Posts Tagged ‘Workplace Bullying Institute’
Thursday, May 16th, 2013
More Than Incivility and Disrespect
Workplace bullying is a form of violence more severe and harmful than either incivility or disrespect.
Monday, April 22nd, 2013
By Cathy Jett, (Fredericksburg, VA) The Free Lance-Star, April 20, 2013
Dr. Ruth Namie thought she’d be helping families solve their problems when she began working in a private clinic in 1995.
Instead, the clinical psychiatrist ran into one of her own. Her name was Sheila, and she proved to be the proverbial “boss from hell.”
Sheila was nice for the first three weeks, then began complaining that Namie was “worthless,” said Namie’s husband, social psychologist Gary Namie.
The bullying ratcheted up when Sheila overheard clients say that they drove an hour just to see Namie, and were urging others to go to her instead of Sheila. Sheila stripped Namie of her clinical work and gave her clerical work instead.
The Namies hired a lawyer, but discovered to their dismay that there was nothing illegal about one woman bullying another. They figured there must be some organization that could help, but there wasn’t one. So the couple started the Campaign Against Workplace Bullying.
Saturday, April 20th, 2013
Upcoming Appearances by Dr. Gary Namie
Friday, April 19th, 2013
From the WBI 2003 Abusive Workplaces Survey:
Top 25 tactics adopted by workplace bullies (as reported by bullied targets)
1. falsely accused someone of “errors” not actually made (71%)
2. stared, glared, was nonverbally intimidating and was clearly showing hostility (68%)
3. discounted the person’s thoughts or feelings (“oh, that’s silly”) in meetings (64%)
4. used the “silent treatment” to “ice out” & separate from others (64%)
5. exhibited presumably uncontrollable mood swings in front of the group (61%)
6. made up own rules on the fly that even she/he did not follow (61%)
7. disregarded satisfactory or exemplary quality of completed work despite evidence (58%)
8. harshly and constantly criticized having a different ‘standard’ for the Target (57%)
9. started, or failed to stop, destructive rumors or gossip about the person (56%)
10. encouraged people to turn against the person being tormented (55%)
11. singled out and isolated one person from co-workers, either socially or physically (54%) 12. publicly displayed “gross,” undignified, but not illegal, behavior (53%)
13. yelled, screamed, threw tantrums in front of others to humiliate a person (53%)
14. stole credit for work done by others (47%)
15. abused the evaluation process by lying about the person’s performance (46%)
16. “insubordinate” for failing to follow arbitrary commands (46%)
17. used confidential information about a person to humiliate privately or publicly (45%)
18. retaliated against the person after a complaint was filed (45%)
19. made verbal put-downs/insults based on gender, race, accent or language, disability (44%)
20. assigned undesirable work as punishment (44%)
21. made undoable demands– workload, deadlines, duties — for person singled out (44%)
22. launched a baseless campaign to oust the person and not stopped by the employer (43%)
23. encouraged the person to quit or transfer rather than to face more mistreatment (43%)
24. sabotaged the person’s contribution to a team goal and reward (41%)
25. ensured failure of person’s project by not performing required tasks: signoffs, taking calls, working with collaborators (40%)
© 2003, Workplace Bullying Institute.
Sunday, April 14th, 2013
Stop The Bullying of SF City Workers & All Workers
In front of SF City Hall Polk St Entrance
SF City Hall Rm 278
Tags: Dr. Derek Kerr, Dr. Maria Rivero, Gary Namie, Laguna Honda, San Francisco, Steve Zeltzer, United Public Workers for Action, workplace bullying, Workplace Bullying Institute
Posted in Events & Appearances, Unions | No Archived Comments | Post A Comment (
Monday, April 8th, 2013
By Ashley Doerzbacher
April 5, 2013
Many people think of kids when they hear the word ‘bullying,’ but it turns out, it can continue way past the school yard, and carry over into the work place.
