slow, and insidious mistreatment that passes over the radar screen.
Rarely can bullying be identified based on one action, but rather a pattern of actions over a long period of time. This is why it so often goes undetected in the workplace, and your employees could be suffering because of it.
The Workplace Bullying Institute defines bullying as “repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators that takes one or more of the following forms: verbal abuse, offensive conduct/behaviors (including nonverbal) which are threatening, humiliating, or intimidating; or work interference – sabotage – which prevents work from getting done.”
The primary issue with bullying is that the perpetrator desires to control the other person’s behavior, usually for his or her own needs, personal agenda, or self-serving motives. Bullies use a variety of subtle and sometimes not-so-subtle ways to control others emotionally, psychologically, and even physically.
Adept bullies and manipulators are often extremely controlling people who are attuned to certain personality traits to exploit others. They are skilled “people readers” and make it their task to understand someone’s flaws to determine what techniques can be used against them. Some even go a step further and mask their bullying behind a charming and nice demeanor and even a noble cause.
Tags: employers, HR, NFL, recognizing workplace bullying, signs, solutions, symtoms, workplace bullying
Posted in Media About Bullying, NFL: Jonathan Martin, Print: News, Blogs, Magazines, Tutorials About Bullying, WBI Education, WBI in the News | No Archived Comments | Post A Comment (
Wednesday, August 15th, 2012
This summer 2012, 250 visitors to the Workplace Bullying Institute website completed an Instant Poll asking what was or is their EMPLOYER’S attitude toward workplace bullying. Sadly, 88% of American employers are still sitting on their hands and not taking action to solve the problem. See the complete results below.
Thursday, May 14th, 2009
Many of the facts below have been confirmed by the 2007 WBI-Zogby Survey.
- Targets under report it (40% of targets never tell). Employers simply may not know about it.
- Most (80%) bullying is legal, rendering laws and law-compliant policies inapplicable
- Thus, 62% of employers either do nothing or worsen the situation (retaliation) because they can do so with legal impunity.
- The majority of bullies (73%) are managers; senior managers and HR reflexively side with management when disputes arise.
- Bullies derive 73% of their support from executives, peer managers and HR
- Bullies (an unknown percentage) are following orders from above
- Executives have been bullied by the bullies. They are afraid to act. They have a disproportionate fear of lawsuits brought by the bully if they dare investigate or sanction the bully.
- Bullies invented their reputation as indispensable high-performers in case they were ever exposed. Target complainants are then not believed.
- Employers don’t actually know how to stop it. They forgot the lessons learned from having to correct and prevent illegal discrimination.
- Employers don’t recognize bullying as violence in the workplace. The problem is erroneously defined as “conflict,” and the wrong solutions are applied.
- Our society is highly aggressive and competitive. Bullies embody these two popular tactics. Hostility is more normative than the exception. So, bullying/abuse/psychological violence at work is positively embraced more often than despised.