About bullyinworkplace

I am currently working on two documentaries. One involves both a traditional documentary about the devastating impact of Workplace Bullying and a transmedia project that turns it into an interactive web-documentary . The other more traditional project is about Maria Martin's groundbreaking work to train indigenous Mayan journalists in Guatemala who risk their lives to link their remote communities to the global dialogue. My documentaries have been broadcast internationally, and screened at major festivals including; HBO, PBS The Sundance Channel,The Sundance Film Festival, Human Rights Watch, Museum of Modern Art, Brooklyn Museum of Art,The Walker Art Center, The Warhol Museum, The Kitchen. 71 West Broadway: Ground Zero, New York, NY was selected as part of the memorial presentation at the Library of Congress, which has included it in the national 9/11 film archive. Portions of Invisible Revolution, were featured on ABC’s 20/20, Dateline, and HBO specials on domestic terrorism.

Divas in the Workplace

Posted on October 14, 2011 by bullyinworkplace

Managmement Today [UK] gives advice on how to deal with BIG EGOS:

If you are their boss

This is your key responsibility – so don’t shirk it, even if they are your star performer. It is rare in business today that one person can do everything; you need the whole team to succeed. Tackle them directly, and in private. The key message is ‘You are great, and you could be even better’. Focus on the fact that this type of behaviour is hindering their promotion prospects.

If you are their colleague

Remember to have the right mindset – you are not trying to put them down, you are trying to help them to be more effective. Tackle them in private, and if you can get another colleague to come along too then that helps. You need to show them that it’s not just ‘you versus them’ but that there is a wider consensus within the team that things need to change. Focus on giving them alternative behaviour strategies.

If you are an underling

This isn’t your responsibility – but you can transform the working environment and your own reputation positively if you choose to tackle the big egos – remember David and Goliath. Strange as it may seem, it’s best to tackle them in a very public forum: our culture does not allow egotists to crush the little people, so you will get back up from others. Focus on how their behaviour is demoralising you and others – so the emphasis is not on them, but the effect it has on you. Try and have a word with one of their work colleagues beforehand so you know you have an instant ally.

We all want great strikers on our team who can get the ball in the back of the net at the critical time. We all accept that with some of these skills is bound to come a good dollop of personal ego, and we can cope with it most of the time. We also all have a duty to stand up to these egos when they get too big for their boots

– Christopher Barrat is a motivational speaker and communications expert to those in the public eye. He can be contacted at www.greystone.co.uk read the full article here

Should Steve Jobs “management style” continue?

Posted on October 11, 2011 by bullyinworkplace

Here’s a dilemma for those of us concerned about workplace bullies: Steve Jobs. One of the arguments for ‘zero tolerance’ and proposed legislation is that no one is irreplaceable. The public response to Jobs’ death heralding him as this generation’s Edison also praised him for his ability to utilize team work and it’s hard to imagine anyone waiting in the wings who could have had such a global impact. But, stories about his true ‘management style ‘ have been public for years. So the real question is, does Steve Jobs fall under the definition of a workplace bully? Would legislation, like the bill proposed by the Workplace Bullying Institute currently pending in several States, have crippled Jobs’ ability to be a visionary of historic proportions? How do we take academic and legislative definitions and apply them to real workplace relationships? These are questions that all of us involved in lobbying for legislation need to wrestle with.

“Apple CEO Steve Jobs is known for his obsessive attention to detail and iron-fisted management style. He is often accused of making his subordinates cry and firing employees arbitrarily. But Jobs’ subordinates remain loyal. Several deputies–even those who have left the company–say they’ve never done better work. As one Apple employee told journalist John Martellaro, “His autocracy is balanced by his famous charisma–he can make the task of designing a power supply feel like a mission from God.” [Forbes 2009 ]

This week a New York Times article, “Defending Life’s Work With Words of a Tyrant,” begins with a story of grade school bullying. If you do a Google search on the term “workplace-bullying” you’ll find most reporters LOVE to start with phrases like: bullying moves out of the playground and into the board room. The New York Times is no exception:

The first time Steve Jobs ever bullied anyone was in the third grade. He and some pals “basically destroyed” the teacher, he once said.

For the next half-century, Mr. Jobs never let up. He chewed out subordinates and partners who failed to deliver, trashed competitors who did not measure up and told know-it-all pundits to take a hike. He had a vision of greatness that he wielded to reshape the computer, telephone and entertainment industries, and he would brook no compromise.

Maybe it is only the despair people feel about the stagnating American economy, but the announcement of the death of the Apple co-founder Wednesday seemed to mark the end of something: in an era of limits, Mr. Jobs was the last great tyrant.

Why do employees put up with it?

Most definitions of workplace bullying refer to a repeated pattern that includes actions like verbal abuse and humiliation that take place over time. But, while the NYTimes article seems to confirm this pattern, why do employees put up with it? And more importantly, if they do buy in, is it still fair to call it bullying?

There are numerous articles that link narcissism to bully bosses. Back in 2006, Forbes noted how difficult it was to work for visionary CEOs like Jobs in an article titled, The Narcissistic CEO.

The desire to change the system is a defining element of narcissism. And while it can be inspirational to work for someone like that, interacting with a narcissist CEO can be torture. Don’t expect praise. Get used to hearing the word “I.” And be able to take lots of harshly worded criticism.

Jobs talked openly with Forbes about his management style and the work culture he was creating:

“When I hire somebody really senior, competence is the ante. They have to be really smart. But the real issue for me is, Are they going to fall in love with Apple? Because if they fall in love with Apple, everything else will take care of itself. They’ll want to do what’s best for Apple, not what’s best for them, what’s best for Steve, or anybody else.”

