December 25, 2016

The curious preference for low quality and its norms…


Kakonomics, or the strange preference for Low-quality outcomes
The curious preference for low quality and its norms…
L-doers segregate themselves in mutual admiration societies…
A conceptual space similar to “amoral familism”…

…We investigate a phenomenon which we have experienced as common when dealing with an of Italian public and private institutions: people promise to exchange high quality goods and services (H), but then something goes wrong and the quality delivered is lower than promised (L). While this is perceived as ‘cheating’ by outsiders, insiders seem not only to adapt but to rely on this outcome. They do not resent low quality exchanges, in fact they seem to resent high quality ones, and are inclined to ostracise and avoid dealing with agents who deliver high quality… They develop a set of oblique social norms to sustain their preferred equilibrium when threatened by intrusions of high quality. We argue that cooperation is not always for the better: high quality collective outcomes are not only endangered by self-interested individual defectors, but by ‘cartels’ of mutually satisfied mediocrities…

We have spent our academic careers abroad, Gloria in France and Diego in Britain. Over this long period of time each of us has had over a hundred professional dealings with our compatriots in Italy – academics, publishers, journals, newspapers, public and private institutions. It is not an exaggeration to say that 95% of the times something went wrong. Not catastrophically wrong, but wrong nonetheless. Sometimes what goes wrong is timing, things do not happen when they are supposed to happen. Or they happen in a different form from that which was planned or are simply cancelled. Workshops have twice or half as many people as one was told to expect, the time allocated to speak is halved or doubled, proofs are not properly revised or mixed up, people do not show up at meetings or show up unannounced, messages get lost, reimbursements are delayed, decreased or forgotten altogether. This experience now extends to internet dealings: relative to those in other countries, Italians websites are scruffier, often do not work properly, remain incomplete or are not updated, messages bounce back, e-mail addresses change with dramatic frequency, and files are virus-ridden.

…Two persons agree to trade some units of good x for some units of good y (goods is to be intended in the most generic sense, and to include intangible resources; x and y can also be the same ‘good’ as when two people agree to meet, the good being showing up at a given place at a given time). Assume for simplicity that goods can be produced at two levels of quality, High (H) and Low (L). H is both more rewarding to receive and more costly to produce than L; H takes more time, effort, skills and organisation. This excludes goods that have only one level of quality – if one pays to have someone murdered, one will regard a non-lethal wounding as a failure to deliver.

There might be domains in which H-ness is undefined, such as an intellectual contribution to a theory which cannot even be proven wrong, or art and fashion in which the lack of objective criteria of quality make H unfathomable. We will limit ourselves to consider cases in which the criteria to establish H-ness are not controversial…

Problems arise if the two individuals agree on H but one of them delivers L. This is, of course, a risk of many exchanges: rational, unprincipled and self-interested agents prefer to dish out L rather than H, while at the same time, one would think, they also prefer to receive H rather than L. Dishonest second-hand car dealers prefer to sell a lemon while charging an H-price. This happens often enough. And it is what happened to us many time. We delivered H and got L, the sucker’s payoff. One of us has now become very cautious before dealing professionally with his old compatriots while the other has started to dish out the occasional L herself…

Our impression, however, is that when the type of Italians we encounter deal with one another, there is no great tension over these mishaps: both parties agree on H and both deliver L. On the face of it, it looks as if they sell each other a lemon, and yet:

• Nobody seems to complain.

• When we got L in return for giving H and complained, the L-party seemed more annoyed than apologetic. They seem to treat this as excessive fussiness.

• H-doers do not seem to receive much admiration, quite the contrary, they elicit suspicion. As an Italian university ‘barone’ once put it, “You don’t understand Diego, when you are good [at your work] you must apologise”.

• ‘Italians’ end up in LL even if they are playing a repeated game and plan to trade with each other in the future. In other words, they are not deterred from dealing with each other again and do not expect the other party to be deterred by getting L.

• They do not abandon the H-rhetoric, and, more or less explicitly, keep promising high standards.

• A feeling of familiarity develops among L-doers: L-prone people recognise other L-prone people as familiar, as ‘friends’.

…to the raw payoffs of free-riding we must prefer to avoid the embarrassment of being seen as a free-rider or the discomfort of being made to feel of inferior quality or both – emotions that would be triggered if the other party gave us H while we saddle them with L. By contrast, when both parties tacitly accept a “discount” they are not cheating each other. Rather, they are entering a relation whose advantages for each depend on the reciprocal tolerance of L-ness. Not only you want pressapochismo for yourself, you also want it in others.

…we need to have some prior knowledge, obtained either through direct experience or vicariously, that “this is how things work”; in other words we need to expect both that our partners in the exchange are, say, likely not to pay as well or as promptly as they say they will, and, on the other hand, that they are not likely to resent it if we fail to deliver a perfect H…

…In one respect, the type of person who prefers LL to LH is like the types with the other two preference rankings: they all prefer to put less effort in what they do and deliver L rather than H. None of them likes to do H for its own sake. But in another respect the type that prefers LL to LH is different for he is not the purely self-interested individual, the one who always prefers H for himself regardless of other people’s feelings and judgments, but, while equally ‘lazy’, our L-doer is a “pro-social” type who, to the advantage of maximizing purely his interests (LH), prefers a mediocre payoff provided that he does not suffer embarrassment or discomfort (LL). They dread being the only sinner around.

