We all know it exists. The co-worker that just makes their boss’ life miserable and meetings are power struggles that hinge on games meant to humiliate the manager and make them look foolish. Or the employee refuses to provide important information or perform a task on time in order to sabotage their Boss and make them look inept to their superiors. Maybe the employee’s ideas weren’t implemented or they don’t like the performance review they received. Maybe they don’t like authority. Groundbreaking research in this area shows that the impact is the same. The study below found that: “Over half of the interviewees (including most of the managers who experienced an experience of upwards bullying) reported an increase in stress, along with anxiety symptoms such as shaking and sleeplessness. Interviewees also reported experiencing anxiety attacks and clinical depression.” Continue reading
“We are living in the age of arrogance”
Stanley B. Silverman says he was intrigued with the idea of measuring the level of arrogance in the workplace. Silverman, Russell E. Johnson and several Colleagues came up with the 22 item WARS scale to define these behaviors and the result is both fascinating and confirmation of what many of us have always suspected. The higher the level of arrogance the lower the level of performance, self-esteem and humility. At the core of the arrogant boss is the idea that they need to make sure that “their candle burns brighter” than anyone else by making “everyone else’s look smaller.” In a real life replay of the emperor’s new clothes, messengers are destroyed if they don’t tell these bosses what they want to hear – even if it actually destroys the business. Continue reading
I met Beth through our warm and supportive Facebook Group which encourages targets, past and present, to share information and resources with each other. Beth is publicly sharing her powerful story, printed below, to help raise awareness about the devastating impact of abusive workplaces. She did reach out to the EEOC but says they couldn’t help because her employer was able to make the case that her termination was based on business protocol. The same hurdle is required in the pending legislation she is lobbying for. So, from that perspective, we ask what might have helped her? Some states compensate for the mental duress like Beth experienced and even include back pay/front pay. Currently that depends on what state you live in and many advocates are fighting to have current laws strengthened and expanded on a national level. Our warmest thanks to Beth for sharing her story - for more stories or to share your own go to our sister site NoJobIsWorthThis.com .
This is “My Story” about being bullied by the Practice Manager of a Doctors office. She had been there about three years. I was there over fifteen. Looking back and trying to put the pieces of my life back together. I now know what was the begining of her attempt to control me and the start of the bullying. I was blind Continue reading