The document discusses the different types and causes of bullying, explaining that bullies target people they see as competent or popular in order to divert attention from their own inadequacies. It describes the various behaviors associated with bullying, such as excessive criticism, isolation, unrealistic demands, and harassment. The text also examines why certain personal qualities like integrity, determination, and trust make some people targets of bullying.
Never one to duck away from a controversial subject, world-class trainer and author of the highly successful Be the Ultimate Assistant, Bonnie returns to Executive Secretary LIVE to shine a light on a problem that affects over 65% of Assistants at least once in their careers.
If you have ever witnessed or experienced bullying, you know that it takes many forms -- from the “Devil Wears Prada” irrational diva to the co-worker who intentionally withholds important information to the manager who applies rules to certain people and not to others. All of it is bullying that is toxic to a healthy, happy and profitable workplace.
As someone who has first-hand experience with bullying, Bonnie has been researching this subject for years and has connected with some of the world’s experts on the subject. She will be focusing on the proactive and realistic solutions that Assistants are implementing that are slowing down the revolving door of staff who are resigning. Together, we will break the silence and eat the elephant…one bite at a time.
www.bonnielowkramen.com
Professor Tim Bentley
Director of Healthy Work Group
Associate Head of School of Management, Massey University
Private Bag 102904, Albany, Auckland 0745
t.bentley@massey.ac.nz
(Invited, Wednesday 26, Ilott Room, 3.50)
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
Never one to duck away from a controversial subject, world-class trainer and author of the highly successful Be the Ultimate Assistant, Bonnie returns to Executive Secretary LIVE to shine a light on a problem that affects over 65% of Assistants at least once in their careers.
If you have ever witnessed or experienced bullying, you know that it takes many forms -- from the “Devil Wears Prada” irrational diva to the co-worker who intentionally withholds important information to the manager who applies rules to certain people and not to others. All of it is bullying that is toxic to a healthy, happy and profitable workplace.
As someone who has first-hand experience with bullying, Bonnie has been researching this subject for years and has connected with some of the world’s experts on the subject. She will be focusing on the proactive and realistic solutions that Assistants are implementing that are slowing down the revolving door of staff who are resigning. Together, we will break the silence and eat the elephant…one bite at a time.
www.bonnielowkramen.com
Professor Tim Bentley
Director of Healthy Work Group
Associate Head of School of Management, Massey University
Private Bag 102904, Albany, Auckland 0745
t.bentley@massey.ac.nz
(Invited, Wednesday 26, Ilott Room, 3.50)
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
Michael Cosgrove from Workplace Laws discusses:
- Steps to prevent workplace bullying
- The process of dealing with workplace bullying after it occurs
- Legal frameworks, resources available for businesses and options for employees to have their workplace bullying issues dealt with effectively
Cover your workplace with LawPath's Workplace Policies Bundle: http://bit.ly/1AFe9VM
First of all, we can define “workplace bullying” as the tendency of individuals or groups to use persistent aggressive or unreasonable behaviour against a co-worker or subordinate.
Workplace bullying can include: verbal, nonverbal, psychological, physical abuse and humiliation. This type of aggression is particularly difficult because unlike the typical forms of school bullying, workplace bullies often operate within the established rules and policies of their organization and their society.
Bullying in the workplace is in the majority of cases reported as having been perpetrated by management and takes a wide variety of forms :unfairly treated,pPublic humiliation(s), regularly threatened with dismissal, any form of undermining behaviour, taking credit for things you have done, unfairly passed over for promotion or denied training opportunities, etc.
We have prepared a presentation, willing to clarify some important matters about this interesting subject.
This presentation is part of an awareness session on Domestic Violence and abuse and its effects on women. There are some concepts that were discussed on the training which were not included on the training such as: legal civil and criminal options to survivors. Policies, the effect on children etc. This training was aim to mental health professionals to understand the complex dynamics of the abuse and the effects on victims.
Five Steps to Prevent Abusive Conduct and Workplace BullyingAnderson-davis, Inc.
This checklist will assist you in writing a comprehensive abusive conduct policy and walk you through the key elements of an effective, engaging and interactive story-based anti-bullying/abusive conduct prevention training course.
The checklist provides excerpts of three definitions of abusive conduct, identifies what to include and what not to include, and euphemisms to avoid in an abusive conduct policy and its distribution. The list identifies the key elements of how to write a story-based and engaging abusive conduct prevention training course and topics to include, i.e., intervention, policy as a ‘living’ document, when supervisors should document and contact HR/EEO, four changes in CA law. It also notes the new Tennessee and California guidelines covering anti-bullying legislation and abusive conduct.
