Posts Tagged ‘workplace bullying’
Monday, December 15th, 2014
I was working in a trucking and logistics company, as a winery yard supervisor in California. From my first day on the job, I heard stories of our former supervisor and dispatcher who had been demoted to 'truck driver.' Word on the docks was that this guy was #1 workplace abuser who repeatedly threatened my coworkers and forced people to quit. Not on my watch.
His name was "X" and he quickly became my abuser. He was known to be very, very disgruntled for having been demoted, and everybody knew him as a ticking time bomb. But rather than submit to his abuses, I took them head-on and took an assertive and confident approach to him. All of my coworkers were afraid of him, walked on eggshells for him, and submitted to his abusive and angry whims. Not on my watch.
We began clashing from the first day on the job, when I did not listen to "his" instructions when I was the boss. He began to yell at me, point his finger in my face, and threaten my job from day 1. I filed internal complaints, and immediately experienced retaliation by his buddies in a satellite office of the company.
Over the period of three weeks, I filed internal complaints by writing and verbally, and this caused the ticking time bomb to explode. One evening, "X" was acting very paranoid, jittery, agitated. I sensed something bad was about to happen. He started to instigate our winery forklift drivers by saying that I was not "doing my job," and I confronted him by trying to "have a talk with him." He began to scream at me and use profanity, and I told him straight that he was not going to come down here and harass or bully me, or my coworkers. This set him off. The abuser quickly rushed me, got in my face, and punched me in the jaw. I called 9-1-1. He was arrested and is currently being prosecuted for workplace violence.
The fallout from this event has been particularly damaging to my career. We had heard all along that we could not tell our corporate office of this man's workplace abuses, because we would be 'forced to quit.' Yet I violated this workplace taboo and did exactly that, and took it a step further by having the criminal justice system step in and prosecute the known abuser.
Almost immediately, I have experienced workplace retaliation, demotion by our supervisors--who just happened to be his buddy--and have been told to drop the charges a number of times. I got OSHA and the US Department of Labor involved, and they have enough to charge my supervisor with a Whistleblower Retaliation charge in violation of Section 11(c) of the Federal OSH Act. The federal whistleblower protection program has been my only source of comfort in this whole mess, and I look forward to watching my abuser fry in a courtroom very soon.
Monday, December 8th, 2014
By Deidra A. Sorrell Ed.D., NCC, LPC
Summarizing her newly completed doctoral dissertation …
The research examined the lived experiences of elementary school educators facing workplace bullying within public schools.
The researcher recruited six elementary school educator-participants from WBI volunteers. All participants were female and over forty-years-old. All of the participants experienced bullying after taking medical leave due to preexisting health issues, which caused more stress and anxiety. As a coping mechanism, all of the participants found the teachers union ineffective in solving their disputes. The educators were interviewed at length to gain extensive descriptions of their experiences.
Three major themes emerged from the data. The themes included: (a) experiences with workplace bullying, (b) coping, and (c) environmental factors contributing to workplace bullying.
Tags: Deidra A. Sorrell, dissertation, educators, teachers, workplace bullying
Posted in Fairness & Social Justice Denied, Guest Articles, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment (
Wednesday, November 26th, 2014
Discounts for Holiday sales. Act before midnight Friday Dec. 26.
DVD for employers: Workplace Bullying & Abusive Conduct: The Other Harassment
New for 2014. Dr. Gary Namie explains the essentials in a 20 min. production.
Streamable for online delivery or for in-person viewing.
Was $499. Only $399 until midnight Dec. 26. Order today.
Watch the preview.
