New research released by the Ban Bullying At Work campaign reveals that two thirds of managers believe that lack of management skills is the major factor contributing to bullying. Unrealistic targets (27%), authoritarian management styles (56%), personality (57%) and failure to address incidents (37%) are also cited as contributory factors.
Lyn Witheridge, CEO of the Ban Bullying At Work campaign, said: “It is clear that managers now acknowledge that bullying behaviour in the workplace takes many forms and creates deep repercussions.
“In fact bullying costs UK businesses £18 billion per year and one in four people has experienced bullying in the workplace. We are challenging businesses to speak out against bullying to create workplaces where employees can see clearly that bullying behaviours will not be tolerated. We want to inspire managers to speak out and instill a culture where business is not frightened to stand-up to the bullies.”
National Ban Bullying At Work Day takes place on 7th November, and more information is available at www.banbullyingatwork.com
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How do we achieve inspired academic managers standing-up against workplace bullying, when the offenders are usually among their ranks?
November 02, 2007
October 31, 2007
Inspirational quote 1
"To know the value of generosity, it is necessary to have suffered from the
cold indifference of others." - Eugene Cloutier
cold indifference of others." - Eugene Cloutier
October 29, 2007
The Institute of Education
- Anonymous said...
The Institute of Education, I can assure you is a place where bullying and harrassment takes place and the management do nothing because they are the ones that are doing it.
The internal grievance procedures are a joke, the stress that staff are put through when they make a complaint is unbearable.
All senior staff stick together and do their upmost to push out staff who complain and the silent ones either leave or work in fear.
I heard there was one school which consisted of 4 centres where 16 staff left from the period of August 06 - March 07.
The reason why the IOE do not follow their procedures because the bullies are their friends and most of the staff are dispensible.
There is one serial bully [LF] who is also Geoff Whitty's friend [kept hush, hush of course] who has bullied 6 members of staff and guess what they have all left. This bully then accuses the staff member of not being able to do their work and brings a disciplinary action against that person who has made a complaint. And yes, they do nothing and promote the serial bully.
A special place in our hearts...
University of Arts, London:- 36 Employment Tribunal cases launched against the university since August 2001.
- including 16 for unfair dismissal
- 4 on sex discrimination
- 4 on race discrimination
- 3 on unspecified discrimination
- 4 for unlawful deduction of wages
- 13 cases settled out of court (with appropriate confidentiality clauses)
- 1 case upheld at the tribunal stage for unlawful deduction.
Let us guess, you voiceless agencies, you say: Universities are self-governing bodies and they can look after their own affairs! Obviously they can't! The University of Arts in London is a serial offender, there are others too. Where does one go, and what does one have to do to get justice?
Spotlight on: Ban bullying at work
At least 25% of all employees will experience bullying at some time during their working lives, estimates Ban Bullying at Work.
The charity, in conjunction with the Chartered Management Institute, recently surveyed more than 500 managers and found that 66% cited lack of management skills as a contributing factor to bullying.
However, employers are being given the opportunity to highlight and challenge bullying in the workplace by getting involved in this year's fourth annual Ban Bullying at Work Day, which takes place on 7 November.
Position of power
Bullies tend to be in a position of power, explains Lyn Witheridge, chief executive of Ban Bullying at Work.
"Bullies are often insecure, weak, ineffectual and often no good at their jobs," she says. "Typically, bullying is based on personal envy, where a person might view a colleague as a potential threat to their position."
Bullying behaviour isn't necessarily in the form of outright aggression it can be much less obvious, even covert. Witheridge says that victims of workplace bullying often experience brutal intimidation, sometimes bordering on psychological torture, which may go unspotted by others.
She warns HR and employers to watch out for signs of bullying, for example managers setting up an employee to fail by not giving that person the right tools or information to do their job setting unrealistic deadlines, or constantly changing the guidelines which will eventually break down the victim's confidence and self-esteem to the point they feel completely useless in their job.
Policies are not enough
Bullying is a serious problem in the UK, and in the workplace it crosses all age, gender and boundaries - anyone can be a target. Even though HR is racing to tighten up its policies and procedures on bullying, Witheridge argues that having a standalone policy is not enough. "Putting such policies in place just creates the illusion that we are doing something about it, but everyone needs to be educated," she adds.
"You can never completely eradicate bullying because it's part of our basic human nature. Every organisation will have workplace bullying, but you can deal with it by providing harassment training to staff."
