Posts Tagged ‘workplace bullying’


Comprehensive vs. Incremental Piecemeal Approaches to Stopping Workplace Bullying

Tuesday, April 2nd, 2013

Let’s assume your organization (Executive Team, HR and Legal) WANT to stop bullying. One of the first questions the group must answer is whether or not you jump in with both feet or move more slowly. Here are the pros and cons of each approach.

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WBI Study: Timing & Results of Targets Confronting Bullies at Work

Friday, March 29th, 2013

THE TIMING & RESULTS OF TARGETS
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?

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Oops: 56 percent of US employers do NOT have workplace bullying policies

Thursday, March 28th, 2013

UPDATE: To write a great workplace bullying policy and enforcement procedures, go here.

When fuzzy facts (first generation distortion) are allowed to pass for actual data and circulated widely by media (2nd gen distortion) they used by critics to undermine the anti-bullying campaign. Let’s clear the air about current American employer engagement in stopping workplace bullying.

SHRM (the HR trade association) conducted a 2011 study about workplace bullying and reported results in Feb. 2012. The non-scientific survey of members had a low response rate of 15% (the final 401 respondents meant SHRM randomly polled 2,673 members). The results shed light on HR’s view about the prevalence of workplace bullying policies in the U.S. When asked if respondents’ organizations had specific anti-bullying policies in place, 44% of HR respondents defiantly stated their organization has “no policy and has no plans to put a workplace bullying policy in place.” The answer, “No, but we plan to put a formal policy in place in the next 12 months,” was chosen by 13%. Another 40% said, “Yes, our workplace bullying policy is part of another workplace policy.” Only 3% of SHRM members said “Yes. We have a separate workplace bullying policy” in our organization.


Actual slide from 2012 SHRM survey results from which 56% statistic was plucked


You can download the slide show from here.

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Posted in Employers Gone Wild: Doing Bad Things, Media About Bullying, Print: News, Blogs, Magazines, WBI Education, WBI Surveys & Studies | 4 Archived Comments | Post A Comment () »



Fast Company: Idea-Stifling Shame Culture

Thursday, March 28th, 2013

In a recent article for Fast Company, Brené Brown proposes 3 Ways To Kill Your Company’s Idea-Stifling Shame Culture. The article is about how shame at work kills innovation and it’s worth a read. The excerpt below shows specifically how workplace bullying and the shame that comes with it stops companies from thriving.

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New York City Workplace Bullying Conference — April 28

Wednesday, March 27th, 2013


The New York State Psychological Association
Organizational, Consulting, and Work (OCW) Psychology Division
hosts
Bullying In and Out of the Workplace and Other Organizations:
Psychological & Legal Perspectives on Prevention, Intervention, & Amelioration



Sunday April 28 – 10 am to 4 pm
John Jay College of Criminal Justice of CUNY
Tenth Ave. at 59th St., NYC

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Posted in Events & Appearances, Fairness & Social Justice Denied, Healthy Workplace Bill (U.S. campaign), Workplace Bullying Laws | No Archived Comments | Post A Comment () »



Wichita Workplace Bullying Seminar – April 3

Wednesday, March 27th, 2013

Workplace Bullying subject of upcoming seminar By Jerry Siebenmark The Wichita Eagle, March 27, 2013

Gary Namie has made it his mission to eliminate bullying in the workplace.

Namie, co-founder of the Washington-based Workplace Bullying Institute, will be the keynote speaker at an AGH Employer Solutions seminar on Wednesday, April 3, at the Wichita Hyatt Regency.

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Let’s Talk with Kalola: Executive Assistant

Wednesday, March 27th, 2013

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

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Dr. Teresa Daniel, trusted HR expert on workplace bullying in CT on April 16

Thursday, March 21st, 2013

Human Resource Association of Central Connecticut (HRACC) hosts Teresa Daniel, PhD, JD
April 16, 2013, 5 to 8 pm
Sheraton Hotel
Rocky Hill, CT

Note: Teresa Daniel is a WBI colleague and friend. Unlike other HR folks, she understands completely how destructive workplace bullying is and how HR can improve its response.

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From the Hartford Courant

Workplace bullying affects more than 50 million U.S. employees. This topic will be discussed at an April program sponsored by The Human Resource Association of Central Connecticut.

With one incident of bullying every seven minutes, sadly, bullying is the most frequent form of violence that school-aged children encounter.

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CVS mandates health tests bullying workers, no corporate responsibility for stress-related ill health

Thursday, March 21st, 2013

The pharmacy chain, CVS Chainmark, has taken employee wellness to new draconian levels. On the surface, they are a healthcare giant who can claim to care about employee health. Obesity is a national problem and strains the healthcare system.

So, the 200,000 employees were told that CVS will pay for health screening. By May 1, employees who use employer-provided health insurance (not sure if the premium is 100% borne by CVS) must provide their weight, height, body fat, blood pressure and glucose and fasting lipid levels — ostensibly to know their key health metrics in order to take action to improve their numbers, if necessary. CVS will pay for testing.

Coercion is involved. Employees must sign a form that the screening is “voluntary.” Results are then sent to to WebMD Health Services Group who administers benefits for CVS. There are two consequences for those in poor health. If they refuse to submit to testing, they will pay a $50/month penalty, $600 annually added to their health insurance premium. Second, if they do submit health data, the company, WebMD on behalf of CVS, can limit the employee’s choices of health care plans in the future. Fatties have limited choices.

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Posted in Bullying & Health, Commentary by G. Namie, Employers Gone Wild: Doing Bad Things, The New America, WBI Education | No Archived Comments | Post A Comment () »



Investopedia: Financial impact of workplace bullying

Thursday, March 21st, 2013

By Janet Fowler, Investopedia, July 16, 2012

Society is becoming more aware of bullying in all aspects of our world – everywhere from school to online. We are recognizing that bullying can be found in many different situations. Workplace bullying has also become a more common topic of discussion, with estimates suggesting that somewhere between 25 and 50% of the workforce has been subject to some form of bullying in the workplace. Nearly half of the working population has witnessed it at some point. Workplace bullying can take many forms and is generally intentional.

Workplace bullying can include verbal abuse, intimidation, humiliation and sabotage. These mistreatments are typically not one-time occurrences; they happen over a significant length of time and cause the victim to suffer a loss of self-esteem and possibly even long-term physical or mental health issues. Aside from the damages to the victims of bullying, organizations are finding that workplace bullying costs money as well.

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