Important: Most of the policy and training checklists’ guidelines and suggestions also apply to writing a comprehensive anti-harassment policy and creating/vetting engaging and story-based harassment prevention and resolution training.
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
Timothy Dimoff talks about bullying behavior in the workplace, by employees and by supervisors. He explores what constitutes bullying behavior, including cyber-bullying and how bullying differs from harassment. He also gives practical guidance on how to differentiate between a tough management style and bullying, and examines the consequences of workplace bullying.
This presentation was created to explain what bullying is and how it is used. You might realize that you are the victim of bulling or that you are actually being a bully!
Michael Cosgrove from Workplace Laws discusses:
- Steps to prevent workplace bullying
- The process of dealing with workplace bullying after it occurs
- Legal frameworks, resources available for businesses and options for employees to have their workplace bullying issues dealt with effectively
Cover your workplace with LawPath's Workplace Policies Bundle: http://bit.ly/1AFe9VM
First of all, we can define “workplace bullying” as the tendency of individuals or groups to use persistent aggressive or unreasonable behaviour against a co-worker or subordinate.
Workplace bullying can include: verbal, nonverbal, psychological, physical abuse and humiliation. This type of aggression is particularly difficult because unlike the typical forms of school bullying, workplace bullies often operate within the established rules and policies of their organization and their society.
Bullying in the workplace is in the majority of cases reported as having been perpetrated by management and takes a wide variety of forms :unfairly treated,pPublic humiliation(s), regularly threatened with dismissal, any form of undermining behaviour, taking credit for things you have done, unfairly passed over for promotion or denied training opportunities, etc.
We have prepared a presentation, willing to clarify some important matters about this interesting subject.
This presentation is part of an awareness session on Domestic Violence and abuse and its effects on women. There are some concepts that were discussed on the training which were not included on the training such as: legal civil and criminal options to survivors. Policies, the effect on children etc. This training was aim to mental health professionals to understand the complex dynamics of the abuse and the effects on victims.
Five Steps to Prevent Abusive Conduct and Workplace BullyingAnderson-davis, Inc.
This checklist will assist you in writing a comprehensive abusive conduct policy and walk you through the key elements of an effective, engaging and interactive story-based anti-bullying/abusive conduct prevention training course.
The checklist provides excerpts of three definitions of abusive conduct, identifies what to include and what not to include, and euphemisms to avoid in an abusive conduct policy and its distribution. The list identifies the key elements of how to write a story-based and engaging abusive conduct prevention training course and topics to include, i.e., intervention, policy as a ‘living’ document, when supervisors should document and contact HR/EEO, four changes in CA law. It also notes the new Tennessee and California guidelines covering anti-bullying legislation and abusive conduct.
Important: Most of the policy and training checklists’ guidelines and suggestions also apply to writing a comprehensive anti-harassment policy and creating/vetting engaging and story-based harassment prevention and resolution training.
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
Timothy Dimoff talks about bullying behavior in the workplace, by employees and by supervisors. He explores what constitutes bullying behavior, including cyber-bullying and how bullying differs from harassment. He also gives practical guidance on how to differentiate between a tough management style and bullying, and examines the consequences of workplace bullying.
This presentation was created to explain what bullying is and how it is used. You might realize that you are the victim of bulling or that you are actually being a bully!
This presentation is all about bullying. What is the causes and effects of it and also what is the symptoms that we can know that person is in bullying stage
The video for this presentation is available on our Youtube channel:
https://youtube.com/allceuseducation A continuing education course for this presentation can be found at https://www.allceus.com/member/cart/index/index?c=
Most people do not enter into relationships with the intention of sabotaging it, yet that is exactly what ends up happening. In this presentation, we explore, in depth, certain behaviors that commonly sabotage relationships, how they are actually protective for the "saboteur" and what can be done to address them.
If you are standing up for yourself in the face of a bully and someone else such as a team-mate is not supporting you then they have a problem. If you do not believe that a bully is a bully the problem is YOU.
Safety in the workplace from Lateral Violence to Lateral Kindness Awasis 2016griehl
Lateral violence exists on a spectrum, from seemingly ordinary behaviour such as gossiping or criticism, to intimidation, racism and outright physical intimidation or harm. Lateral violence cannot thrive when employers, co-workers, and team-members become ethically and legally responsible. We do not accept bullying in our schools or other workplaces so why do we accept it or turn a blind eye within our teams? The concern is that lateral violence is happening or fostered at various levels and going on where we have learned to oppress one another and has become normal. Often, lateral violence is a mind-set based on fear rather than respect.
