Medical Whistleblower Canary Notes Newsletter 2 Bullying February 2006 Vol 1 Issue 2

Medical Whistleblower February 2006 Volume 1 Issue 2 Medical Whistleblower’s Canary Notes Inside this issue: Do you recognize these 2 bullying behaviors? Tim Field — Anti-bullying Advocate What is the profile of a 3 typical bully? Tim Field died of cancer in January 2006 What are bullying’s 3 typical outcomes? aged 53, but he will never be forgotten by those who The Target of the Bully 4 gained so much from his advocacy regarding Bullying The Problem of 4 in the Workplace. He was born in the UK and Workplace Violence worked in computer science for nineteen years. He What is workplace was himself a target of Bullying in the Workplace. In bullying? 1996 he founded the UK National Workplace Bully- “Workplace bullying is persistent, unwelcome, ing Advice Line. He wrote and published a book intrusive behavior of one or “Bully in Sight” based on his own experiences and more individuals whose actions pre- impressions of calls from over 10,000 cases world- vent others from fulfilling their wide to his advice line. The book tells about how to predict, resist, challenge and duties.” Tim Field combat workplace bullying. The first part of the book seeks to define what a bully is and the second part offers suggestions to the challenges and how to combat workplace bullying. Tim Field stresses that Workplace Bullying is very serious and Whistleblowers Australia have a web-site at can have long term negative effects on the targets of the Bully. Tim Field brought http://www.uow.edu.au/ attention to the problem of school playground bullying and its serious effects on arts/sts/bmartin/dissent/ children. He pointed out in his web site that long term Bullying can cause psychiat- ric injury and can lead to Complex Post Traumatic Stress Disorder and even suicide.

Medical Whistleblower’s Canary Notes Volume 1 Issue 2 Do you recognize these Bullying Behaviors? Falsely accused someone of "errors" not actually made Stared, glared, was nonverbally intimidating and was clearly showing hostility Discounted the person's thoughts or feelings ("oh, that's silly") in meetings Used the "silent treatment" to "ice out" & separate from others Exhibited presumably uncontrollable mood swings in front of the group Made up own rules on the fly that even she/he did not follow Disregarded satisfactory or exemplary quality of completed work despite evidence Harshly and constantly criticized having a different 'standard' for the Target Started, or failed to stop, destructive rumors or gossip about the person Encouraged people to turn against the person being tormented “Bully targets at Singled out and isolated one person from co-workers, either socially or physically work are not always the Publicly displayed "gross," undignified, but not illegal, behavior introverted loners Yelled, screamed, threw tantrums in front of others to humiliate a person of the Stole credit for work done by others playground. They Abused the evaluation process by lying about the person's performance are often bright, Criticized "insubordinate" for failing to follow arbitrary commands social people. They are well- Used confidential information about a person to humiliate privately or publicly liked and Retaliated against the person after a complaint was filed respected, good Made verbal put-downs/insults based on gender, race, accent or language, disability at their jobs and Assigned undesirable work as punishment typically have a Made undoable demands-- workload, deadlines, duties -- for person singled out strong sense of Launched a baseless campaign to oust the person and not stopped by the employer ethics and justice.” Encouraged the person to quit or transfer rather than to face more mistreatment Sabotaged the person's contribution to a team goal and reward RADHA CHITALE Ensured failure of person's project by not performing required tasks: signoffs, taking calls, ABC News working with collaborators Public screaming, Illegal verbal tactics Post-complaint retaliation The Workplace Bullying Denied training or time to succeed in new job Institute (USA) is a non- profit organization founded Sabotaging a person's contribution and coordinated by Drs. Timing mistreatment to correspond with medical or psych Gary and Ruth Namie. vulnerability Withholding resources for success, then blaming the target Go to http:// www.bullyinginstitute.org/ Name calling Uninvited invasion of office space & scrutiny of e-mails Case consultation available by Drs. Namie (360) 656-6630 Engaging in physical sexual aggression Admin@bullyinginstitute.org Threatening job loss, punishment namie@bullyinginstitute.org Interfering with paycheck or earned benefits