She believes HR needs to communicate with staff and actually define what bullying means to them. Ask them to think about what behaviour is and is not acceptable in the workplace.
"We all have a duty to look after the welfare of one another at work," says Witheridge. "Our campaign is about saying that enough is enough and bullying does not have to be feared. It's about everyone raising their heads above the parapet and encouraging each other to tackle it together."
Ban Bullying at Work: the facts
- More than two million people are bullied at work in the UK, and workplace bullying is a major cause of stress-related illness.
- A lack of recognition and acceptance of this very basic human behaviour is the cause of much corporate dysfunction, resulting in costly damage to both individuals and organisations.
- The Ban Bullying at Work Day (7 November) campaign is independent and is calling for all organisations to get involved.
- Participate on the day by taking ownership of the issue and raising awareness of bullying in your workplace.
- For further information, visit the Ban Bullying at Work website at www.banbullyingatwork.com
October 27, 2007
Tactics against bullying at work
...There's a lot written about bullying, especially about: - how common it is (the answer: it's all too common);
- what happens to targets (the career, psychological and health effects can be devastating);
- what management should do (adopt policies and actions).
However, management can't be relied on to solve every problem. Furthermore, often management is the problem: favoured managers are the bullies.
From the point of view of an individual being bullied, the alternatives don't look good. If you put up with the abuse, it will probably continue. If you resist, it may get worse. Many advisers say the best option is to leave.
Is it possible to resist effectively? Sometimes it is, but you need skills and psychological toughness. And you need to know what tactics to use. That's what I tell about here: tactics...Perpetrators typically use five methods to reduce popular outrage.
(1) Cover-up: the action is hidden. Torture is nearly always carried out in secrecy.
(2) Devaluation of the victim. When the victim is perceived as dangerous, inferior or worthless, what's done to them doesn't seem so bad. Protesters are called rabble and rent-a-crowd. Enemies are said to be ruthless and untrustworthy and sometimes labelled terrorists.
(3) Reinterpretation. A different explanation is given for the action, making it seem more acceptable. Or someone else might be blamed. Protesters are said to be provocative. Their injuries are claimed to be slight. Treatment of prisoners is said to be "abuse," not torture.
(4) Official channels. Expert investigators, formal inquiries or courts are used to give a stamp of approval to what happened, leading to an appearance of justice without the substance. An inquiry into police beatings might take years and lead to minor penalties against a few scapegoats. Meanwhile, public anger dies down and the problems remain.
(5) Intimidation and bribery. Victims and witnesses are threatened or given incentives to keep quiet and not oppose what happened. Witnesses to police brutality might be threatened should they speak out...
To increase outrage from bullying, you need to challenge the five methods. Here's the general approach.
(1) Expose the bullying.
(2) Validate the target, by demonstrating good performance, loyalty, honesty and other positive traits.
(3) Interpret the bullying as unfair, and explain why contrary explanations are wrong.
(4) Mobilise support. Avoid official channels or use them as tools in exposing the unfairness.
(5) Refuse to be intimidated or bribed, and expose intimidation and bribery...People high up in organisations nearly always support the chain of command. A top manager will almost always support subordinates in the face of challenges from lower-level employees.
Grievance procedures have many disadvantages. They are:
- Slow - it could take months for your matter to be dealt with, while the bullying continues or you are left in limbo.
- Procedural - the focus is on technicalities, not the unfairness of the behaviour.
- Time-consuming - you end up spending vast amounts of time and effort preparing submissions and responding to queries.
- Expensive - if you need legal assistance.
- Hidden - matters are handled without publicity, and often confidentiality is expected. This serves as a form of cover-up...
Collect lots of information about your own good performance. Keep copies in safe places. If you plan to act against corruption or bad practices, collect extensive information to back up your claims.
Develop your skills in speaking and writing. Know how to talk with others. Learn how to write persuasive accounts, how to prepare a leaflet, how to run a publicity campaign and how to set up a website - or have reliable friends willing to assist.
Avoid doing things that can be used against you. If you spend much of your time bad-mouthing others, getting others to do your work, and claiming credit for what you didn't do, you can't expect support when the crunch comes. Have others help you gain insight into being collegial, collaborative, approachable and civil.
Be prepared to survive. You may need financial reserves. You will need psychological strength. You need exercise and good diet to maintain your health. You need supportive relationships. When you come under attack, you may need all your reserves: financial, psychological, physical and interpersonal. If you're living on the edge, you're more vulnerable.
