Posts Tagged ‘workplace bullying’


Let’s Talk with Kalola: Clinic Nurse

Wednesday, January 30th, 2013

Let’s Talk with Kalola, where targets can share their experiences with WBI’s blog readers. Here we go!

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Fast Company: Good article on woman-on-woman bullying

Friday, January 25th, 2013

We reprint a good article on the topic of woman-on-woman workplace bullying. You can read our own thinking about it here. The W-o-W bullying phenomenon was also captured in the WBI 2010 U.S. Workplace Bullying Survey in which women bullies (38% of all bullies) targeted other women in 80% of situations.

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Every Office Has Its Bullies, Here’s How to Outwit Them
by Jude Stewart, Fast Company

All of us can be difficult to work with at times, in ways we’re usually blind to. Here’s how to deal with others (and your own flaws) to defuse difficult work situations, from the authors of “Mean Girls at Work.”

Everybody knows them, that ragtag parade of office meanies: the inveterate gossip, the underminer, the credit-stealer, the boss rolling his eyes or openly playing favorites. But discussions of workplace conflict too often focus on poor innocent me, persevering amid difficult coworkers. Less discussed is a more uncomfortable fact: All of us can be difficult to work with at times, in ways we’re usually blind to. This is particularly pernicious when you’re the boss, since you’re both too pressed for time to recognize your shortcomings and–let’s face it–even your most forthright direct reports may be reluctant to point out your flaws.

Office squabbles seem minor, but their costs to individuals and organizations can rack up. In a 2011 white paper, the Center for Resolution estimated a typical manager spends 20-40% of her time dealing with employee conflicts. Office disputes are a decisive factor in most employee departures, and 90% of cause-related terminations. Truly intractable conflicts can wind up in litigation with price tags of $50,000 to $100,000 in attorney fees.

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Posted in Print: News, Blogs, Magazines, Tutorials About Bullying | No Archived Comments | Post A Comment () »



Texas Mediator: Mediation inappropriate for Workplace Bullying cases

Thursday, January 24th, 2013


No Mediation for Workplace Bullying
by Esque Walker, Ph.D., Texas Certified Distinguished Mediator

Mediation is an inappropriate alternative in cases involving any type of abuse or violence such as domestic violence, child abuse, sexual assault, school or workplace bullying.

The victims or targets in these situations are at a disadvantage and are subjected to further abuse.
Mediation is a process in which disputing parties with the assistance of a third party, the mediator, come together in an attempt to resolve their differences in an acceptable manner (win/win) to both parties. The mediation process assumes that all parties involved in the mediation are “sufficiently capable” of negotiating and reaching a mediated agreement with each other as equals in the process. In cases involving workplace bullying or any type of family violence, this is a false assumption; individuals experiencing abuse, violence, or similar interactions are disempowered their ability to deal effectively with their abusers are diminished.

When the mediation process was designed, it was not intended to or structured to deal with the complexity of workplace bullying or other forms of violence.

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Posted in Bullying-Related Research, Social/Mgmt/Epid Sciences, Tutorials About Bullying, WBI Education | 1 Archived Comment | Post A Comment () »



WBI Survey: Mediation and Workplace Bullying

Thursday, January 24th, 2013

MEDIATION AND WORKPLACE BULLYING
WBI 2011-D Instant Poll

At WBI, we have always argued against the adoption of mediation or other alternative dispute resolution practices for bullying resolution. The source of our resistance is twofold: (1) often the bullied target who is already compromised and often emotionally wounded is mandated to participate, and (2) workplace bullying is a form of violence, non-physical and sub-lethal, but interpersonal violence nevertheless.

Violent relationships cannot be mediated. Mediation requires that both parties are rational and capable of gaining an empathic understanding of the needs and intellectual interests of the other party. In bullying, only one party is rational. The other’s interest is tainted by her or his need to dominate the other party. There is no equal footing at the start. One does not mediate domestic violence. There is no halfway in the gulf between parties when one is under assault by the other.