Morrison Foerster, a law firm in New York, has looked into workplace bullying, and said that it is on the rise. The main reason, they say is power.
The Rutgers University basketball program is one public example to look at. We first reported on this earlier this week. Former coach Mike Rice was fired after videos surfaced of him throwing basketballs at players, and even and pushing them. Now, the university has cleaned house, letting the assistant coach and athletic director also go.
Sharon Parella, of Morrison Foerster, spoke with an Dr. Gary Namie, an expert on workplace bullying, and he says it’s all about gaining power.
“They see what gets other people ahead, they see a path toward reinforcement, themselves to gain status, stature, career enhancement and they take it,” said Dr. Naime, of Workplace Bullying Institute. “[It's] Not necessarily about money. Status, position, all the goodies in the workplace that they desire go to the highly aggressive person.”
Dr. Namie said that bullying crosses over gender, race and ethnicity, but that men bully more than women do, even though women are targeted more than men.
Thursday, April 4th, 2013
As many of you know, we have often recommended Allison & Taylor’s reference checking service to Targets as they search for a new job. A recent press release details their efforts to help workplace bullying Here’s an excerpt:
Some suggest that bullying victims are simply people who “can’t take the pressure” at work. Not so, says Jeff Shane, Vice President of Allison & Taylor Reference Checking, a firm that offers “Cease & Desist letters to stop workplace bullying. “Bullying has become an unpleasant fact of life in too many workplace environments. What makes it especially insidious is that it often continues even after someone has left a job, with the bully continuing to make their life difficult by them a poor reference to a prospective employer.”
Friday, March 29th, 2013
CONFRONTING BULLIES AT WORK
WBI 2013-D Instant Poll
Individuals unfamiliar with details of the workplace bullying phenomenon but who declare themselves workplace experts suggest or insist that workers targeted for bullying directly confront their assailants. In a large-sample 2012 survey [WBI-2012-Strategies Effectiveness], 70% of 1,600 individuals said they attempted to confront their bully. The torment ended in only 3.5% of situations. Confrontation was ineffective.
This 2013 Instant Poll survey investigated whether the timing of a confrontation would affect effectiveness. WBI Instant Polls are online single-question surveys that rely upon self-selected samples of individuals bullied at work (typically 98% of any sample). No demographic data are collected. Our non-scientific Instant Polls accurately depict the perceptions of workers targeted for bullying at work as contrasted with the views of all adult Americans in our scientific national surveys.
We asked 554 target-respondents to answer the following question.
For bullied targets only. When did you confront your bully, telling her or him that the abusive conduct was unacceptable to you?
Tags: bullied targets, Gary Namie, stopping bullying, targets confront, targets confront bullies, WBI research, workplace bullying, Workplace Bullying Institute
Posted in Tutorials About Bullying, WBI Education, WBI Surveys & Studies | No Archived Comments | Post A Comment (
Wednesday, March 20th, 2013
BARRIERS TO WORKPLACE BULLIED TARGETS
LEAVING THEIR JOBS
WBI 2013-C Instant Poll
One of the criticisms leveled against individuals targeted for workplace bullying is that they should “just” quit. That simplistic advice is cruel and short-sighted. Quitting is not a simple decision. Consider for a moment the single parent target. What will replace the lost income?
We at WBI who have talked to thousands of targets over the years by phone and in-person know there are other barriers to leaving a toxic work environment, regardless of how damaging that job and employer are to the target’s health. It is never easy to leave, to escape to safety.
This survey asks target-respondents to evaluate which two barriers listed convinced them to not leave.
Tags: bullied targets, economic factors and bullying, Gary Namie, injustice, personal pride, waiting for time to pass, WBI research, WBI studies, Workplace Bullying Institute, workplace bullying research
Posted in Tutorials About Bullying, WBI Education, WBI Surveys & Studies | 2 Archived Comments | Post A Comment (
Sunday, March 10th, 2013