This is how certain persons (MPEG file) at Kingston University instructed a specific group of students on how to fill in the Student Satisfaction Survey.
We welcome the visit to this blog by the Higher Education Academy on April 29, 2008 at 5:23pm. We can only hope that the HEA had a good look around and discovered the horror stories about institutionalised bullying in some HEIs. If they did, then they'll know that their suspension of a distinguished Professor follows a sad and normal trend. We recommend that those in power within the HEA read some interesting literature about mobbing in academia. In the meanwhile, this blog will continue to expose HEIs that ignore their own policies about dignity at work.
Academics from around the world have joined in criticism of the Higher Education Academy following the suspension of its director of research and evaluation. Lee Harvey was suspended from the post, pending investigation, after he criticised the National Student Survey in a letter written in a personal capacity and published in Times Higher Education.
It is understood that the HEA is investigating whether he broke a clause of his contract banning him from writing letters for publication without the academy's clearance.
Dozens of academics, some from as far away as South America, South Africa and Australia, have rallied to Professor Harvey's defence after Times Higher Education reported his suspension. Via posts to the Times Higher Education website and letters to the HEA, many accuse the academy of trampling academic freedom. The suspension was "totally unacceptable", said Chris Rust, a fellow of the HEA. "I would suggest that the academy ... needs all the friends it can get," he added.
John Rouse, dean of law, humanities, development and society at Birmingham City University, said he was "shocked, astonished, appalled" by the suspension. In a letter to Bob Burgess, HEA chairman, he said: "This reflects badly on the HEA's attitude to academic freedom."
Carmen Fenoll, former pro vice-chancellor of the University of Castilla-La Mancha in Toledo, Spain, urged the HEA to rethink its position. "This is not in the benefit of this prestigious institution," she said.
Orlando Albornoz, a professor at the Central University of Venezuela, said: "It is devastating news for scholars living in countries like Venezuela ... I feel sorry about what has happened in this case in Great Britain, which we still look upon as a place of academic freedom."
Catherine Rytmeister, a higher education researcher writing from Sydney, Australia, said Professor Harvey "must be reinstated without delay".
The HEA said it had "full and fair" disciplinary procedures and supported academic freedom.
See: http://www.timeshighereducation.co.uk/story.asp?storycode=401505
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Of course they do, don't they all have "full and fair" disciplinary procedures...
On a day that UCU was in court (see: UCU in court) and a major issue relating to academic freedom of expression has been exposed at the HEA - UCU for the time being does not seem to have an opinion on this, what does UCU do? It releases an important report on college staff dissatisfaction. The report itself is worth reading, although there is nothing terribly new. Some highlights:
The Higher Education Academy has suspended its director of research and evaluation after the publication of a letter in Times Higher Education.Lee Harvey's letter, which he wrote in a personal capacity, criticised the National Student Survey. Academics have condemned the suspension as a restriction of academic freedom. Times Higher Education understands that Professor Harvey is accused of breaching his contract by writing a letter for publication without HEA clearance. The decision to suspend him was taken by HEA chief executive Paul Ramsden, against whom Professor Harvey had previously lodged a grievance on an unrelated matter.
Earlier in his career Professor Ramsden was involved with the pioneering student experience survey in Australia, a forerunner to the UK NSS. Professor Harvey described the NSS in his letter as a "hopelessly inadequate improvement tool".
Today, in another letter to Times Higher Education, four academics condemn the HEA's handling of the case, which they say is a "breach of academic freedom".
Lyn Fawcett, chair of the University and College Union higher education committee in Northern Ireland, said he would consider quitting as a member of the HEA if Professor Harvey were not reinstated.
He said: "One has to question the integrity of the HEA if they are not prepared to allow someone who is a specialist in an area to have an expert opinion. It also raises questions about not just academic freedom but personal freedom. That an individual should not be allowed to express an opinion in a personal capacity outside of work is a disgrace."
Another fellow of the HEA, speaking anonymously, said: "You don't shut down a debate that has never been had. There's an atmosphere of intellectual terror surrounding this that is indicative of how afraid people are to speak out about anything."
Bernard Longden, professor of higher education policy at Liverpool Hope University, said: "We talk about the need for higher education to be a 'critical community'. Is this the most effective way that it can handle criticism?" Sean Mackney, HEA deputy chief executive, refused to comment on the suspension or the prior grievance between Professor Harvey and Professor Ramsden. He said: "The academy is a strong believer in the freedom of academics to publish and say what they wish about any matter. It would not be proper for me to comment on (this case) further."