One-off encounters may suffice to set off these emotions and make L-doers happier to receive an L even from a stranger. Naturally, if the two parties are not interacting just once and envisage a string of future exchanges, the potential force of these negative emotions could intensify. If we dislike being made to feel that we are exploiting a stranger, we would dislike even more to be seen to be exploiting a familiar person…

When these conditions obtain, people expect rather than just accept a certain amount of L-ness. Usually, if one promises to deliver H and delivers L instead, one would think of this as a breach of trust. But in our case it looks as if they rely on each other not to be entirely trustworthy, they trust their untrustworthiness. Not only do they live with each other’s laxness, but expect it: I trust you not to keep your promises in full because I want to be free not to keep mine and not to feel bad about it. There seems to be a double deal: an official pact in which both declare their intention to exchange H-goods, and a tacit accord whereby discounts are not only allowed but expected. It becomes a form of tacit mutual connivance on L-ness…

It follows that L-doers will try to establish the – perverse – trustworthiness of others with whom they are considering to interact. They will look for signs of L-ness and select as partners only those that emit credible ones. And, for their part, L-doers will endeavour to signal their L-ness to persuade other L-doers of their trustworthiness. Anyone who gives an indication of liking H-ness, of not being a committed L-doer, will be shunned. We can expect that L-doers will try to avoid dealing with H-doers…

…A major problem of selecting people for their L-trustworthiness is that the most credible signs of it are emitted by those who not only choose L as a strategy and could under different conditions revert to H-doing, but by those who can only do L: the best way to persuade others that one is lax and incompetent, and thus a good ‘friend’, is not by pretending but by truly being lax and incompetent – by being a genuine L-type. This contributes to the inverse meritocratic selection, a phenomenon sadly rife in Italy. The custom police secretly recorded the conversations between Paolo Rizzon, chair of cardiology in Bari, and other colleagues involved in university appointment committees, among them Mario Mariani, cardiologist in Pisa. Rizzon can be heard boasting to Mariani: “He was the best and we screwed him!” He refers to Eugenio Picano, a candidate whose impact score in terms of citations of scientific articles was nearly six times greater than the next best candidate who got the job. Inverse selection is endemic in Italian academia, and much of it occurs because of corruption and nepotism. But the selection of L-doers rather than H-doers can arguably be sustained by the desire to keep L-doers strong and unchallenged…

A key feature of our situation is that the dominance of LL preferences remains veiled by the H-rhetoric. Both parties collude by engaging in a sort of “joint mimicry” and pass themselves off as H-doers. A teacher who pretends to teach, benefits from students who pretend to learn, and vice versa. By jointly mimicking H, both parties may aim at fooling outsiders, or simply fool themselves into sustaining a self-image of better quality.

The fact that people prefer LL exchanges while paying lip service to H-ness makes our situation different from the transparent mutually agreed exchange of lower quality goods that we mentioned at the onset. In the latter case there is no H-façade. There is also, more importantly, no externality, both parties get what they expect and no one else suffers from L being exchanged. While in our case, at the very least, the credibility of H-promises is undermined. If, in addition, our exchanging characters work for an institution that purports to be delivering an H-service, the value of the institution’s service will be tacitly eroded by each LL exchange, as a school in which both teachers and students pretend to be teaching and learning respectively…

…When the value of a good depends on its H-image rather than on their actual H-ness, and the image can partially resist the erosion caused by low quality, then there is an advantage to keep up the H-façade. There exists a fraudulent business in Southern Italy of adulterated olive oil made up mixing hazelnut and sunflower-seed oil, sold under the label “extra-virgin olive oil”. When Leonardo Marseglia – director of the Casa Olearia company in Apulia – was charged with contraband and fraud against European Union (and then acquitted) for having sold bogus oil under the label “extra virgin”, he justified himself in an interview by arguing that thanks to his adulterated oil many people could afford to buy oil with the label “extra virgin” at a reasonable price. Some people, he claimed, are interested in having at least the image of H-ness. “We pretend to buy good olive oil and you pretend to sell it”. (In zoologists’ jargon this is a case of “cooperative mimicry”, in which those who are apparently fooled cooperate with the mimic, with a view to fooling someone else.)…

L-doers may want to keep up a credible façade with their surrounding Hcommunities because they gain from this: Marseglia had an interest to pretend to comply with EU community standards because he was receiving EU oliveoil subsidies. Also, L-doers manoeuvre to prop up their reputation for H ness with their naïve local audiences by being seen standing shoulders to shoulders – briefly but as noisily as possible to be heard far and wide – with H-doers, as in the case of L-universities liberally dishing out honoris causa degrees. And which distinguished scholar would want a degree honoris causa from a University that frankly admitted to having abysmal standards? Finally, the maintenance of an H-façade may simply satisfy the need to reduce the cognitive dissonance between what one practices and what one preaches. The gap between the H-standards and the L-standards creates uneasiness among L-doers. Even if they cultivate specious legitimising reasons to practice L-ness (as we shall see below), many still seem aware that there is another set of reasons, which enjoin one to do H. The dissonance is reduced by interacting always with the same people, whom one can trust for not challenging one’s standards. L-doers segregate themselves in mutual admiration societies…