Workplace Bullying University®
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Tags: abusive conduct, Gary Namie, training for professionals, training video, workplace bullying, Workplace Bullying University
Posted in Events & Appearances, Products & Services, WBI Education, Workplace Bullying University | No Archived Comments | Post A Comment (
Monday, November 24th, 2014
Thursday, November 13th, 2014
I am presently employed as a Registered Nurse in a large acute care hospital for two years. I have always had a good evaluation on paper, yet my co-workers and managers are constantly trying to demean me by making derogatory remarks regarding my work and private life. One of my managers stated that a patient complained that I did not treat him professionally, and then stated that she, the manager had heard this about me before. When I asked her to be more specific, she could not present me with any real facts regarding her statement and was just trying to intimidate me. I have also been touched inappropriately by staff without my permission after I had explained that I suffered from PTSD from a previous physical attack in the past and did not like to be touched. When my manager found out about my condition, she purposefully made it a point to touch me giving me a knowing look that this was the reason that she did this. It was intended to be cruel and abusive. One of my co-workers made sexual gestures to me without touching me but another one did touch me in my private areas. In this facility, nothing is kept confidential by the staff whether they are collegues or management and If you say anything to defend yourself, you will be under attack and it only makes it worse. I have been accused of things that were untrue, like substance abuse, which can be very detrimental to my employment, never mind the fact that I have been accused of affairs in the work place and out of the workplace, which is entirely untrue. I go for random drug tests and they have always been negative. I believe that someone outside my workplace has made accusations about me, but when I ask if I had a negative reference, they always say no. The remarks that are made to me are slanderous and I will take it to another level if I have to. I honestly don’t know what to do and would like some advice. I would like to find other employment, but I cannot take less pay, so there is a lot at stake.
Wednesday, November 12th, 2014
WBI: To remind us Americans of the cost of militarism, we publish the warning by a man of conscience, Tomas Young. Tomas was a wounded Iraq War veteran and outspoken critic of war. He passed away at the age of 34 on Nov. 10 2014, one day shy of Veteran’s Day. War and war-making is the context in which we fight the battle against abusive conduct in the American workplace. Bullying is embedded in our social fabric which is grower ever more belligerent and coarse thanks to a ready acceptance that America can wage war in any country at any time. Our fight for social justice grows more complicated with every new military incursion.
To: George W. Bush and Dick Cheney
From: Tomas Young, March 2013
I write this letter on the 10th anniversary of the Iraq War on behalf of my fellow Iraq War veterans. I write this letter on behalf of the 4,488 soldiers and Marines who died in Iraq. I write this letter on behalf of the hundreds of thousands of veterans who have been wounded and on behalf of those whose wounds, physical and psychological, have destroyed their lives. I am one of those gravely wounded. I was paralyzed in an insurgent ambush in 2004 in Sadr City. My life is coming to an end. I am living under hospice care.
I write this letter on behalf of husbands and wives who have lost spouses, on behalf of children who have lost a parent, on behalf of the fathers and mothers who have lost sons and daughters and on behalf of those who care for the many thousands of my fellow veterans who have brain injuries. I write this letter on behalf of those veterans whose trauma and self-revulsion for what they have witnessed, endured and done in Iraq have led to suicide and on behalf of the active-duty soldiers and Marines who commit, on average, a suicide a day. I write this letter on behalf of the some 1 million Iraqi dead and on behalf of the countless Iraqi wounded. I write this letter on behalf of us all—the human detritus your war has left behind, those who will spend their lives in unending pain and grief.
You may evade justice but in our eyes you are each guilty of egregious war crimes, of plunder and, finally, of murder, including the murder of thousands of young Americans—my fellow veterans—whose future you stole.
I write this letter, my last letter, to you, Mr. Bush and Mr. Cheney. I write not because I think you grasp the terrible human and moral consequences of your lies, manipulation and thirst for wealth and power. I write this letter because, before my own death, I want to make it clear that I, and hundreds of thousands of my fellow veterans, along with millions of my fellow citizens, along with hundreds of millions more in Iraq and the Middle East, know fully who you are and what you have done. You may evade justice but in our eyes you are each guilty of egregious war crimes, of plunder and, finally, of murder, including the murder of thousands of young Americans—my fellow veterans—whose future you stole.
Your positions of authority, your millions of dollars of personal wealth, your public relations consultants, your privilege and your power cannot mask the hollowness of your character. You sent us to fight and die in Iraq after you, Mr. Cheney, dodged the draft in Vietnam, and you, Mr. Bush, went AWOL from your National Guard unit. Your cowardice and selfishness were established decades ago. You were not willing to risk yourselves for our nation but you sent hundreds of thousands of young men and women to be sacrificed in a senseless war with no more thought than it takes to put out the garbage.
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.
