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Workplace Bullying - A Silent Epidemic

Workplace Bullying - A Silent Epidemic

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Published by Martin Vika
The Total Bully Solution Is The Most Comprehensive, Practical And Effective Anti-bully System Ever Developed. It's Designed To Provide Fast Relief And Lasting Results. http://lnk.co/IMZ71
The Total Bully Solution Is The Most Comprehensive, Practical And Effective Anti-bully System Ever Developed. It's Designed To Provide Fast Relief And Lasting Results. http://lnk.co/IMZ71

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Published by: Martin Vika on Mar 03, 2012
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01/15/2013

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 ==== ====The Total Bully Solution.http://lnk.co/IMZ71 ==== ====Dr.'s Gary and Ruth Namie, President and CEO respectively of the Campaign against WorkplaceBullying, define bullying at work as the malicious verbal mistreatment of a target by a harassingbully that is driven by the bully's desire to control the target. Tim Field, author of the workplaceharassment book titled Bully In Sight defines bullying as the continual and relentless attack onother people's self-confidence and self-esteem. However workplace bullying is defined, it does notalways include yelling and screaming or fists of rage as some might think. In fact, the majority ofoccurrences of bullying in the workplace involve more silent but none-the-less harmful actions.When one thinks of bullying in the workplace, the imagination tends to turn to slave driver malebosses belittling subordinates over serving the wrong coffee sweetener as portrayed in the 1995workplace bullying classic movie "Swimming with Sharks." Although this memorable scene depictsa more straight forward case of workplace bullying actions, workplace bullying of the 21st centurytends to take place in a much different setting. Bullying does not always take the form of physical, racial, or sexual harassment. This is why thetarget usually has no legal recourse. According to a 1999 survey in the American Journal of PublicHealth, "generalized workplace abuse" was four times more prevalent than sexual harassment.Bullying typically takes the form of cruel acts or deliberate forms of humiliation. Hostile workenvironments are also a form of bullying. Some circumstances that might encourage workplacebullying include poor supervision, lack of training, lack of or ineffective job descriptions,inappropriate and/or inadequate communication, or just overall absence of resources to do ones job effectively. According to workplacetrauma.org, changes such as organizational restructuring,or looming retrenchments and mergers have the ability to spark workplace wars in a normallypeaceful environment. The Namies state that it is not the manner with which the harassment is carried out that is themost defining characteristic of workplace bullying, but rather that the bully's actions damage thetarget's health, self-esteem, relations with family and friends, and/or economic livelihood.Generally, the trauma of workplace bullying leaves the target feeling powerless, confused,disoriented, helpless, and paralyzed. In certain instances, the target continues to suffer from posttraumatic stress disorder (PTSD) even years after the bullying occurs. According to the 2007 WBI-Zogby survey, 45% of targeted individuals suffer stress-related health problems. Of thoseindividuals, 80% suffer from debilitating anxiety, 39% suffer from clinical depression, and inaddition 30% of women and 21% of men suffer from PTSD. In rare cases, bullying has led todeaths from heart attacks and suicide. Workplace bullying more often than not involves women as both targets and perpetrators.Although women acting as targets is probably not news to most, the majority of current day bulliesare women as well. In fact according to the Workplace Bullying Institute, of the approximate 55million American workers who claim to have been bullied to date, 71% of reported cases involve
 
bullying of women by other women. Women are also more likely to enlist the help of others togang up on their targets. Not only do targets have to worry about their relationship with bullies, butalso their relationships with other coworkers can become tarnished as well. Workplace mobbing, aphenomenon widely studied in Europe, occurs when coworkers, subordinates or superiors gangup on an employee with the intent to force the employee out of the workplace through rumor,innuendo, intimidation, humiliation, discreditation, or isolation. Workplace bullies or perpetrators are not all sociopaths. Normal well-adjusted members of societycan also fall prey to destructive bullying tactics when their positions or authority are questioned.However when bullies' histories are researched, most likely you will not find that certain incidencesstand alone. Most bullies will have a long and storied past when it comes to manipulative anddestructive behavior. Although some bullies are just opportunistic and choose easy to conquervictims, today's bullies often bully to accomplish a goal such as needing a scapegoat to limit theirown shortcomings and wrongdoings. On the other hand, targets are a diverse group of normal talented people. Victims are oftenselected because of their abilities and the perceived threat they pose to the bullies' careerambitions. Despite what some executives might think, targets are not "sue crazy." In factaccording to the Zogby International 2007 survey, only 3% of bullied targets file lawsuits, and 40%never even complain. Falling prey to the destructive tactics of bullies creates a one-sidedbattlefield. Bullies often adopt secrecy and surprise to gain leverage over unsuspecting targets;therefore bullying is not about gamesmanship or fair competition among equals. Most peoplebelieve that if they work hard and keep their nose to the grindstone that they will not be affected byworkplace bullying. However, since bullies don't limit their actions to non-performers anyone canfall prey to or become a scapegoat for a bully. You might wonder why, today, with more workplace laws existing than ever before that thisbehavior is allowed to exist. The authors of Mobbing: Emotional Abuse in the American Workplacelist three reasons. One reason is that mobbing behaviors are ignored, tolerated, misunderstood, orinstigated by the company as a deliberate strategy. The second reason is that this behavior hasnot yet been identified as workplace harassment, so many victims don't realize that somethingunethical is happening to them. Thirdly, in most cases, the targets become so worn down,exhausted, and destroyed that they no longer feel capable of defending themselves, much lesspowerful enough to initiate legal action. This explains why more than three-fourths of targetschoose to leave the battlefield of workplace abuse and start fresh someplace new. So what can you do if you do decide to fight back? The Workplace Bullying Institute lists threesuggestions. First, give a name to what you are experiencing. This has been shown to legitimizevictim's pain and suffering and make them realize that they are not alone in their fight. Secondly,take time off to "bully-proof" yourself. This entails checking your physical and mental health tomake sure that fighting back is in your best interest. This step also includes researching your legaloptions and gathering data concerning the economic impact your bully has imposed on yourorganization. The institute suggests beginning a new job search in this second step as well. Yourlast step should be to expose the bully. This can be accomplished by making a business case tomanagement that this bully is too expensive for the organization to keep. Give the employer theopportunity to make amends with you. However, it is best to already have an exit strategy in caseyour employer sides with the bully. 

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