Bullying exists within the majority of organisations. To what extent is this the employer’s responsibility?

...Olsen suggests several reasons why employers are slow to deal with claims of bullying. These include fear that the lack of definition and ability to asses what is bullying and what is not bullying will give rise to many spurious or malicious complaints; there is a single-bottom-line focus and unless issues are seen to have directly affected profits there is reluctance to address them; generational cycles of high conflict, workplace bullying and harassment have created a culture that seems impossible to change; those in positions of power are afraid because they realise it may mean having to change their own style of management; they simply do not want to understand it and do not want to address it; they turn a blind eye and don’t believe it could be a problem within their organisation; they consider it to be too costly to address properly and do not see these costs as being recoverable (Olsen 2005, pp. 31).

...To examine the extent of the employers responsibility for stopping bullying, it is necessary to examine the causes of bullying. Olsen (2005) suggests several reasons including the personal need to maintain power over others; the personal need to control people, circumstances or situations; a predatory need to victimise or abuse others; wanting to have fun at someone else’s expense; stress of pressure; the need to maintain a culture and teach or toughen up newcomers (rites of passage, initiation practices); a pathological need to appear superior to others or achieve success at another’s expense (Olsen 2005, pp. 28).

She also explains the two extremes of reasons behind bullying as being ’situational’ - due to a particular event or situation - and ‘chronic’ - being within the nature of the bully under all situations (Olsen 2005). The situational bully may respond to being placed under pressure, experiencing personal problems, being threatened by others or having their own self esteem threatened by performing an isolated act of bullying. Olsen (2005) sees this as most common form of bullying and the easiest to manage, saying that these individuals will respond well to correction and training. The UK National Workplace Bullying Advice Line (date not given) suggests specific psychological disorders that can account for chronic bullying. These include antisocial personality disorder, narcissistic personality disorder, paranoid personality disorder, borderline personality disorder and Munchausen’s Syndrome. Olsen (2005) says that although chronic bullies are less common that situational bullies, they may have greater impact upon people and organisations and be far more difficult, if not impossible, to change (Olsen 2005, pp. 42).

From: http://www.businessteacher.org.uk

Is my manager's conduct fair?

Anonymous asks...

I had a staff development review recently. My manager refused to fill in the section on overall performance.

I am a researcher. He cannot prove anything againts me and he cannot understand my work, but the funding body, a private company, repeatedly made comments on my work over the last year that were proven to be wrong after fighting my corner.

Can someone please advise if my manager's conduct is fair?

Critiques of the anti-bullying movement and responses to them - Part 2

Anonymous said:

I am struck by Kennemer's use of the term 'terrorism' because that is exactly how I described my own mobbing experience. I used to refer to my workplace as 'the minefield' because I never knew when or how the next psychological booby trap was going to explode, usually on email, like a sniper attack. When I used the term 'terrorism' in a letter of grievance, the term was then used against me in disciplinary proceedings as an example of my 'uncollegial' and 'extreme' behaviour towards the bullies. It is simply appalling the way complacent senior management reward the complacent, do-nothing, smugly self-satisfied 'hangers on', as Westhues calls them. They stick their noses into the business of their hard-working targets whose only crime is to do their jobs a bit too diligently and too brilliantly to ensure the perpetuation ad infinitum of the complacency and unambitious mediocrity of their academic workplace.

Critiques of the anti-bullying movement and responses to them

...Of the 50 or so academic mobbing targets described on my website – Lawrence Summers, Ward Churchill, Therese Warden, James D. Watson, Norman Finkelstein, Sami Al-Arian, Justine Sergent, many more – few have been identified in academic or public media as targets of bullying. Many have been called bullies themselves.

The term “difficult person” is a common synonym for bully, the workmate who needs to be corrected or gotten rid of, the nail sticking up that needs to be hammered down. In the first US book on mobbing, Noa Davenport and her colleagues argue that labeling a workmate a “difficult person” is a technique of mobbing.

Robert Sutton’s popular 2007 book, The No Asshole Rule, reports and reflects the work of many presenters at this conference. Yet in her Hammerly Memorial Lecture on Academic Mobbing this spring, Joan Friedenberg criticized Sutton sharply for oversimplifying the complexities of workplace conflict. Sutton is bright and circumspect. He says he worries “slightly” that “if we are too zealous about becoming civility Nazis …it will stifle creativity and individuality.” Friedenberg’s worry – and mine – is not slight but serious, that Sutton’s book invites workplace mobbing.

