Posts Tagged ‘HR’
Wednesday, July 3rd, 2013
Bullied targets often wait a long time to complain about their plight. Delays happen when they are not quite certain what freight train hit them. They ruminate too long about why they unjustly were targeted? How could someone be so cruel? Eventually, they want to tell their employer.
Chain-of-command reporting requirements are common. Got a problem? Tell your supervisor. But when your supervisor is the bully, the requirement is a dangerous trap. It turns out to be equally ineffective when the bully’s boss is asked to make the bullying stop. [See the 2012 WBI Strategies Effectiveness study about the futility of confronting the bully directly or telling the bully’s boss.]
People erroneously believe workplace bullying is an HR-level problem. Not so. It is more about leadership or the lack thereof. [See what understanding by a leader looks like.] Expecting HR to resolve bullying by holding a manager-bully accountable is a rare event. HR is there to defend the interests of management. They are not a neutral party in disputes. Retaliation is the most frequent consequence of following internal procedures for righting a wrong.
The larger point is that internal systems put the institution in the tripartite role of abuse by agents of the employer, then they are investigators, and finally they are judges and adjudicators. How can this turn out well for those subjected to harm by that same system? Internal investigators grant credibility to managers, while non-supervisory workers are considered malingerers, malcontents, disgruntled and mendacious. Senior managers consider workers who report that the best connected friends of those senior managers have done bad things to be the problem. The reporting is considered the problem — not the unconscionable actions that the complainant felt had to be reported.
And so we see the model repeated by several government institutions: the NSA, the CIA-FBI, the Dept. of Defense. Truth tellers (whistleblowers) and truth-telling victims are hunted like criminals, dehumanized, discounted, ignored, tormented, terminated, discharged from service, or imprisoned all to discourage others from showing the same kind of courage.
Tags: CIA, complainant, complaint system, Edward Snowden, FBI, government, HR, Jack Kiriakou, Kirsten Gillibrand, military sexual trauma, Myah Smith, NSA, sexual assault, Thomas Drake, Tina Clemans, traitor, whistleblower, workplace bullying
Posted in Commentary by G. Namie, Fairness & Social Justice Denied, Media About Bullying, Print: News, Blogs, Magazines, The New America, Tutorials About Bullying, WBI Education | 3 Archived Comments | Post A Comment (
Thursday, March 28th, 2013
UPDATE: To write a great workplace bullying policy and enforcement procedures, go here.
When fuzzy facts (first generation distortion) are allowed to pass for actual data and circulated widely by media (2nd gen distortion) they used by critics to undermine the anti-bullying campaign. Let’s clear the air about current American employer engagement in stopping workplace bullying.
SHRM (the HR trade association) conducted a 2011 study about workplace bullying and reported results in Feb. 2012. The non-scientific survey of members had a low response rate of 15% (the final 401 respondents meant SHRM randomly polled 2,673 members). The results shed light on HR’s view about the prevalence of workplace bullying policies in the U.S. When asked if respondents’ organizations had specific anti-bullying policies in place, 44% of HR respondents defiantly stated their organization has “no policy and has no plans to put a workplace bullying policy in place.” The answer, “No, but we plan to put a formal policy in place in the next 12 months,” was chosen by 13%. Another 40% said, “Yes, our workplace bullying policy is part of another workplace policy.” Only 3% of SHRM members said “Yes. We have a separate workplace bullying policy” in our organization.
Actual slide from 2012 SHRM survey results from which 56% statistic was plucked
You can download the slide show from here.
Tags: Gary Namie, HR, human resources, SHRM, surveys, WBI research, workplace bullying, workplace bullying policies
Posted in Employers Gone Wild: Doing Bad Things, Media About Bullying, Print: News, Blogs, Magazines, WBI Education, WBI Surveys & Studies | 4 Archived Comments | Post A Comment (
Thursday, March 21st, 2013
April 16, 2013, 5 to 8 pm
Rocky Hill, CT
Note: Teresa Daniel is a WBI colleague and friend. Unlike other HR folks, she understands completely how destructive workplace bullying is and how HR can improve its response.
From the Hartford Courant
Workplace bullying affects more than 50 million U.S. employees. This topic will be discussed at an April program sponsored by The Human Resource Association of Central Connecticut.
With one incident of bullying every seven minutes, sadly, bullying is the most frequent form of violence that school-aged children encounter.