Tags: 2014 WBI U.S. Workplace Bullying Survey, gender, women bullied targets, women bullies, women-on-women, workplace bullying
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 (
Thursday, November 6th, 2014
WBI Research/Instant Poll: 2014 – F
People who find themselves trapped in a bullying scenario can attest to the crazymaking, irrational nature of the mistreatment. Much of the harm caused by the abusive conduct stems from the shattering of targets’ beliefs about fairness, fairness in the work world specifically. First, they are typically the high performers who unknowingly trigger the envy of perpetrators. Targets are aware of their work skill at a deep personal ontological level. Perpetrators come into their lives who determined to reject the agreed-upon perceptions of the targets’ skills. There are objective truths, a reality.
When Bullies are Bosses
Perpetrators often use their formal (by organizational rank) or informal power to state the obviously opposite perception about technically skilled targets. Though this defies reality, they convince organizational allies to believe them and not targets.
In simplest form, it becomes a “he said, he said” deadlock. But most bullies who are bosses rely on support from higher up to add weight to their side.
The shrewdest perpetrators use ingratiation over many years to convince their executive sponsors (their enablers) that they, the bullies, are indispensable. Further, if and when they are described as abusive or destructive by one or more targets in the future, the executive will defend her or his “indispensable” perp by ignoring the target’s portrayal of a friend and colleague.
Thus conditions are not favorable when targets report the facts about what they have experienced at the hands of the favored perpetrator. After all, targets do bring negative news about people who typically outrank them.
When Bullies are Coworkers
In situations where targets have multiple perpetrators, there are many individuals who can provide accounts of alleged bullying incidents that will be at odds with what targets say happened.
For targets bullied by a gang of coworkers (cliques and mobs also are apt descriptions), it is doubly negative. Not only do they outnumber the target, the target is deprived of the chance to have her or his story corroborated by coworkers. Though few coworkers ever step up to offer support to targets, some do. When coworkers are the bullies, the potential source of support is lost.
Gullible investigators (typically working inside the organization for another department) will have their judgement swayed by many against one, and believe the tale that many tell even if those versions are not true.
The Effects of Not Being Believed
For targets, it’s a matter of honor and integrity. Repeated studies have shown that targets claim that their honesty is one of the major reasons for being targeted for abuse. They do seem to be very principled, non-political workers.
Tags: 2014 ip f, attribution error, believing targets, bullied targets, bullying research, credibility, Daniel Christensen, Gary Namie, instant poll, truth, workplace bullying, Workplace Bullying Institute
Posted in Tutorials About Bullying, WBI Education, WBI Surveys & Studies | 2 Archived Comments | Post A Comment (
Wednesday, November 5th, 2014
By Diane Stafford – The Kansas City Star – November 3, 2014
Ever since the National Football League acknowledged that a 312-pound offensive lineman could be emotionally upended by teammate harassment, workplace bullying has been getting a slo-mo review.
A national suvey says 1 in 4 workers have been bullied at work. Three out of four workers say they’re aware it’s a workplace problem.
Employment law attorneys and human resource consultants are spending countless hours at conferences and conventions, advising on how to prevent bullying behavior. Essentially, employers are told to create a workplace culture from the top down in which everyone is treated with respect.
Easier said than done.
Monday, November 3rd, 2014
When Women Bully Women
Even with a record number of women in the workforce, the glass ceiling is not budging.
BY Katrin Park, New York Daily News, November 3, 2014
I have had my share of egomaniacal male bosses, but I also know how female fury can strike.
Some years ago, I was working for the director of a UN agency — when an email landed in my boss’s inbox: “I just hate that Katrin Park.” It was, ironically, from a gender adviser, who didn’t know I managed my boss’ email.
The hostility was shocking. My boss wasn’t exactly invested in empowering her staff, either.
And so, I more than understand the 39% of women who, according to a Gallup poll, prefer a male boss over a female one (just one-quarter of women said they preferred the latter). Woman-on-woman bullying is not a simple case of disappointment, in which we look for and fail to find workplace sisterhood.
It’s as serious, if not as visible, as the wage gap in the battlefield to end inequity. As is the case with all workplace bullying, it’s discrimination and a major contributor to lost productivity.
A study this year (2014) by the Workplace Bullying Institute, an advocacy group, found that 30% of office bullies were women — and they targeted other women more than two-thirds of the time.