…One might suspect that L-doers are similar to those who in schools or factories gang up against those who work better and harder than they do, in general against those who keep up or raise standards of performance making the rest look like worse performers or forcing them to increase their own standards. Especially when the rewards are insensitive to the quality of performance – e.g. the salary at the end of the month is the same – there is no point producing at H level of quality. There are certainly elements in common between our case and this case. Agents form a cartel by agreeing to produce L and punish those who produce H for they break the agreement. For anti-stakhanovites as well as for our L-doers, doing L amounts to doing H with respect to their cartel agreement…

…This L-norm may occupy a conceptual space similar to “amoral familism”, a set of practices and beliefs that E. C. Banfield (1958) identified in southern Italy as being the source of lack of economic and cultural development. In his fieldwork in Montegrano, a fictitious name he coined for a poor southern Italian village of 3,400 people, Banfield explained the extreme poverty and backwardness of the village by a lack of cooperation due to the ethos of its inhabitants of “maximizing the material short-run advantage of the nuclear family” and discounting any moral consideration for the whole community. In our case, we have a similar social norm that encourages people to maximize the short run advantage of a connivance relation that tolerates side-interests and LL-preferences, while avoiding a form of HH-cooperation, which, while more individually demanding, would be beneficial for the whole community (having a high level of teaching at the university, publishing high quality papers, etc.)…

There might be a sort of disposition to develop amoral-familistic relationships outside the family, with people who become “familiar” thanks to a shared proneness towards LL exchanges. In our case it is the L-disposition that creates the familiarity…

Our basic point so far can be summed up thus: if you give me L but in return you tolerate my L we collude on L-ness, we become friends in L-ness, just like friends we tolerate each other’s weaknesses. But if you give me H that leaves you free to disclose my L-ness and complain about it. So you are not my friend, I fear and resent you, and if I cannot punish you for producing H, at least I avoid dealing with you. While in an ordinary world it is L-doers who are punished by avoidance and exclusion, in an L dominated world it is H-doers who are ostracised. Essentially, the L-exchange can be seen as a cartel of mediocrities who pretend to be H...

… The payoffs can be tilted in favour of L-ness endogenously, by coalitions of L doers who join forces to sanction H-doers and to reward each other. In turn, this is frequency dependent: coalitions of L-doers are more likely to emerge the higher the number of “naturally born” L doers, of real L-types who are smart enough to join forces and gain power. When the number of H-doers is low, H-doers find it harder to meet, interact and reward each other generating virtuous circles. Part of the explanation for the emergence of LL-dominance is endogenous.

…We can expect L- cartels to develop where either or both following conditions obtain:

• Rewards have a weak sensitivity to H-ness, such as when jobs are ultra-safe, salaries flat, upward mobility has barriers, and friendship-based promotions dominate over merit based ones. The only H-doers left will be those driven by principle, by intrinsic motivations – the inveterate perfectionists.

• Punishments for L-doers are low, or have a low probability of being meted out or are negotiable; where “forgive” dominates “punish”, where, to jest, catholic sanctity fattens skulduggery…

…Social norms, in the dominant interpretation, would exist as an antidote to our natural antisocial proclivities. The interest of our case is to suggest that this distinction does not stand up, and that those whom we think of as free-riders too operate within a normative structure – a special “cement of society” that glues L-doers together to the detriment of the common good…

Gambetta, D., & Origgi, G. (2013). The ll game the curious preference for low quality and its norms. Politics, Philosophy & Economics, 12(1), 3-23.

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December 22, 2016

2016 Highlights...



Bullying of Academics in Higher Education: Effects of Psychological Harassment: 'Individual Effects Many studies show that psychological harassment has extremely negative effects for individuals...

Bullying of Academics in Higher Education: Mr Elkadi...: "...As someone with an inherent knowledge of Elkadi, having had him as a head of school I can confirm his management practices can be...

Bullying of Academics in Higher Education: A living nightmare - 'Prof' Platon Alexiou...: This man presents himself as a real 'Professor' - In fact he has not written a single scientific paper... This man presents himself...

Bullying of Academics in Higher Education: The Australian National University... [With links....: A little over a year ago the Canberra Times, the local newspaper in Australia’s capital city,  ran a story...

Bullying of Academics in Higher Education: Bullying and Discrimination at University of Leice...: My name is Max Casu; I was a mature Ph.D. student at the UoL. Unfortunately all my excitements about the above Ph.D. turned into...

Bullying of Academics in Higher Education: The many faces of Prof. Hassan Abdalla...: The one on the right...