The goal of the presentation is to empower individuals to recognize lateral violence and intervene, through conflict resolution and to avoid unhealthy coping strategies. Having the conversation is what matters . . . it shows that everyone shares the responsibility for behaviour that affects our teams and our communities; we need to show our students healthy communication and role models so they will be able to model behaviours to lead us into the future in a balanced and health way forward.
Lateral Violence Home Health Aid Conference NITHAgriehl
In Nursing, there exists a culture of lateral violence and bullying, I have finally come to the realization that what we are seeing is the symptom of something much larger, something that starts, grows, and is nurtured with our own participation. We communicate in ways that have the ability to support each other, but we can also communicate in ways that are hurtful, mean, and contribute to a culture of oppression. We need to change our culture.
A student in your class has made a couple of borderline rude comments but may be crossing the line today. As the facilitator, how would you handle such a situation?
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
New Explore Careers and College Majors 2024Dr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
3. What is Bullying?
Bullying is persistent unwelcome
behavior, mostly unwarranted or invalid
criticism, nit-picking, fault-finding, also
exclusion, isolation, being singled out and
treated differently, being shouted
at, excessive monitoring, having verbal and
written warnings imposed, and much more.
In the workplace, bullying usually focuses
on distorted or fabricated allegations of
underperformance.
4.
5. Why do People bully?
The purpose of bullying is to hide
inadequacy. Bullying has nothing to do with
managing etc; good managers manage, bad
managers bully. Management is managing;
bullying is not managing. Therefore, anyone
who chooses to bully is admitting their
inadequacy, and the extent to which a
person bullies is a measure of their
inadequacy.
6.
7. Bullies project their inadequacy on to
others:
To avoid facing up to their inadequacy and
doing something about it.
To avoid accepting responsibility for their
behavior and the effect it has on others.
To reduce their fear of being seen for what
they are, namely a week, inadequate and
often incompetent individuals.
To divert attention away from their
inadequacy.
8. Bullying….
Is obsessive and compulsive, has to have
someone to bully and appears to be unable to
survive without a current target.
Is a form of abuse and present behind all
forms of
harassment, discrimination, prejudice, persecut
ion, conflict and violence.
What bullies fear most is exposure of their
inadequacy and being called publicly to
account for their behavior and its
consequences.
9. A bully is a person who
Has never learn to accept responsibility for
their behavior.
Wants to enjoy the benefits of living in the
adult world, but who is unable unwilling to
accept the responsibility that are a prerequisite
for being part of adult world.
Abdicates and denies responsibility for their
behavior and its consequences.
Is unable and unwilling to recognize the effect
of their behavior on others.
Does not want to know of any other way of
behaving.
10.
11. Types of Bullying
Pressure bullying or unwitting bullying is where
stress of the moment causes behavior to
deteriorate; the person becomes short-
tempered, irritable and may shout or swear at
others. Everybody does this from time to time, but
when the pressure is removed, behavior returns to
normal, the person recognizes the inappropriateness
of their behavior, make amends and may apologize
and crucially learns from the experience so that next
time the situation arises they are better able to deal
with it. This is “normal” behavior and I do not
include pressure bullying in my definition of
workplace bullying.
12. Types of Bullying
Organizational Bullying is a combination of
pressure bullying and corporate bullying, and
occurs when an organization struggles to
adapt to changing markets, reduced income
cuts in budgets, imposed expectations and
other external pressures.
Corporate bullying is where the employer
abuses the impunity knowing that the law is
weak and jobs are scarce.
◦ “encourages” employees (with promises of
promotion and/or threats of disciplinary action) to
fabricate complaints about their colleagues.
13. Types of Bullying
Institutional bullying is similar to corporate
bullying and arises when bullying becomes
entrenched and accepted as part of the
culture. Usually used word is “agree to this or
else”.
Client bullying is where employees are
bullied by those they serve.
◦ Ex.
Nurses are bullied by patients and their relatives.
Social workers are bullied by their clients.
Shop/Bank/Building society staff are bullied by
customers.
14. Types of Bullying
Serial bullying is where the source of all
dysfunction can be traced to one
individual, who picks on one employee after
another and destroys them.
Secondary bullying is mostly unwitting
bullying which people start exhibiting when
there’s a serial bully in the department. The
pressure of trying to deal with a
dysfunction, divisive and aggressive serial
bully causes everyone’s behavior to decline.
15. Types of Bullying
Pair bullying is a serial bully with a colleague.