Monday, February 18th, 2013
Outrageous By Any Other Name
Bullied targets are not believed. Sometimes the disbelief is rooted in the outrageousness of perpetrators and the innovative cruelty they inflict on targets. It’s hard to believe people can be so vicious.
There are three principal groups who deny bullying as it actually happens. Each group of disbelievers is discussed in separate audio tracks to make WBI Podcast 32.
Listen to all three parts in one clip:
Or in separate sections:
1. U.S. biz school researchers who cite “victim precipitation” as a cause
2. Employers — executives and HR
3. U.S. courts who make proving that the bullying was outrageous nearly impossible
Tags: Gary Namie, HR, intentional infliction of emotional distress, outrageous conduct, targets not believed, victim precipitation, WBI podast
Posted in Healthy Workplace Bill (U.S. campaign), Podcasts, Rulings by Courts, WBI Education, Workplace Bullying Laws | No Archived Comments | Post A Comment (
Thursday, January 3rd, 2013
By Jeanne Allen
Bullying is very much a part of business these days. Those bullies in middle school and high school grew up and are waiting right around the corner for their next target. It’s disheartening but true — in some circumstances bullying is legal.
According to The Workplace Bullying Institute, a nonprofit organization dedicated to understanding, correcting and preventing all abuse at work, bullying is four times more prevalent than illegal harassment.
Tuesday, August 7th, 2012
For decades, the NLRB has been under republican control and served employers’ needs to look the other way as union organizers are indiscriminately fired for doing what should be protected by law. On Jan. 9, 2012, President Obama made a recess appointment of Richard Griffin, a long-time union attorney, to the Board. Griffin joined Sharon Block, winner of the JFK Labor Law Award, and Chairman Mark Pearce whose prior legal experience was with labor. In May, disgraced republican member Terence Flynn resigned after two Inspector General reports concluded that he had leaked information about NLRB deliberations prior to decisions to Mitt Romney’s adviser. There are now 3 democrats and one republican, Brian Hayes, on the Board.
Now come two recent decisions that make employers and HR livid.
Tags: confidential investigations, HR, Mark Pearce, NLRA Section 7, NLRB, Richard Griffin, Sharon Block, Terence Flynn, union organizing
Posted in Rulings by Courts, Tutorials About Bullying, WBI Education, Workplace Bullying Laws | No Archived Comments | Post A Comment (
Friday, May 25th, 2012
Are you out there, professionals in Human Resources, who valiantly and effectively stop workplace bullying for employees where you work? We think so. You are good people, but relatively unknown. We want to hear your stories. WBI wants to promote HR HEROES.
Tags: HR, Masters Series, Teresa Daniel, WBI 2012 Strategy Effectiveness Survey, WBI Instant Poll
Posted in Employers Gone Wild: Doing Bad Things, Tutorials About Bullying, WBI Surveys & Studies | 7 Archived Comments | Post A Comment (
Friday, April 20th, 2012
2012 Workplace Bullying Institute Survey
There are many so-called “experts” in workplace bullying offering advice for bullied targets. Strategies common to their lists are: (1) confront your bully, (2) tell the bully’s boss, and (3) report problems to HR. Some weirdos even suggest that targets have a “personal responsibility” to confront their bullies, that they “owe” it to themselves.
At WBI, we have never advised such actions. Those steps cause greater harm because of the certain retaliation. So, we submitted those suggestions to empirical study. In early 2012, we asked 1,598 individuals personally familiar with workplace bullying what strategies they adopted to get their bullying to stop and if those actions were effective. Here are the results of that survey.
Tags: attorney, bullied targets, confront, Daniel Christensen, David Phillips, Gary Namie, HR, lawsuit, Sean Lunsford
Posted in Bullying-Related Research, Tutorials About Bullying | 26 Archived Comments | Post A Comment (
Wednesday, April 18th, 2012
Since 2008, WBI founders have periodically offered intensive, interactive, small-group training for mental health counselors, human resources professionals, attorneys, trainers and consultants. All have sought to either establish a new practice or expand an existing one to include a specialization in workplace bullying. It is a 3-day training called Workplace Bullying University. Sessions are held in Bellingham, Washington.
The next University is June 15-17 for general professional audiences.
Wednesday, March 21st, 2012
SHRM, the Human Resources professional trade association, released results of a non-scientific workplace bullying survey based responses from 400 members on Feb. 28, 2012. Remember, the phenomenon is seen through the lens of HR staff. Here are the major findings to compare and contrast with the national scientific survey conducted of adult Americans, last done in 2010 by WBI.