Bullying of Academics in Higher Education: Ulster's Academic Genocide - Year Zero With Vc "Ba...: Readers of this site will be familiar with the bullying that's befallen Deakin University. Here in the UK, Ulster University recently...

Bullying of Academics in Higher Education: 'Professor' David Vaughan...: What allegation was made against 'Professor' David Vaughan, and why did police go to his house?

Bullying of Academics in Higher Education: Ian Farren

December 19, 2016

Ex-Stanford professor: I was pushed out after reporting sexual harassment

Stephen Hinton wouldn’t leave her alone. After Michelle Karnes politely rejected the Stanford professor and former dean, according to her complaint, he didn’t back down.

It was July 2012, and he allegedly told Karnes, then an untenured professor, that he had a “crush” on her and was “tormented” by his feelings. She said she made clear she didn’t want further contact. But Hinton – a powerful faculty member who had hired her – allegedly continued to confront her at the gym, telling her he wasn’t “stalking”, but wanted to talk.

“I just wanted to crawl out of my skin, I was so uncomfortable,” Karnes, 42, said in an interview. “I was really scared.”

A university investigation of Karnes’ sexual harassment complaint concluded that Hinton, who is 20 years older, had made an “unwanted sexual advance”, but it’s unclear if the professor faced any consequences. On the contrary, Karnes says that administrators retaliated against her for speaking up and pushed her out of Stanford.

Hinton vigorously denied the allegations, claiming they had a “platonic, reciprocal relationship” and pointing out that a university investigation concluded his conduct did not constitute sexual harassment.

From Karnes’ perspective, however, the university went to great lengths to protect a senior faculty member and silence his accuser, prioritizing the institution’s reputation over her wellbeing.

Her story comes on the heels of numerous sexual misconduct controversies at Stanford, one of America’s most prestigious universities, and as women in academia across the US have increasingly spoken up about assault, harassment and discrimination.


Karnes’ story boosts the claims of Stanford students and faculty who argue that the institution has policies and a broader culture that systematically fail to acknowledge the problem, leading administrators to punish victims while not holding perpetrators accountable...

More info at: https://www.theguardian.com/us-news/2016/dec/19/ex-stanford-professor-i-was-pushed-out-after-reporting-sexual-harassment

December 16, 2016

Imperial College review reveals 'bullying behaviour'


The pursuit of excellence at one of the UK’s top universities has helped to create a culture of bullying, discrimination and fear, according to a report.

The report, based on a year-long research project at Imperial College London, heard that staff at the institution are too scared to speak out about problems, leaving them vulnerable, unheard or undermined.

Imperial’s provost, James Stirling, said that the institution must do better and was committed to gender equality.

The institution commissioned researchers from the University of Sussex’s Centre for Gender Studies to look at gender equality at the institution because of events at student Varsity rugby matches last year.

The university apologised to the women’s rugby team after they were left playing to an empty stadium when the coaches ferrying spectators back to campus were allowed to leave early.
The team had alleged that they were treated unfairly compared with the men’s team and that a member of staff was overheard saying that they did not care “how those fat girls” got home, although an investigation found no evidence of the verbal abuse.

The research project collected data from almost 250 staff and students through in-depth interviews, focus groups, an open text survey and an anonymous blog. The researchers also used documentary analysis and observations at the college.

The full report has not been made public but an 11-page review document was circulated among staff by email on 9 December and has been published on Imperial's website.

It says the research found that Imperial's focus on excellence "had served the College well in many ways" but "this dominant focus had a negative impact on wellbeing and social equity".

“There were many examples given to the researchers of bullying and discriminatory behaviour…Bullying also intersected with categories such as class, gender (and gender identity), race, disability and sexual orientation,” says the review document.

Many of those questioned linked bullying and discrimination with the “'elite’ white masculinity” of the majority of the staff population, according to the report. “Examples of misogynistic and homophobic conduct were given and one interviewee expressed concern that the ‘ingrained misogyny’ at Imperial was so deep that it had become normal,” it adds.

The report also found that staff felt senior management would turn a blind eye to the poor behaviour of people deemed valuable to the university.

Despite a no-tolerance stance on harassment and bullying and support initiatives for those affected, the research found that staff and students did not speak up about issues. Participants said they did not speak out because they feared nothing would be done, that they would lose their jobs or that it would make matters worse.

“'Speaking up’ also intersected with equalities issues, and women in particular reported being silenced in various ways,” according to the review.

Many of those who took part in the research said that the sector-wide gender initiative Athena SWAN was seen as little more than a “box ticking exercise” that had “provided a veneer” to hide inequality at the university.

“There was a feeling from some participants that the College did not promote equality and diversity at all…The researchers noted that it is difficult to promote equality and diversity within an institution which is ‘so profoundly gendered, classed and raced’,” says the document.

Participants reported a lack of community spirit at the university and said that departments were played off against each other. Staff and students also said that they felt that asking for support was viewed as “shameful, weak and evidence of failure”.

In a news article about the report published on Imperial’s website, Professor Stirling said: “We strongly believe that Imperial is only a world-class institution because of our talented, diverse community. We want everyone at the College to feel supported, respected, and able to excel. That is why we are committed to ensuring gender equality and eradicating sexist behaviour wherever we can, at all levels.