In a 2011 WBI Instant Poll, 473 respondent/bullied targets completed a survey exploring how effective was mediation.

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Lesson from Lance: Bullies don’t “cheat,” it’s the system

Sunday, January 20th, 2013

High profile self-described bully Lance Armstrong teaches disbelievers much about the bullying process. Follow our series: Lessons From Lance.

The ‘System’ Makes Them Do It

Bullies do not offer themselves voluntarily for scrutiny. Given the fact that the WBI-Healthy Workplace Bill has not yet become law in any U.S. state, most of bullying is legal. Without a law, employers don’t have to have airtight policies to prevent or correct it. So, only about 3% try to do a legitimate job of cracking down on offenders.

That means bullies can harm others with impunity. They face little to no risk of negative consequences. There is a mismatch between the lying, cheating, conniving bully and the fact that nothing bad happens to them. Bullies cheat by stealing ideas, credit for work not done, by gathering personal details about their targets’ lives to use against them later, blaming targets for errors that never occurred, and a host of other nefarious tactics.

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Posted in Commentary by G. Namie, The New America, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment () »



Self-labeled bully Lance Armstrong’s “confession” follows bully’s tradition

Friday, January 18th, 2013

In an interview with Oprah on her show The Next Chapter, spread over two nights — Jan. 17 & 18 — disgraced cyclist Lance Armstrong admitted publicly that he used drugs to climb to the top of the racing world. Remarkably, he professed that he had become a “bully.” His words, not ours.

Oprah and Lance Armstrong: The Worldwide Exclusive — First Look

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Posted in Broadcasts: Video, TV, radio, webinars, Commentary by G. Namie, Media About Bullying, The New America, Tutorials About Bullying, WBI Education | 1 Archived Comment | Post A Comment () »



WBI Survey: How Bullies Select Their Targets

Wednesday, January 16th, 2013

HOW BULLIES SELECT THEIR TARGETS
WBI 2012-I Instant Poll

Individuals who are bullied ask themselves, “why me?.” They worry that some personal shortcoming is the reason. This self-defeating logic focuses responsibllity inward. The truth is that no one wakes on a work day with a plan to invite humiliation and torment, nor does anyone deserve it. Some academic researchers (e.g., Tepper) adopt “victim precipitation,” an ideology borrowed from criminology that has been thoroughly discredited. It leads to blaming victims/targets. Bullies may rationalize their actions with “the target made me do it,” but anecdotal evidence from targets and witnesses refute this notion.

This ninth 2012 online survey of 655 respondents was intended to replicate original WBI 2003 findings exploring, from the targets’ perspective, why they were targeted.

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Posted in Tutorials About Bullying, WBI Education, WBI Surveys & Studies | 1 Archived Comment | Post A Comment () »



WBI Survey: Rank & Numbers of Perpetrators of Workplace Bullying

Wednesday, January 16th, 2013

WORKPLACE BULLYING PERPETRATORS’ RANK & NUMBERS
WBI Research: 2012 – H Instant Poll

Workplace Bullying Institute 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.

In the eighth IP of 2012, 81% of the 806 respondents declared that a boss (higher-ranking person than the target) was involved than bullying.

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Let’s Talk with Kalola: Injured Worker Trying to Keep Job

Wednesday, January 16th, 2013

Let’s Talk with Kalola, where targets can share their experiences with WBI’s blog readers. Here we go!

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Support Groups for Workplace Bullying Targets in Seattle Area

Tuesday, January 15th, 2013

WBI's Professional Coach & Licensed Psychotherapist, Jessi Eden Brown, will be offering support groups starting in February. This resource is designed for current and former targets of workplace bullying. Participants receive support and ideas from fellow group members, as well as expert advice from Jessi on how to address specific bullying situations and cope with the aftermath of being targeted. Groups will be held at Jessi's private practice in North Seattle. If you're interested, please email Jessi Eden Brown to find out more.

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Posted in Products & Services, Target Tale, Tutorials About Bullying | No Archived Comments | Post A Comment () »



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