A popular motto for colleges in the past, pinpointing their academic purpose, was “Doce, disce, aut discede” – in English, “Teach, Learn, or Leave.” The motto deserves renewed currency in light of Alan Kors and Harvey Silverglate’s 1998 book, The Shadow University, which is about academic hangers-on who neither teach nor learn but instead meddle in scholars’ lives. Brock University philosopher Murray Miles has lately reported that his institution has a policy modeled on those at Bath, Kent, and Bradford in the UK, against “academic bullying.” The human rights officer who helps administers Brock’s policy offers a workshop entitled “Unlearn,” the first line of the description of which is, “Be nice, or leave.” I share Miles’s horror at the inversion of values this counsel implies...

By Kenneth Westhues
Professor of Sociology
University of Waterloo
http://arts.uwaterloo.ca/~kwesthue/mobbing.htm
Paper presented at the 6th International Conference on Workplace Bullying, Montreal, 4-6 June 2008

We are popular with Kingston Uni...

Have you seen this statistic?

Anonymous said:

Have you seen this statistic? Kingston came up as the second WORST university in the UK for bullying according to a UCU survey with 15.9% of respondents indicating that they were "Always" or "Often" bullied at work.

A lifesaver...

This blog has been a lifesaver for those of us who have experienced behaviour that feels like workplace bullying.

It is a place where our experiences are validated and acknowledged.

It is also a place where we can read about the research into wpb and get information that empowers us.

We remain anonymous through fear.

Thank you for all that you do.

In solidarity,

Aphra Behn

Tell the truth about life at Kingston University

Anonymous has left a new comment on your post "Tell the truth about life at Kingston University":

I'll tell you why -- it's because they have friends in high places, and so who cares what anyone else thinks or feels?

Look closely at who the Tribunal Chairs/Judges are in some of these cases. See which ones worked for the bullies in the past. A lot can be gleaned this way.

Take a look at these links:-

Note who represents the Post Office:-

http://www.bailii.org/cgi-bin/markup.cgi?doc=/uk/cases/UKEAT/1994/728_93_1401.html&query=zuke&method=boolean

http://www.bailii.org/cgi-bin/markup.cgi?doc=/uk/cases/UKEAT/1998/1139_97_0105.html&query=zuke&method=boolean

And then note the Chair of the original Employment Tribunal:-

http://www.bailii.org/cgi-bin/markup.cgi?doc=/uk/cases/UKEAT/2007/0008_07_2803.html&query=zuke&method=boolean

Now note the biographies:-

http://www.ome.uk.com/members_biographies_details.cfm?member=30

http://www.kingston.ac.uk/aboutkingstonuniversity/howtheuniversityworks/boardofgovernors/boardmembers/boardmembersextra/#grencollings

Oh, but there's nothing strange going on here, is there? No, nothing at all... It's ALL above board, isn't it?

The Serial Bully

The serial bully:

• is a convincing, practised liar and when called to account, will make up anything spontaneously to fit their needs at that moment
• has a Jekyll and Hyde nature - is vile, vicious and vindictive in private, but innocent and charming in front of witnesses; no-one can (or wants to) believe this individual has a vindictive nature - only the current target of the serial bully's aggression sees both sides; whilst the Jekyll side is described as "charming" and convincing enough to deceive personnel, management and a tribunal, the Hyde side is frequently described as "evil"; Hyde is the real person, Jekyll is an act
• excels at deception and should never be underestimated in their capacity to deceive
• uses excessive charm and is always plausible and convincing when peers, superiors or others are present (charm can be used to deceive as well as to cover for lack of empathy)
• is glib, shallow and superficial with plenty of fine words and lots of form - but there's no substance
• is possessed of an exceptional verbal facility and will outmanoeuvre most people in verbal interaction, especially at times of conflict
• is often described as smooth, slippery, slimy, ingratiating, fawning, toadying, obsequious, sycophantic
• relies on mimicry, repetition and regurgitation to convince others that he or she is both a "normal" human being and a tough dynamic manager, as in extolling the virtues of the latest management fads and pouring forth the accompanying jargon
• is unusually skilled in being able to anticipate what people want to hear and then saying it plausibly
• cannot be trusted or relied upon
• fails to fulfil commitments
• is emotionally retarded with an arrested level of emotional development; whilst language and intellect may appear to be that of an adult, the bully displays the emotional age of a five-year-old
• is emotionally immature and emotionally untrustworthy
• exhibits unusual and inappropriate attitudes to sexual matters, sexual behaviour and bodily functions; underneath the charming exterior there are often suspicions or hints of sex discrimination and sexual harassment, perhaps also sexual dysfunction, sexual inadequacy, sexual perversion, sexual violence or sexual abuse
• in a relationship, is incapable of initiating or sustaining intimacy
• holds deep prejudices (eg against the opposite gender, people of a different sexual orientation, other cultures and religious beliefs, foreigners, etc - prejudiced people are unvaryingly unimaginative) but goes to great lengths to keep this prejudicial aspect of their personality secret
• is self-opinionated and displays arrogance, audacity, a superior sense of entitlement and sense of invulnerability and untouchability
• has a deep-seated contempt of clients in contrast to his or her professed compassion
• is a control freak and has a compulsive need to control everyone and everything you say, do, think and believe; for example, will launch an immediate personal attack attempting to restrict what you are permitted to say if you start talking knowledgeably about psychopathic personality or antisocial personality disorder in their presence - but aggressively maintains the right to talk (usually unknowledgeably) about anything they choose; serial bullies despise anyone who enables others to see through their deception and their mask of sanity
• displays a compulsive need to criticise whilst simultaneously refusing to value, praise and acknowledge others, their achievements, or their existence
• shows a lack of joined-up thinking with conversation that doesn't flow and arguments that don't hold water
• flits from topic to topic so that you come away feeling you've never had a proper conversation
• refuses to be specific and never gives a straight answer
• is evasive and has a Houdini-like ability to escape accountability
• undermines and destroys anyone who the bully perceives to be an adversary, a potential threat, or who can see through the bully's mask
• is adept at creating conflict between those who would otherwise collate incriminating information about them
• is quick to discredit and neutralise anyone who can talk knowledgeably about antisocial or sociopathic behaviors
• may pursue a vindictive vendetta against anyone who dares to held them accountable, perhaps using others' resources and contemptuous of the damage caused to other people and organisations in pursuance of the vendetta
• is also quick to belittle, undermine, denigrate and discredit anyone who calls, attempts to call, or might call the bully to account
• gains gratification from denying people what they are entitled to
• is highly manipulative, especially of people's perceptions and emotions (eg guilt)
• poisons peoples' minds by manipulating their perceptions
• when called upon to share or address the needs and concerns of others, responds with impatience, irritability and aggression
• is arrogant, haughty, high-handed, and a know-all
• often has an overwhelming, unhealthy and narcissistic attention-seeking need to portray themselves as a wonderful, kind, caring and compassionate person, in contrast to their behaviour and treatment of others; the bully sees nothing wrong with their behavior and chooses to remain oblivious to the discrepancy between how they like to be seen and how they are seen by others
• is spiritually dead although may loudly profess some religious belief or affiliation
• is mean-spirited, officious, and often unbelievably petty
• is mean, stingy, and financially untrustworthy
• is greedy, selfish, a parasite and an emotional vampire
• is always a taker and never a giver
• is convinced of their superiority and has an overbearing belief in their qualities of leadership but cannot distinguish between leadership (maturity, decisiveness, assertiveness, co-operation, trust, integrity) and bullying (immaturity, impulsiveness, aggression, manipulation, distrust, deceitfulness)
• often fraudulently claims qualifications, experience, titles, entitlements or affiliations which are ambiguous, misleading, or bogus
• often misses the semantic meaning of language, misinterprets what is said, sometimes wrongly thinking that comments of a satirical, ironic or general negative nature apply to him or herself
• knows the words but not the song
• is constantly imposing on others a false reality made up of distortion and fabrication
• sometimes displays a seemingly limitless demonic energy especially when engaged in attention-seeking activities or evasion of accountability and is often a committeeaholic or apparent workaholic.
  

From: http://www.bullyonline.org/workbully/serial.htm

Wanted case study for The Guardian

Sophie Robehmed is writing an article for The Guardian on bullying at work of recent graduates. She urgently needs a graduate, recent graduate in the last three years or someone of graduate age who is willing to be identified.

If you are interested, please contact Sophie on sophierobehmed@live.com