“These findings remind us that we cannot stand still. We must do better,” he said, adding that the process may not be easy.

“I am confident that by working together we can create as supportive and inclusive an environment as we can, since that is what all our staff and students deserve,” he said.

Last year, Imperial carried out a review of its use of performance metrics after the suicide in 2014 of Stefan Grimm, a professor of toxicology at the institution who had been told he was “struggling to fulfil the metrics” of a professorial post.

https://www.timeshighereducation.com/news/imperial-college-review-reveals-bullying-behaviour

December 04, 2016

19 Former Psychiatry Faculty Sue Dartmouth Over Layoffs

Nineteen former faculty members of the psychiatry department at Dartmouth College’s Geisel School of Medicine have filed a lawsuit alleging that the college violated their employment contracts and college policy that entitled them to severance payments when it laid them off.
Diana Lawrence, a college spokeswoman, said officials had no comment on the lawsuit.
The dispute is the latest to arise in the wake of the college’s moves to erase what officials had estimated was an annual deficit approaching $30 million at Geisel.
As part of what officials described as a restructuring, Geisel’s entire psychiatry department was transferred to Dartmouth-Hitchcock. Most of the department’s clinical research faculty and staff were let go by the college and hired by the medical center.
“Responsibility for the employment, finances, and operational support for clinical research programs, as well as the clinical practice of psychiatry” was transferred to D-H on July 1, according to the college’s audited financial statement.
The lawsuit, which was filed Monday in Grafton Superior Court by Norwich attorney Geoffrey Vitt, says that in April 2016, Geisel informed the plaintiffs and most other faculty in the psychiatry department that their positions were being eliminated.
“Some, but not all, affected employees” were offered jobs at D-H, the lawsuit says.
D-H is a health system with ties to Dartmouth but has its own financial and governance structures.
Employees who left Dartmouth and went to work at D-H found “material differences in the compensation and benefits” at the health system, the lawsuit alleges.
About 250 employees of Geisel’s psychiatry department and clinical research units got jobs at D-H, according to D-H’s audited financial statement for the fiscal year that ended June 30.
That year, Dartmouth posted a $112 million loss from operations that included a $53.5 million charge for “restructuring expenses” at Geisel for such items as severance pay, endowment transfers, rents and the services of consultants, according to the financial statement.
That cost could rise if the former Dartmouth psychiatry faculty members prevail in their lawsuit.
The former employees who signed on to the lawsuit, including 12 physicians and three full professors, had a combined 211 years of employment at the college, according to their complaint.
Those hired before June 20, 2011, are entitled to two weeks of pay for each year of service, up to 52 weeks, according to the lawsuit, which cites a Dartmouth “separation of employment” policy. The roster of plaintiffs in the lawsuit includes 12 faculty members with service ranging from nine to 27 years. That same policy entitles more recently hired employees to at least two weeks of pay, or to one week of pay for each year of service, up to 26 weeks, the lawsuit says.
The policy guarantees all of those laid off a cash payment equal to the college’s contribution over three months to their health plans, the lawsuit says.
“Nothing in the layoff policies excludes PhD or MD-level employees,” the lawsuit says.

November 29, 2016

The Australian National University... [With links...]



A little over a year ago the Canberra Times, the local newspaper in Australia’s capital city, ran a story announcing that the insurance premiums paid by the Australian National University (ANU) had risen from around $4 million to $11 million per annum over the last three years.

A statutory authority of the Federal Government, Comcare provides workplace insurance for several government agencies, including the ANU. While the premiums it charges them have on average doubled over this period, the ANU has been singled out for a particularly dramatic increase.

Why might this have occurred? The advice on Comcare’s website is unequivocal. It states that the “rate for each employer provides an indication of the employer's effectiveness in preventing injury or illness and in helping employees return to work quickly and safely after a work-related injury or illness.”

When pressed for its own explanation, the ANU however argued that the insurer was merely trying to recoup recent operational losses.

A detailed, forensic, rebuttal of ANU’s reasoning would require access to the kind of sensitive financial and operational information that Universities and Insurers alike are these days loathe to release. But if we take Comcare’s advice at face value and conclude that the increase must be explained, at least in part, by a decline in work safety at the ANU, what might be its source?

University employees are, as a matter of course, at risk of injuris that arise from such activities as repetitive strain, operating laboratory equipment, or work-related travel. Such injuries when they occur, however, are generally well reported and workplace responses can be both swift and effective. Neither seems to be the case here.

The obvious source of this dramatic growth, then, is psychological injury, in particular that arising from alleged workplace bullying and abuse. Certainly, the particular prevalence of such behaviours at the ANU has been brought to the attention of both the current and previous Vice Chancellors, and many recent instances have resulted in successful Comcare claims.

This should be a matter of considerable institutional and public concern. Bullied staff can lose much more than their job and career path. They can also be left with long-term psychological disability. No organisation, let alone an organisation supported by public funds, and with an explicit public good as its underlying remit, should consider the prevalence of such a state of affairs as acceptable.

