Posts Tagged ‘Workplace Bullying Institute’


HBR: How to Deal with a Mean Colleague

Friday, October 17th, 2014

By Amy Gallo, Harvard Business Review, October 16, 2014

When a colleague is mean to you, it can be hard to know how to respond. Some people are tempted to let aggressive behavior slide in the hopes that the person will stop. Others find themselves fighting back. When you’re being treated poorly by a coworker how can you change the dynamic? And if the behavior persists or worsens, how do you know when you’re dealing with a true bully?

What the Experts Say


“When it comes to bad behavior at work, there’s a broad spectrum,” with outright bullies on one end and people who are simply rude on the other, says Michele Woodward, an executive coach and host of HBR’s recent webinar: “Bullies, Jerks, and Other Annoyances” You may not know which end of the spectrum you’re dealing with until you actually address the behavior. If it’s a bully, it can be difficult ­— if not impossible — to get the person to change, says Gary Namie, the founder of the Workplace Bullying Institute and author of The Bully at Work. But in most cases, you can ­— and should ­— take action. “Know that you have a solution, you’re not powerless,” says Woodward. Here are some tactics to consider when dealing with an aggressive colleague.
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Posted in Media About Bullying, Print: News, Blogs, Magazines, Tutorials About Bullying, WBI Education, WBI in the News | 1 Archived Comment | Post A Comment () »



WBI Survey: Reversing Emotional Abuse

Thursday, October 16th, 2014

REVERSING EMOTIONAL ABUSE
WBI Research/Instant Poll: 2014 – D

WBI credits friend and researcher Loraleigh Keashly for coining the term Emotional Abuse at Work as synonym for workplace bullying. Her 1998 review of the then-current scientific literature was aptly titled. Bullying always impacts the targeted person’s emotional state. The effect is always negative, not positive. In most cases, individuals are either happy or emotionally neutral at work, content to do their jobs. Bullying comes unannounced and uninvited. It compels immediate attention. All of one’s cognitive resources are deployed to cope with the psychological assault.

In worst cases, there is trauma that must be dealt with. In all cases, the target is stigmatized and social relations with coworkers strained. At the very least, the onset of bullying is a sad event. The once neutral or happy person is forced into negativity. At the outset, attempts to think “happy, positive thoughts” are overwhelmed by the negative reality imposed by the abuser.

Bullying triggers distress, the human stress response in reaction to the bully’s tactics, the stressors. If left unabated, prolonged distress leads to stress-related diseases, all sorts of health complications.

The most effective stress mitigation factor is social support. Validating human support can reverse the deleterious effects of emotional abuse. Isolation exacerbates the distress. Sometimes learning about the first-time experience can alleviate distress. After all, bullying is rather ambiguous when first experienced.

WBI research (WBI IP 2013-H) found that for 33% of bullied targets, their bullying at work was the first abuse ever experienced in their lives. Those people will take the longest to recognize Only 19% were bullied in school; they may or may not recognize the bullying happening to them at work because they might have expected bullying to have ended with school ending. Sadly, 44% of targets have a prior history with abuse from family experiences. Prior history alone does not guarantee instant recognition and labeling of the emotional abuse happening to them, but their visceral reactions become cues to recognition. They have “been there before” with respect to the emotional negativity; they have known fear, apprehension and anxiety.

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.

For this survey, we asked 820 respondents (bullied targets and witnesses) to describe sources of positivity for bullied targets shrouded in negative emotions.

Question: As a bullied target, who made you feel better, changed your negative emotions to positive or at least less negative?
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Posted in Tutorials About Bullying, WBI Education, WBI Surveys & Studies | 1 Archived Comment | Post A Comment () »



Bridgeport, WV mayor declares Freedom From Workplace Bullies Week

Wednesday, October 15th, 2014

Robert Greer delivers proclamation to WV Healthy Workplace Advocate Pam Schade at Bridgeport, WV City Council meeting. The event was captured by WBOY-TV, Clarksburg, WV.