Build alliances. There is great strength in collective action. If you have a decent union, join it and be active.
Develop options. Find out about other potential jobs. Think about a career change. Consider downshifting to a less costly lifestyle. Sometimes it's better to walk away from a stressful job. If you have such options, you're actually in a stronger position to resist, if that's your choice.
Help others. If you assist other workers who are bullied, you develop useful insights and skills - and others are more likely to help you should you need it...From:
http://www.uow.edu.au/arts/sts/bmartin/pubs/07bullying.html
October 25, 2007
University of GlamXXXX is awarded 'Divestors of People' standard
University of GlamXXXX is awarded 'Divestors of People' standard. For more info check the Hall of Shame.
This university meets at least 50% of the criteria, including: cronyism, incompetence, favoritism, or inequality, disguise of management failures, internal grievance procedures are used selectively by managers - against staff, and some academic managers are untouchable despite their failures.
This university meets at least 50% of the criteria, including: cronyism, incompetence, favoritism, or inequality, disguise of management failures, internal grievance procedures are used selectively by managers - against staff, and some academic managers are untouchable despite their failures.
October 24, 2007
Would a so-called Christian university sanction and defend this in the tune of thousands of pounds?
...At a practical level, every professor should be aware of conditions that increase vulnerability to mobbing in academe. Here are five:• Foreign birth and upbringing, especially as signaled by a foreign accent;
• Being different from most colleagues in an elemental way (by sex, for instance, sexual orientation, skin color, ethnicity, class origin, or credentials);
• Belonging to a discipline with ambiguous standards and objectives, especially those (like music or literature) most affected by postmodern scholarship;
• Working under a dean or other administrator in whom, as Nietzsche put it, “the impulse to punish is powerful”;
• An actual or contrived financial crunch in one’s academic unit (according to an African proverb, when the watering hole gets smaller, the animals get meaner).
Other conditions that heighten the risk of being mobbed are more directly under a prospective target’s control. Five major ones are:
• Having opposed the candidate who ends up winning appointment as one’s dean or chair (thereby looking stupid, wicked, or crazy in the latter’s eyes);
• Being a ratebuster, achieving so much success in teaching or research that colleagues’ envy is aroused;
• Publicly dissenting from politically correct ideas (meaning those held sacred by campus elites);
• Defending a pariah in campus politics or the larger cultural arena;
• Blowing the whistle on or even having knowledge of serious wrongdoing by locally powerful workmates.
From: The Unkindly Art of Mobbing by Kenneth Westhues
Ban Bullying at Work Day 2007 - 7th November 2007
Ban Bullying at Work Day is now only 2 weeks away! Our main aim is to raise awareness of the issue in the UK and to encourage both individuals and organisations to have the strength to stand up and Speak Out against bullying. This year we have a new range of promotional materials, incentives and events to get you and your organisation involved. The new campaign website is up and running so please take a minute to have a look at: www.banbullyingatwork.com
As part of our Speak Out campaign, we will be releasing 1000 balloons across the London skyline on the 7th November – the official Ban Bullying at Work Day and we want you to get involved!
Each balloon represents an ordeal that an individual has suffered at the hands of a bully, and releasing them will be an act of solidarity. Attached to every balloon will be a personal message relating to workplace bullying. We want as many people to get involved as possible. If you would like to have a personal and confidential message on a balloon then go to the website to find out more information.
This year we hope to get over a million people in the UK involved in the campaign to Speak Out and let everyone know that bullying in the workplace is too costly to ignore!
Please don't hesistate to get in touch if you have any questions at all.
Kind regards
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You've heard of the expression "the blind leading the blind". Leeds Met is a case of the "unqualified promoting the inexperienced". The number of senior level academics, deans, associate deans and PLs who have nothing beyond an undergraduate degree has led to an environment of insecure, unqualified managers. And when people are insecure it leads to managers promoting similar types around them. And all of this is a classic environment for bullying to set in on an institutional level.
I worked at Leeds Met. I saw intelligent, PhD qualified individuals alienated, bullied and made to feel that a PhD was a handicap.
The above situation is common (but not restricted to) many ex-polytechnics and ex-colleges now HEIs, such as Wolverhampton, Leeds Met and De Montfort. Such places tend to be strongholds of institutionalised bullying with above average rates of workplace stress. For a reasonable explanation of the phenomenon check: Bullying of Academics in Higher Education: Former polytechnics spread their wings