Staff at the ANU are especially vulnerable to toxic work practices because, unlike other Australian Universities, they do not have recourse to an ombudsman or similar ‘disinterested’ arbitrators when there are allegations of internal wrong-doing.

It is all too easy for senior management and HR staff to become judge, jury, and executioner when confronted with issues of staff behaviour. Senior Management also has access to funds to pay out difficult cases, funds that almost invariably come with associated ‘gagging clauses’ to ensure that the possibility of underlying managerial and cultural problems remain hidden from further scrutiny.

It is especially concerning, then, to learn that the University has now been taking the advice of its Council and actively encouraging claimants to avoid Comcare altogether. They are being asked instead to approach their industry superannuation fund for disability cover, effectively bypassing Comcare’s powers of scrutiny as well as transferring the financial burden back to the employees themselves. At the same time ANU is also now seeking to remove itself altogether from the Comcare scheme and self insure.

This raises the real spectre of the proverbial turkey being in control of Christmas. There is a growing perception at the ANU of a nexus between staff who raise matters of legitimate concern and staff subsequently being confronted with unsafe managerial behaviours. It suggests that behaviours injurious to the health of employees are not merely the result of the actions of a few ‘bad eggs’, but are in fact becoming a normalised tool of University industrial relations. As former ANU academic, David West, recently wrote:

The modern university most rewards those who demonstrate both loyalty to superiors and effective control of subordinates. Good managers are those who gets things done, which tends to mean that they are not hampered by either sensitivity for others’ feelings or democratic scruples. They are assessed according to results rather than the methods they employ, by ends rather than means. It is little surprise, then, that managers are sometimes tempted to resort to a more intense regime of control. The rhetoric of instruction and compliance has largely replaced the more collaborative discourse of request and consent.

More traditional academic cultures of management by consensus, on the other hand, requires Universities to select leaders skilled in internal communication and conflict resolution, and to foster not just mission statements but also broader corporate cultures that are premised on values of honesty, competency, and shared vision.

Long abandoned governance structures that used to give academic staff a controlling stake in deciding who led them, from Head of Department right through to Vice-Chancellor may have had their critics, but at least they helped encourage such cultures to survive, if not flourish.

What has tended to arise in their place, as researchers in the US have found, is based on a much more negative perception of employee capacity, responsibility and core motivation. Trust in staff is replaced by demands for constant scrutiny. Managerial appointments are now routinely made from above without genuine staff consultation, and they are secured by the emergence of massive salary divide between this new class of academic leaders and the staff they manage. 

A culture of mobbing” can all too easily follow wherein apparently ‘non-compliant’ academics can quickly find that they can easily be stripped of the capacity to function in, let alone, enjoy, their workplace.

To be sure, it is not just the institution as a whole or the individual victims who suffer from this growing toxicity. We are all the worse for it. The burden of pay-outs, legal and medical costs, and, indeed, insurance premium blowouts that inevitably follows is eventually carried by a combination of increased student fees (or poorer student services) and the general taxpayer. 

Most concerning, however, is the possibility that such an industrial culture serves also to undermine the capacity of universities to nurture free thought in our society. In the light of recent political events, that role has never seemed more important.

Workplace bullying and abuse of staff is a symptom, therefore, of a much deeper malaise. Our universities urgently need to apply some of their once hard-won, and much-vaunted, critical thinking skills to the way they run themselves. And it is time for senior leadership at the ANU in particular to make safe and easy for the academic and professional staff they manage to do so.

November 27, 2016

Ulster's Academic Genocide - Year Zero With Vc "Baddy" Nixon...

Readers of this site will be familiar with the bullying that's befallen Deakin University. Here in the UK, Ulster University recently imported one of the Australian university systems foremost bullies when they appointed a new VC who had been the scourge of his staff at the University of Tasmania. Professor Nixon had bullied and muscled his career advance in Dublin, but by the time he reached Hobart, his willingness to sack staff, irrespective of their scholarly worth, made him notorious. Now the axe has fallen on his new empire at Ulster University.

Nixon Darling...
VC "Baddy" Nixon recently warned his Ulster staff across 4 campuses that under "UU’s Strategic Plan – Five & Fifty", "no-one's job is safe". Having closed Maths and Modern Languages, he now targeted the academically distinguished but cash-poor Department of Irish. All this despite a petition signed by 161 academics from 18 countries exposing the damage to Ulster's international reputation, and another 500 letters from professors forming a "dossier of protest" from international academia. Ironically Celtic at Ulster was awarded 5* grading in the Research Assessment Exercise but it just cannot make any money for the VC, and therefore they must be slashed....

The VC says that no staff can regard their job as secure in modern academia and cites urgent financial cuts for the decision. Ulster University's union officials say these cuts are neither financially or academically justified. Substantial cost savings have already been made with the loss of 148 posts earlier in the year, yet the University is sacking more internationally renowned lecturers while simultaneously recruiting new property managers on 6 figure salaries. This big growth in managerial culture is part of "Baddy's" scheme to make the university the biggest landlord in Belfast since rent-books are far more profitable in the north than scholarly papers!