Medical Whistleblower’s Canary Notes Volume 1 Issue 2 Page 3 What is the profile of the typical bully? Tim Field: 90% of the cases reported to the UK National Workplace Bullying Advice Line involve a serial bully who can be recognized by their behavior profile which includes compulsive lying, a Jekyll and Hyde nature, an unusually high verbal facility, charm and a considerable capacity to deceive, an arrested level of emotional development, and a compulsive need to control. The serial bully rarely commits a physical assault or an arrestable offence, preferring instead to remain within the realms of psychological violence and non-arrestable offences. “The purpose of What are Bullying’s typical outcomes? bullying is to hide the inadequacy of Tim Field: In the majority of cases, the target of bullying is eliminated through the bully and has nothing to do with forced resignation, unfair dismissal, or early or ill- health retirement whilst the bully is "management" or the achievement promoted. After a short interval of between 2-14 days, the bully selects another target of tasks. Bullies project their and the cycle restarts. Sometimes another target is selected before the current target is inadequacies onto others to distract eliminated. and divert attention away How often does Bullying occur? from the inadequacies” Tim Field: Surveys of bullying in the UK indicate that between 12-50% of the workforce experience bullying. Statistics from the UK National Workplace Bullying Tim Field Advice Line reveal that around 20% of cases are from the education sector, 12% are from healthcare, 10% are from social services, and around 6% from the voluntary / charity / not-for-profit sector. After that, calls come from all sectors both public and private, with finance, media, police, postal workers and other government employees featuring prominently. The workers in the caring professions (such as medical pro- fessionals) were on the top of the list of bullied workers.

The Target of the Bully: Medical Whistleblower By standard criteria of job performance, the target is at least average, probably above average. Dr. Janet Parker Rumors and gossip circulate about the target’s misdeeds: P.O. Box C “Did you hear what she did last week?” Lawrence, KS 66044 The target is not invited to meetings or voted onto Phone: 360-809-3058 committees, is excluded or excludes self. Fax: None E-mail: MedicalWhistleblower@gmail.com Those involved in bullying behavior share the conviction that the target needs some kind of formal punishment, “to be taught a We are on the Web! lesson.” MedicalWhistleblower.googlepages.com They use emotion-laden, defamatory rhetoric about the target in oral and written communications. The target is seen as personally abhorrent, with no redeeming qualities; stigmatizing, exclusionary labels are applied. Supporting the Emotional Health of all Whistleblowers and their friends, supporters and families. The bullies use formal expressions of collective negative sentiment toward the target, like a vote of censure, signatures on a petition, meeting to discuss what to do about the target. The Problem of Workplace Violence Bureau of Justice Statistics 2001 1.7 million workers are injured each year during workplace assaults Violent workplace incidents account for 18% of all violent crimes Each year there are 807 workplace homicides Hospital Workers are at High Risk “Bullying is psychological vio- Hospital Risk Factors: Long waits for service, Overcrowding, Lack of staff training lence” Dr. Gary Namie, Director of and policies for dealing with potentially volatile patients, Drug and Alcohol Abuse, the Workplace Bully- ing Institute (WBI) in Bellingham, WA, Inadequate security, Working Alone and author of “The Bully at Work.” Typology of Violence: I. Criminal Intent - 85% of workplace homicides fall into this category www.bullyinginstitute.org PO Box 29915, II: Customer/client - 3% of all workplace homicides. Bellingham, WA 98228 360-656-6630 III: Worker-on-worker - 7% of all workplace homicides. IV: Personal relationship - 5% of all workplace homicides.

Medical Whistleblower Canary Notes Newsletter 2 Bullying February 2006 Vol 1 Issue 2

by MedicalWhistleblower on Aug 30, 2009

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