However, a member of HEA staff, speaking anonymously, said there was a "great deal of unease" in the organisation, adding: "If, as we understand, the suspension is retaliation to the letter, then it is absolutely ridiculous and actually very damaging to the academy."
From: http://www.timeshighereducation.co.uk
Workplace bullying is often subtle but can destroy a victim's health, confidence and career. Harriet Swain outlines the steps you can take to nip this growing problem in the bud and where to get help. He's going to make some comment. Or maybe she will, and then they'll all smirk. You're just waiting for it to happen. But maybe it won't. Or maybe it will and they're just having a joke. Maybe they're right - you are paranoid.
The problem with being bullied at work is that it is often subtle, says Matt Witheridge, operations manager at the Andrea Adams Trust, which specialises in workplace bullying. "In isolation, many of the events that make up workplace bullying can be trivial - simply a remark here and there," he says. "The important thing about bullying is its persistence."
P. K., who writes a blog on university bullying, says most academics who are bullied do not realise it until their health suffers or they have lost their job or gone through disciplinary procedures. He cites a checklist of indicators that bullying is taking place, which includes the following: rumours and gossip circulate about the target ("Did you hear what she did last week?"); the target is not invited to meetings or voted onto committees; there is a collective focus on a critical incident that "shows what kind of man he really is"; there is emotion-laden, defamatory rhetoric about the target in oral and written communications; the bullies put a high value on secrecy; the target's real or imagined sins are added up to make something that cries for action.
He warns that even if one or more of these things is clearly taking place, institutions will tend to defend the person accused of bullying because he or she is an employee.
But Witheridge says the worst thing you can do is suffer in silence because by the time you realise there really is a problem it is often too late to do anything about it and you may have already suffered considerably.
He advises getting as much support and advice as you can, including from organisations such as his, from family members, who are likely to be affected by your problems, and from doctors. As well as being able to treat symptoms of stress, many GPs are becoming increasingly aware of how widespread bullying is, he says.
Roger Kline, head of equality and employment rights at the University and College Union, advises keeping a diary of everything that you regard as contributing to the bullying. You should also keep copies of all letters, e-mails and anything else, such as notes of phone calls, that help establish what is going on.
He also suggests talking to your union rep, ideally the one in your own department because he or she may be aware of a pattern of bullying. "There may be other people currently being bullied, or the individual or individuals bullying you may have a history that the rep knows about but you don't," Kline says. "It may be possible to respond collectively." If there is a conflict of interest with the rep, who may be a friend of the bully, for example, you should talk to your branch or local association secretary.
P. K. says that a good union rep may be able to save your job, but it is unlikely he or she will be able to get redress against the perpetrator of the bullying. "Remember, if it went to disciplinary action your colleagues and people you consider to be your friends will think first of their jobs and won't stick their neck out for you," he warns. Nor is there any specific law in the UK against bullying.
But Kline says it is worth checking your institution's policy on bullying and harassment or dignity at work. While he advises against following any procedure without taking advice, it is useful to know what that procedure should be.
Witheridge says that making a formal complaint becomes much easier in an institution that has a good anti-bullying strategy. The strategy should set out who should deal with the complaint, how long it should take and what exactly bullying is.
Keren Eales, spokesperson for the College and University Support Network, says if the bullying can be classed as verbal or physical abuse you may also want to report it to the police, taking with you any evidence.
But a CUSN fact sheet on the topic suggests tackling the problem informally, by speaking to or writing to the person you feel is bullying you or asking someone else to speak to them on your behalf.
Charlotte Rayner, professor of human resource management at Portsmouth Business School, says the informal approach is almost always the best one to take. She says it is important to challenge unacceptable behaviour quickly and gently and not to escalate the situation. If you are not aware of informal ways of handling bullying, such as harassment advisers or mediators, ask your institution because it may prompt them to provide such methods if they don't already have them.
But if it proves impossible to resolve the matter informally, Kline says you need to take advice on formulating a grievance. This will need to set out your concerns and say clearly what you would like done, referring to the bullying and harassment or dignity-at-work policy and reminding management of the agreed timetable.
Alternatively, you could just try to tough it out or move to another area or organisation. P. K. says: "One response is to get out fast before you lose your health and get out when you are not at knives drawn with your manager." If you do decide to stay and fight it out, be prepared for it to take time.
Meanwhile, if you see someone else being bullied, say something, Witheridge urges. "One of the worst things is bystander apathy when people in the same team see what's going on and keep their head down because they don't want to attract similar attention."
From: http://www.timeshighereducation.co.uk