His grave miscalculation is that to rent real-estate you first have to get planning permission and build houses. Ulster has been turned down time after time because their "new build" plans are so wacky! Ulster's VC regards his empire as more property portfolio than academic centre. Consequently, he would like to slash his way through academic departments and run the university as a big real-estate agency. This is a kind of academic genocide, akin to the acts of philistines.

The local branch of the University College Union say that morale is at an all-time low, and that Nixon's regime is like a "year zero" of some mad dictator. Managing 4 diverse campuses, it is also clear that Nixon has resorted to a bullying managerial style to seek to hold the centre together. Faced with a multi-million expansion plan which has gone "belly upwards" and successive building planning refusals, the VC is desperate to save funds to try to keep his business operational. If he cannot get more property "green lights" his entire empire will soon be as financially as it is intellectually bankrupt!

Magee Baby...
Meanwhile, the College Union and Ulster University's Staff Victims Association, have sought to receive financial compensation for the dozens of staff forced out of their posts with the most meagre of financial settlements, and many others who were wrongfully dismissed but lack the means to fight their cases. At the heart of this decimation of academic staff is Nixon's enforcer, Director of Human Resources, "Mad Bonnie" Magee. It was "Mad Bonnie" who was famously described by an employment Judge as "as crooked as you are arrogant" but as Nixon's henchman, "Mad Bonnie" continues to make Ulster staff lives a misery. There was a hope that the police having discovered his prior criminal convictions, and interviewed him for perversion of the course of justice, "Mad Bonnie" would finally get his own P45.

Unfortunately, like his predecessor, VC "Tricky Dicky", Nixon knows the value of keeping an "ex-con" as his henchman. It takes one to know one, especially when Nixon himself has attracted the interest of the Ozzy police in Tassie. So Ulster have come to regard Nixon and Magee as their own nasty beastly academic "Pol Pots". The Ulster University experience raises broader issues for everyone seeking to oppose bullying in our academic community. Universities "export" bullies across international boundaries, and bullying senior bosses will often "jump before they are themselves sacked". It is rumoured that VC Nixon left Hobart to evade disciplinary action for the suicide of a bullied Arts school professor.

At Ulster, a member of the Celtic department had recently to be rescued from the university's Tower Building in a presumed suicide attempt following the "wipe-out" of that department. He had to be talked down from the roof of the tower block where he had taken a deadly cocktail of prescription anti-depressants and alcohol. In the recent past, the suicide of a prominent member of Ulster's business faculty was blamed on senior management. Ulster under Nixon now has one of the highest sickness absence levels of any university in the British Isles. It has been top of the academic union's "stress at work" warnings for decades. A growing phenomena, of academic "genocide" uprears its ugly head in our university system and "thugs" such as VC Nixon and their "hench men" such as HR Chief "Mad Bonnie" Magee are representatives of a "new order" of senior managers.

A united and sustained opposition by academic staff to this kind of academic bullying in the form of petitions and letters to parliament has never been more important. We must strive to find better and more effective ways in which these bullies are swiftly brought to account, the equivalent of the sort of international tribunals which have investigated gross violations of rights in civil society across the world. They need to be exposed at every step of their nasty way! Write to your MLA and your MP. Get them exposed at the House of Lords. Report them to the European Court of Human Rights! Get your story of bullying into the newspapers!

It is our duty and also our own imperative to expose bullying and malfeasance in public office in our universities and colleges. If we do not do it, believe me, bullying managers will come for us. In the immortal words of Pastor Martin Niemoller, who opposed Nazism:

"First they came for the Socialists, and I did not speak out— Because I was not a Socialist....Then they came for the Trade Unionists, and I did not speak out— Because I was not a Trade Unionist...Then they came for the Jews, and I did not speak out— Because I was not a Jew....Then they came for me—and there was no one left to speak for me."

November 22, 2016

Deakin University gags staff over harassment case

[Mr Elkadi... and even more on Mr Elkadi]

A "culture of silence" allows academics who display unacceptable behaviour to move between universities without their new employers being aware of their history, a whistleblower says.
Dr Melanie Thomson said her former employer, Deakin University, imposed a gag order on staff preventing them from talking about complaints against a scientist who has since moved on to a more senior position at another university.
At one stage, a female colleague who complained about the scientist resorted to placing a line of tape on the floor around her desk, and telling him to stay behind it.
Dr Thomson, a former lecturer in the school of medicine at Deakin University, said the scientist admitted to her that a complaint had also been made about him at his previous workplace.
She said the gag order imposed by Deakin forced her into a "morally bankrupt" position and prevented her from telling any future employer about the complaints.
"It put me in an awkward position of basically having to lie, or omit the truth," Dr Thomson said.
Dr Thomson has now decided to go public with her concerns, because she holds fears for the "mental health of all the staff" at his new place of work, and believes this kind of gag order is "unethical" in the way that it prevents future employers being warned about unacceptable behaviour.
"He may have become a model citizen," said Dr Thomson, but he "may be a serial perpetrator of bullying and harassment".
The gag order was part of a settlement reached between Deakin University and the scientist last year, which saw him leave the university after an investigation into bullying and harassment complaints.
In a statement sent to Background Briefing, the vice chancellor of Deakin, Professor Jane den Hollander, said that the university did not comment on "individual staffing matters ... and internal decisions and outcomes are not within the public domain".