West Virginia has been active with Healthy Workplace Bill legislation. New legislation will be introduced for the 2015-16 session.

Celebrate WBI’s Freedom from Workplace Bullies Week October 19-25, 2014

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Posted in Freedom Week, Healthy Workplace Bill (U.S. campaign), WBI Education, WBI in the News | 1 Archived Comment | Post A Comment () »



Shop & support the Workplace Bullying Institute

Thursday, October 9th, 2014

People who benefit from the advice found at this WBI website or in our books or on the WBI YouTube channel, or from the WBI videos designed to help bullied individuals can now help WBI.

GR Northwest is our online shopping site. A small portion of the sales goes to WBI.

We start with seasonal offerings — Halloween and Christmas.

Tell us what you normally purchase online and we will attempt to make those items available so you can support WBI simply by making your routine online purchases.

Dash off an email to

ideas at grnorthwest.com so we can try to acquire those items for you.

Thank you for your continued support.

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WBI Survey: The Many Ways Workplace Bullying Offends Its Targets

Thursday, October 9th, 2014

THE MANY WAYS WORKPLACE BULLYING OFFENDS ITS TARGETS
WBI Research/Instant Poll: 2014 – C

At WBI we teach extensively about the health risks of bullying for its victims, the bullied targets. Health risks are documented in the extant research literature and in the collection of prior WBI studies. We have also explored perceived injustices associated with bullying.

Harassment is considered “offensive” mistreatment. Offensiveness is subjective. What offends one person might not adversely affect others. However, when people are hurt, upset or angry over the behaviors by another person specifically directed at them, they have the right to claim to be offended.

At the very least, bullying is offensive. It is also demeaning, ostracizing, disempowering, cruel, threatening, humiliating, untruthful, and unrelated to work itself.

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.

For this survey, we asked 1,031 respondents (bullied targets and witnesses) to describe the five most offensive aspects of the bullying experience.

Question: As a bullied target, what aspect of the bullying offended you the most? Check the top 5.

There were a total of 4,588 choices made by the 1,031 respondents. The top 6 from the list of 17 choices appears in the graph. We plotted the actual number of respondents who chose each item. The proportions based on the 1,031 respondents are shown in parentheses. Though respondents were allowed up to five choices, numbers 5 and 6 were virtually tied in rank, so both are shown.

Being accused of incompetence when I possessed more technical skills than my accuser 580 (.568)
Being humiliated in front of coworkers 493 (.483)
Feeling ashamed though I did nothing wrong 432 (.423)
Management ignoring my complaint 426 (.417)
Having coworkers ostracize, exclude & reject me 370 (.362)
Retaliation that followed my complaint 368 (.360)

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Posted in Tutorials About Bullying, WBI Education, WBI Surveys & Studies | 4 Archived Comments | Post A Comment () »



Let’s Talk with Kalola: Life After Bullying – Recovery

Wednesday, October 8th, 2014

Dear Kalola,

I worked in the same grocery store for ten years total, taking a couple years off while I was in college. My first manager wasn’t exactly easy to get along with, mainly because of his short temper that mellowed out over the years, but I wouldn’t consider him a bully. But in October 2011 a new night manager was forced on our store who was friends with one of the corporate managers. The new night manager was given the manager’s position in March 2012, forcing the previous manager to step down to work the produce department before retiring.

The new manager based his entire style on threats and intimidation. In some cases our longest-standing workers were fired for thefts that never actually happened while one worker that I had turned in for stealing was promoted to assistant manager. In the two years that I suffered under this man’s reign of terror we went through three night managers. Some of the women told me that they were sexually harassed, but they were too scared to report anything to the corporate office. Every idea that I came up with for improvement in the store was stupid, unless someone else came up with the same idea later. The manager even went so far as to harass the customers with false accusations of stealing. I used to joke with employees to keep their receipts tattooed to their arms. During the first year under this manager our sales dropped 27%.