Often one does the talking whilst the other
watchers and listens. Usually it’s the quiet one you
need to watch. Usually the are off opposite gender
and frequently there’s an affair going on.
Gang bullying is a serial bully with colleague.
Gangs can occur anywhere, but flourish in
corporate bullying climates.
Vicarious bullying is where two parties are
encouraged to engaged in adversarial interaction or
conflict. Similar to gang bullying, although the bully
may or may not be directly connected with either of
the two parties.
16. Types of Bullying
Regulation bullying is where a serial bully
forces their target to comply with
rules, regulations, procedures or laws
regardless of their
appropriateness, applicability or necessity.
◦ Legal bullying is the bringing of a vexatious
legal action to control and punish a person is
one of the nastiest forms of bullying.
17. Types of Bullying
Residual Bullying is the bullying of all
kinds that continues after the serial bully
has left. Like recruits like and like promotes
like, therefore the serial bully bequeaths a
dysfunctional environment to those who
are left. This can last for years.
18. Types of Bullying
Cyber Bullying is the misuse of email
systems or Internet forums, etc. for sending
aggressive flame mails. Serial bullies have
few communication skills (and often
none), thus the impersonal nature of emails
makes it an ideal tool for causing conflict.
Sometimes called cyber stalking.
19. In environment where bullying is the norm, most
people will eventually either becomes bullies or
become targets. There are few bystanders, as
most people will eventually be sucked in.
It’s about survival: you either adopt bullying
tactics yourself and thus survive by not
becoming a target, or you stand up against
bullying and refuse to join in, in which case you
are bullied, harassed, victimized and scapegoat
until your health is so severely impaired that
you have a stress breakdown.
20.
21. People who are bullied
People who are bullied find that they are:
Constantly criticized and subjected to
destructive criticism (often
euphemistically called constructive
criticism, which is an oxymoron)-
explanation and proof of achievements
are ridiculed, overruled, dismissed or
ignored.
Forever subject to nit-picking and trivial
fault-finding (the triviality is the giveaway)
22. Isolated and excluded from what’s
happening (this makes people more
vulnerable and easier to control and
subjugate)
Singled out and treated differently (for
example, everyone else can have long
lunch breaks but if they are one minute
late it’s a disciplinary offense)
Belittled, degraded, demeaned, ridiculed,
patronized, subject to disparaging remarks
23. Regularly the target of offensive
language, personal remarks, or
inappropriate bad language
The target of unwanted sexual behavior
Threatened, shouted at and
humiliated, especially in fronts of
others
Taunted and teased where the intention
is to embarrass and humiliate
24. Set unrealistic goals and deadlines
which are unachievable or which are
changed without notice or reason or
whenever they get near achieving them
Denied information or knowledge
necessary for undertaking work and
achieving objectives
Starved of resources, sometimes whilst
others often receive more than they
need
25. Denied support by their manager and thus
find themselves working in a management
vacuum
Either overloaded with work (this keep
people busy [with no time to tackle
bullying] and makes it harder to achieved
targets) or have all their work taken away
(which is sometimes replaced with
inappropriate menial jobs such as
photocopying, filing, making coffee)
26. Have there responsibility increased but
their authority removed
Have their work plagiarized, stolen and
copied-the bully then presents their
target’s work as their own
Denied annual leave, sick leave, or-
especially-compassionate leave
When on leave, are harassed by calls at
home or on holiday, often at unsocial
hours
27. Encouraged to feel guilty, and to believe
they’re always the one at fault
Subjected to unwarranted and
unjustified verbal or written warnings
Facing unjustified disciplinary action on
trivial or specious or false charges
Coerced into reluctant
resignation, enforced redundancy, early
or ill-health retirement
28. A favorite tactics of bullies which helps
them evade detection is to undertake a
“reorganization” at regular intervals.
This has several advantages:
anyone whose face doesn’t fit can be
organized out through downsizing
(redundancy) or transfer
ditto anyone who challenges the
reorganization
29. ditto, their jobs can be “regarded” or
“redefined” to the person’s disadvantage
each reorganization is a smokescreen for
the bully’s dysfunctional behavior-
everyone is so busy copying with the
reorganization (chaos) that the bully’s
behavior goes unnoticed
the bully can always claim to be
reorganizing in the name of “efficiency”
and therefore be perceived by those above
as a strong manager
31. There are many reasons how and why
bullies target others, and the reasons are
consistent between cases. There are many
myths and stereotypes such as “victims are
weak”. Bullying often repeats because the
reasons that bullies target their victims
don’t change. Hence if we experienced
being bullied we should start ask
ourselves:
“Why do I keep getting bullied?”