Troubling behaviour
Deakin University was forced to deal with mounting complaints about the scientist during his time at the institution.
Two female colleagues within his department filed formal complaints. These scientists declined to speak to Background Briefing for this story.
Even as an investigation into the formal complaints was being set up, a new concern was brought to the attention of the head of the school of medicine, Jon Watson.
In an email to the human resources division of Deakin last year, Professor Watson noted he had just received yet another complaint about the scientist's behaviour, in addition to "the multiple previous complaints we have dealt with over the last year, and the two complaints [the HR division] are currently dealing with".
Concerns were raised not only by colleagues from his own department, but also by "various different departments of the university", according to Dr Thomson.
The two female colleagues who complained about the scientist were relocated away from him during the investigation.
Following the conclusion of the formal investigation, staff were told that the scientist had been suspended without pay from the university with immediate effect.

Striking a bargain
Just days later, Dr Thomson was told that the university had reached a settlement with the scientist.
She was warned in an email from the HR division that "one of the terms of the settlement is that the university take reasonable steps to ensure its employees do not disparage or comment negatively" about the scientist.
It is unclear why the university agreed to this deal, but Dr Thomson said the scientist had threatened legal action against the university.
Dr Thomson believed the university wanted to avoid bad publicity.
"The university is always interested in protecting their own reputation, and so if there is an incident of this type that is going on, they want to achieve an outcome which removes the perpetrator but does not affect and tarnish their reputation," she said.
Professor den Hollander rejected this.
"We strongly object to any suggestion that Deakin University has in any way 'contributed to a "culture of silence" around perpetrators of harassment and bullying' and/or that the university prioritises its own reputation over the safety and well-being of its staff," she said.
Speaking out
Dr Thomson has long been outspoken about the barriers facing women in science.
Much earlier in her career, she said she herself was a victim of sexual harassment.
"I, frankly, am sick of it. I'm sick of seeing it, and I've experienced it ... pretty much everywhere I've been as an observer and also directly as a victim myself," she said.
"I've seen that time and time again, people that are well known to be harassers and bullies get ahead and maintain their publication record, whereas the people they have affected end up leaving research.
"The taboo is so strong not to speak. But if not me, who? And if not now, when?"

November 14, 2016

A living nightmare - 'Prof' Platon Alexiou...


This man presents himself as a real 'Professor' - In fact he has not written a single scientific paper... This man presents himself as knowledgeable about curriculum evaluation matters - In fact he has no clue... But worse is to come... He bullies and blackmails his faculty repetitively, he lies, distorts facts and threatens his faculty on a regular basis and with the complete tolerance of his senior managers... Dr Platon Alexiou is a living nightmare.


None of the above claimed outputs appear in Google Scholar. Not surprisingly, no titles and dates are provided for the selected publications.

http://www.platonalexiou.gr/

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The serial bully displays behaviour congruent with many of the diagnostic criteria for Narcissistic Personality Disorder. Characterised by a pervasive pattern of grandiosity and self-importance, need for admiration, and lack of empathy, people with narcissistic personality disorder overestimate their abilities and inflate their accomplishments, often appearing boastful and pretentious, whilst correspondingly underestimating and devaluing the achievements and accomplishments of others.

Often the narcissist will fraudulently claim to have qualifications or experience or affiliations or associations which they don't have or aren't entitled to. Belief in superiority, inflating their self-esteem to match that of senior or important people with whom they associate or identify, insisting on having the "top" professionals or being affiliated with the "best" institutions, but criticising the same people who disappoint them are also common features of narcissistic personality disorder.

Narcissists react angrily to criticism and when rejected, the narcissist will often denounce the profession which has rejected them (usually for lack of competence or misdeed) but simultaneously and paradoxically represent themselves as belonging to the profession they are vilifying.

Fragile self-esteem, a need for constant attention and admiration, fishing for compliments (often with great charm), an expectation of superior entitlement, expecting others to defer to them, and a lack of sensitivity especially when others do not react in the expected manner, are also hallmarks of the disorder. Greed, expecting to receive before and above the needs of others, overworking those around them, and forming romantic (sic) or sexual relationships for the purpose of advancing their purpose or career, abusing special privileges and squandering extra resources also feature.

People with narcissistic personality disorder also have difficulty recognizing the needs and feelings of others, and are dismissive, contemptuous and impatient when others share or discuss their concerns or problems. They are also oblivious to the hurtfulness of their behaviour or remarks, show an emotional coldness and a lack of reciprocal interest, exhibit envy (especially when others are accorded recognition), have an arrogant, disdainful and patronizing attitude, and are quick to blame and criticise others when their needs and expectations are not met.

http://bullyonline.org/old/workbully/npd.htm