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New WBI Instant Poll: Training by employers

Friday, October 3rd, 2014

What training or education does (did) your employer provide related to workplace bullying?

View Results

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WBI Survey: Intentions of Workplace Bullies

Thursday, October 2nd, 2014

INTENTIONS OF WORKPLACE BULLIES
WBI Research/Instant Poll: 2014 – B

There has long been a debate about intentionality of perpetrators’ action in workplace bullying. Were the tactics committed deliberately? In the earliest WBI definition of bullying, we included “deliberate.” But as our legal education progressed and we began to lobby lawmakers to introduce our anti-bullying Healthy Workplace Bill, we learned that the law did not require the discovery of motive if the action happens. That is, the wrongdoing — bullying acts — was evidence of intent. No one has to divine the hidden goals of perpetrators. If they committed the act, they meant to.

Nevertheless bully apologists —bloggers and reporters for business media — like to state that most bullying is unintentional. We certainly allowed for “accidental” or inadvertent bullying in our book, The Bully At Work (Sourcebooks, 2009). However, we now believe that it is very rare, not common like the apologist believe.

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.

For this survey, we asked 817 respondents (bullied targets and witnesses) to describe the intentions of perpetrators they have experienced.

Of the workplace perpetrators of bullying I’ve known, they?

The percentages for each response option were:

.821 acted with the deliberate personal intention to harm others

.086 harmed others but were not aware of the consequences

.078 followed instructions of superiors in ways that hurt others

.015 never meant to harm others; were misunderstood
(more…)

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New Employer Training from Workplace Bullying Institute

Wednesday, October 1st, 2014

Workplace Bullying & Abusive Conduct:
The Other Harassment
DVD


We know time is valuable. Educate all employees with this 20 min. training DVD. Distinguish abusive conduct from lesser forms of mistreatment that do not cause the same level of disruption in productivity.

This DVD video training is appropriate for non-supervisory employees or managers. Produced in August 2014.

It is the ideal video to accompany sexual harassment training. Can be streamed for online viewing by employees.

Complies with Section 12950.1, California Government Code required as of 1/1/2015



The Other Harassment

Twenty-seven percent of adult Americans report being bullied at work; an additional 21% witness it (an est. 65 million workers) and vicariously are made miserable (according to the scientific national 2014 WBI U.S. Workplace Bullying Survey). It’s time to examine the real costs for employees (health consequences) and for employers (unwanted turnover, absenteeism, lawsuit or complaint settlements, workers comp and disability claims).

Dr. Gary Namie, recognized as North America’s foremost authority on workplace bullying, personally introduces the topic, citing the latest prevalence statistics and the newest and most relevant research findings.

Program Topics


1. The Phenomenon
2. Examples
3. Perpetrators
4. Who Gets Bullied
5. Health Impact
6. Impact on Organizations
7. What Employers Can Do

DVD available for purchase now.

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Final 2014 Workplace Bullying University in November

Tuesday, September 30th, 2014

Since 2008, Drs. Gary and Ruth Namie have been training professionals in all aspects of the phenomenon of workplace bullying. Their 3-day, intensive and immersive program is called Workplace Bullying University®. It was the first, and remains the only, program of its kind in North America.

The final 2014 session is held in Bellingham, Washington on November 7-8-9

Their research-driven/evidence-based approach covers:
– prevalence in society and among industries
– profiles of targeted individuals and perpetrators
– the range of tactics employed
– understanding coworkers
– origins of bullying — personalities, work environment, societal
– the science and impact of health harm — physical and psychological
– costs borne by employers
– individual solutions and shortcomings
– potential group solutions
– new roles and responsibilities for managers
– employer solutions — band aid to comprehensive approaches
– public policy change in the context of international laws

Participants receive a treasure trove of materials and resources to position themselves as experts in workplace bullying either for private use or to launch a successful organizational anti-bullying initiative for their employer or union.

See the Workplace Bullying University website for details, testimonials and discounted tuition.

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