“Why do bullies continue to bully me?”
32. How do bullies select their
targets?
The bully selects their target using the
following criteria:
Bullies are predatory and opportunistic
Being good are your job, often excelling
Being popular with people
More than anything else, the bully fears
exposure of his/her inadequacy and
incompetence; your presence popularity
and competence unknowingly and
unwittingly fuel that fear
33. Being the expert and the person to whom others
come for advice, either personal or professional
Having a well- defined set of values which you are
unwillingly to compromise
Having a strong sense of integrity
Having at least one vulnerability that can be
exploited
Being too old or too expensive (usually both)
Refusing to join an established clique
Showing independence of thoughts or deed
Refusing to become a corporate clone and drone
Jealousy (of relationships and perceived exclusion there from)and envy
(of talents, abilities, circumstances or possessions) are strong
motivators of bullying.
34. Events that trigger bullying
Bullying starts after one of these events:
The previous target leaves
There’s a reorganization
A new manager is appointed
Your performance unwittingly highlights, draws
attention to, expose or invites unfavorable
comparison with the bully’s lack of
performance
You may have unwittingly become the focus of
attention whereas before the bully was the
centre of attention
35. Obvious display of affection, respect or
trust from co-workers
Refusing to obey an order which violates
rules, regulations, procedures, or is illegal
Standing up for a colleague who is being
bullied – this ensures you will be the next;
sometimes the bully drops their target and
turns their attention to you immediately
Blowing the whistle on incompetence
, malpractice , fraud, illegality, breaches of
health & safety regulations etc.
36. Undertaking trade union duties
Suffering illness or injury, whether work related
or not
Challenging the status quo, especially
unwittingly
Gaining recognition for your achievements
Gaining promotions
37. Personal qualities that bullies
find irresistible
Targets of bullying usually have these qualities:
Popularity
Competence
Intelligence and intellect
Honestly and integrity
Your
trustworthy, trusting, conscientious, loyal
and dependable
A well developed integrity which you’re
unwillingly to compromise
38. Your always willing to go that extra mile
and expect others to do the same
Successful, tenacious, determined, courag
eous, having fortitude
A sense of humour, including displays of
quick-wittedness
Imaginative, creative, innovative
Idealistic optimistic, always working for
improvement and betterment of
self, family, the employer and the world
ability to master new skills
39. Ability to think long terms and to see the
bigger picture
Sensitivity
Slow to anger
Helpful
Giving and selfless
Difficulty saying no
Diligent, industrious
Tolerant
Strong sense of honour
40. Irrepressible
An inability to value oneself whilst
attributing greater importance and validity
to ther people’s opinions of oneself
Low propensity to violence
A strong forgiving streak
A desire to always think well of others
Being unwilling to lower standards
A strong well-defined set of values which
you are unwilling to compromise or
abandon
41. High expectations of those in authority and a
dislike of incompetent people in positions of
power who abuse power
Low assertiveness
A need to feel valued
Quick to apologize when accused, even if not
guilty
Perfectionism
Higher – than – average levels of
dependence, naivety and guilt
A strong sense of fair play and a desire to
always be reasonable
42. High coping skills under stress, especially
when the injury to health becomes apparent
A tendency to internalize anger rather than
express it
43.
44. What's the difference between
bullying and harrassment?
Acts of harassment usually centre around
unwanted, offensive and intrusive
behaviour with a sexual, racial or physical
component. Significantly, the Protection
from Harassment Act accords emphasis
for the first time on the target’s perception
of the harassment rather than the
perpetrator’s alleged intent.
At present, if one is being bullied and is
white, British, able bodied and the same
gender as the bully, one is not currently
covered by discrimination law.
45. Definition of harassment and bullying vary and
there is much overlap. The essential between
harassment and workplace bullying are as follows:
Harassment Workplace bullying
•Has a strong physical component •Almost exclusively psychological, may
e.g. contact and touch in all its become physical later, especially with
forms, intrusion into personal space male bullies, but almost never with
and possessions , damage to female bullies
possessions including a person’s
work, etc.
•Few people recognize bullying
•Everyone can recognize
harassment, especially if there’s an
assault, indecent assault or sexual
assault •Workplace bullying tends to fixate on
trivial criticisms and false allegations
•Harassment often reveals itself of underperformance; offensive words
through use of recognized offensive rarely appear, although swear words
vocabulary, e.g. (“bitch”, “coon”, etc.) may be used when there are no
witnesses