Posts Tagged ‘workplace bullying’
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 | No 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.
Monday, November 3rd, 2014
A workshop “Eliminating Bullying and Incivility: Training the Trainer” on Thursday Nov 6 is part of the 8th Annual ABA Labor & Employment Law Conference in Los Angeles.
The session: 2:15-3:30 pm in rooms Platinum H-J, JW Marriott Hotel
Bullying and incivility in the workplace raise concerns that go beyond whether the behavior is illegal, and affect all aspects of the working environment. This program features an expert in anti-bullying training and is designed to provide practical, hands-on training to participants such that they will be able to train others in the workplace.
Monique Gougisha Doucette, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.,
New Orleans, LA
Luanne M. Peterpaul, Gluck Waltrath, LLP, Red Bank, NJ
Gary Namie, PhD, The Workplace Bullying Institute, Bellingham, WA
Tags: American Bar Association, attorneys, employment attorneys, Gary Namie, labor law, Luanne M. Peterpaul, Monique Gougisha Doucette, training, workplace bullying, Workplace Bullying Institute
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Monday, November 3rd, 2014
We have long said that mediation is the wrong tool to resolve workplace bullying problems. Mediators are inserting themselves into bullying in growing numbers as if the situations originated in traditional conflict. But bullying involves violence (non-physical varieties), an unequal level of power (real or perceived), and contempt by one person for the other. No serious problem solver believes a credible and fair middle ground can be found. Why further compromise the already compromised target? It is cruel.
A reporter tipped me off to the spring 2014 GitHub scandal. One of the former co-founders, Tom Preston-Werner, had given his CEO position to the other co-founder, Chris Wanstrath in January. GitHub engineer, Julie Ann Horvath, alleged sexual harassment by one of the company founders and his wife and quit. The wife’s threats (of informing husband’s decision making, of engaging spies at company, and intimidating and verbally attacking her) might have been more bullying than harassment, given its same-gender nature. The venture capitalist who invested $100 million in GitHub defended Preston-Werner. Preston-Werner resigned. Wanstrath cleared Preston-Werner of illegal harassment but did say “mistakes” were made.
Of interest to us here at WBI are the tweets Horvath sent recalling the actions of the GitHub-paid mediator who obviously was sent to protect GitHub.
Tags: GitHub, intimidation, Julie Ann Horvath, sexual harassment, Theresa Preston-Werner, threats, Tom Preston-Werner, workplace bullying
Posted in Employers Gone Wild: Doing Bad Things, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment (
Monday, November 3rd, 2014
State to Workplace Bullies: Knock It Off
By Jonathan Horn, San Diego Union-Tribune, Nov. 2, 2014
When Stephen Cruz got a new supervisor a few years ago, his staff job at UC San Diego became something of a living hell.
The new boss would repeatedly yell at workers, scold them behind closed doors, tower above them at their desks, get visibly agitated and red in the face, and send out harsh emails when something went wrong. The emails didn’t include foul language but called out workers with phrases like “I told you,” or “I gave you a direct order,” evidence of what Cruz called extreme micromanagement.
“It may have been stylistic, but it was unacceptable,” said Cruz, who works on the medical school campus. “Yes, we need supervisors. Yes, we need managers. But we’re not at each other’s throats. We’re there to work on the mission of the university.”
Cruz, 46, said he considered the supervisor’s conduct — which improved after university and union involvement — to be abusive.
A state law taking effect Jan. 1 hopes to curb that behavior at the start. The legislation, authored by Assemblywoman Lorena Gonzalez, D-San Diego, requires that employers in California with 50 or more workers include lessons on anti-workplace bullying when they carry out state-mandated sexual harassment training for supervisors every two years.
Tags: AB2053, abusive conduct, Gary Namie, Healthy Workplace Bill, supervisor training, UCSD, workplace bullying, Workplace Bullying Institute
Posted in Healthy Workplace Bill (U.S. campaign), Media About Bullying, Print: News, Blogs, Magazines, WBI in the News, Workplace Bullying Laws | No Archived Comments | Post A Comment (
Monday, November 3rd, 2014
If you are a bullied social worker or anyone bullied at work in Alberta, Edmonton is the place to be. Help can be found at the Alberta Bullying Research, Resources and Recovery Centre. The Centre was established by Linda Crockett. We are proud to say that this extraordinary activist attended WBI’s Workplace Bullying University Training for Professionals to supplement the relevant skills and qualifications she already possessed.
Here is Linda featured in two publications — a profile by her union HSAA (Health Sciences Association in Alberta) and an article by Linda. Linda is an outspoken advocate for the workplace bullying movement — saying all the right things and always pushing to break the silence.
You can reach Linda at the Centre at 780-965-7480. Call for help or call to volunteer to help other professionals.
Tags: ABRC, Alberta Bullying Research Resources and Recovery Centre, Linda R. Crockett, mental health professionals, social workers, workplace bullying
Posted in Good News, Tutorials About Bullying, WBI Education, Workplace Bullying University | No Archived Comments | Post A Comment (