Medical whistleblower canary notes newsletter 2 bullying february 2006 vol 1 issue 2


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Medical whistleblower canary notes newsletter 2 bullying february 2006 vol 1 issue 2

  1. 1. Medical WhistleblowerFebruary 2006Volume 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. HeWhat is workplace was himself a target of Bullying in the Workplace. Inbullying? 1996 he founded the UK National Workplace Bully-“Workplace bully-ing is persistent,unwelcome, ing Advice Line. He wrote and published a bookintrusivebehavior of one or “Bully in Sight” based on his own experiences andmore individualswhose actions pre- impressions of calls from over 10,000 cases world-vent others fromfulfilling their wide to his advice line. The book tells about how to predict, resist, challenge andduties.”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 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.
  2. 2. Page 2 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 persons thoughts or feelings ("oh, thats 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 persons 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 persons contribution to a team goal and reward RADHA CHITALE Ensured failure of persons 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 persons contribution and coordinated by Drs. Timing mistreatment to correspond with medical or psych Gary and Ruth Namie. Go vulnerability to http:// Withholding resources for success, then blaming the target Name calling Case consultation available by Uninvited invasion of office space & scrutiny of e-mails Drs. Namie (360) 656-6630 Engaging in physical sexual aggression Threatening job loss, punishment Interfering with paycheck or earned benefits
  3. 3. Medical Whistleblower’s Canary Notes Volume 1 Issue 2 Page 3What is the profile of the typical bully?Tim Field: 90% of the cases reported to the UK National Workplace BullyingAdvice Line involve a serial bully who can be recognized by their behavior profilewhich includes compulsive lying, a Jekyll and Hyde nature, an unusually high verbalfacility, charm and a considerable capacity to deceive, an arrested level of emotionaldevelopment, and a compulsive need to control. The serial bully rarely commits aphysical assault or an arrestable offence, preferring instead to remain within the realmsof psychological violence and non-arrestable offences. “The purpose ofWhat are Bullying’s typical outcomes? bullying is to hide the inadequacy ofTim Field: In the majority of cases, the target of bullying is eliminated through the bully and has nothing to do withforced resignation, unfair dismissal, or early or ill- health retirement whilst the bully is "management" or the achievementpromoted. After a short interval of between 2-14 days, the bully selects another target of tasks. Bullies project theirand the cycle restarts. Sometimes another target is selected before the current target is inadequacies ontoeliminated. others to distract and divertHow often does Bullying occur? attention away from the inadequacies”Tim Field: Surveys of bullying in the UK indicate that between 12-50% of theworkforce experience bullying. Statistics from the UK National Workplace Bullying Tim FieldAdvice Line reveal that around 20% of cases are from the education sector, 12% arefrom 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 andprivate, with finance, media, police, postal workers and other government employeesfeaturing prominently. The workers in the caring professions (such as medical pro-fessionals) were on the top of the list of bullied workers.
  4. 4. 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 ontoPhone: 360-809-3058 committees, is excluded or excludes self.Fax: NoneE-mail: Those involved in bullying behavior share the conviction that the target needs some kind of formal punishment, “to be taught aWe are on the Web! lesson.” 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 Whistleblowersand 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 Hospital Risk Factors: Long waits for service, Overcrowding, Lack of staff training violence” and policies for dealing with potentially volatile patients, Drug and Alcohol Abuse, Says Gary Namie, director of the Work- Inadequate security, Working Alone place Bullying Institute (WBI) Typology of Violence: in Bellingham, I. Criminal Intent - 85% of workplace homicides fall into this category Washington, and author of II: Customer/client - 3% of all workplace homicides. “The Bully at Work.” III: Worker-on-worker - 7% of all workplace homicides. IV: Personal relationship - 5% of all workplace homicides.