A players hire A+ players

Surveys and workplace bullying pundits say that bosses bully because they have low self-esteem and feel inferior to their employees. But, according to Guy Kawaski, Jobs certainly didn’t fall into this category:

Actually, Steve believed that A players hire A players—that is people who are as good as they are. I refined this slightly—my theory is that A players hire people even better than themselves. It’s clear, though, that B players hire C players so they can feel superior to them, and C players hire D players. If you start hiring B players, expect what Steve called “the bozo explosion” to happen in your organization.

Jobs own take on his demanding reputation:

“My job is to not be easy on people. My job is to make them better. My job is to pull things together from different parts of the company and clear the ways and get the resources for the key projects. And to take these great people we have and to push them and make them even better, coming up with more aggressive visions of how it could be.” [CNN]

Should this ‘Leadership Legacy’ really continue?

Hopefully Jobs replacement will have greater empathy towards employees both here and abroad. Considering the pride Jobs reportedly took in controlling each detail of the product he created, his apparent disregard toward the suicides and horrendous working conditions in factories in China that create the iPhone is deeply disturbing. Back in 2009 the Harvard Business Review probably summed up his legacy as a leader best:

…Humility is not part of the Steve Jobs leadership repertoire — and that’s worked out fine for him. But humility has become a crucial part of the job description for leaders who aren’t Steve Jobs. So marvel at his products, applaud his feel for design, wonder at his capacity to cast such a large shadow over so many industries — and, by all means, pray for his speedy recovery and long health. But don’t think you’ll do better as a leader by acting more like Apple’s leader. Trust the art, not the artist. [Harvard Business Review 2009]

RIP Steve Jobs!

This article was written on a MAC and published to iPads & iPhones everywhere.

Ventura County Uses Workplace Violence Policies to Stop Bullying

Posted on October 9, 2011 by bullyinworkplace

Last May the Ventura County Grand Jury (CA) submitted their “Final Report on Bullying in the Workplace.” Free of divisive and accusatory rhetoric it neatly outlines the need and procedures necessary to start correcting the situation. Included in the report is a link to an online Sample Workplace Bullying Policy. The report includes discussion of overlaps with existing discrimination and workplace bullying policies:

“FI-02. Processes in place to report workplace behavior problems are not trusted by employees because the agency with the alleged bullying issue is allowed to investigate complaints using personnel within its own organization. This system risks the exposure of a complainant’s identity and reinforces employee perception that the investigation would not be conducted fairly. (FA-05, FA-06, FA-12).”

“The Grand Jury recommends that the Ventura County Board of Supervisors (BOS) issue a policy against bullying and collect data to identify the existence and extent of bullying in branches of County government. The CEO-HR should establish an independent process to report cases of bullying. This process should include a separate bullying hotline staffed by non-County personnel for documenting complaints. Investigations into bullying complaints should be coordinated by the CEO-HR. This should include direct oversight of all investigators and enforcement of restrictions that preclude investigators from handling complaints within their own departments”

Board Response and Changes

Equally fascinating is the Boards response [September 2011]. NB: While some have said there’s no “bite” in the Grand Jury’s ability to implement changes, this approach should mesh well with the goal of many advocates for anti-bullying legislation who claim they are against large settlements and are really fighting to put policies and procedures in place. The actions of the Board shows how quickly and cost effectively many of our workplaces can comply with needed changes. SEIU did a survey that found widespread bullying. Although it should be noted that their definition very broad. Here are some “highlights:”

“Jodie’s Law” needs “Teeth” to fight workplace bullying

Posted on September 27, 2011 by bullyinworkplace

In 2010 I posted my short documentary “Jodie’s Law” about a young woman who her family alleges committed suicide due to workplace bullying. This is an update from her Aunt:

We have received tremendous response from your documentary both Nationally and around the world.

We/My family always felt if sharing the heartbreak of our family would help save one life, our efforts and Jodie’s death would not have been in vain. Having taken that step forward, has brought many to us who have told us they were prepared to take their life when they saw your documentary or read our stories, and they pulled back from the brink, saving their loved ones the pain they endured. Normally those accounts have also been accompanied with statements of renewed courage to face their situation, their bully, or find a different job.

There have also been e-mails asking to speak with me directly as they were contemplating taking their lives. With my heart in my throat, I felt I could not dial their phone numbers quickly enough. But through the mercy of God, I reached each caller, listening to the pain of their experiences and the dire choices they believed were in front of them. These callers repeatedly expressed their gratitude; but I too felt grateful, as helping is part of healing ones broken heart. Though there are times I still hold my breath when we interact, most have found their footing and belief in themselves. This does not mean there was a rosy job in front, just waiting for them. The struggles have been long and hard; but joyfully many have gone on to find new and fulfilling careers. For those who continue to struggle, I remind them they are the heros, for they are survivors; as well as hold them in my heart and prayers.

Add “Teeth”to Pending Legislation:

Passage of Healthy Workplace Legislation seems to drag on. Perhaps this is the way it goes when trying to pass a law. I admit I am still a novice to the roll of Citizen Lobbyist. The political outlook in Wisconsin has been very dire. Yet, State Representative Kelda Roys, and Senator Jon Erpenbach, sponsors of the Wisconsin bill, assure me that Jodie’s Law (as we like to call it) has not been lost on them; they are simply waiting for a more favorable political climate.

We, as a family find it discouraging that many working on the legislation insist on calling it a Healthy Workplace Bill as opposed to an Anti-Bullying bill. We think there has been so much news in the media about bullying, that it should no longer be considered an aggressive term when working for a law against it in the workplace. There are few people who are not familiar with the term Bullying when it comes to schools and young people, as the numerous pieces of legislation indicate. Also the idea that the law would have to prove malice seems unacceptable. It is not required in other protected status laws, so it does not seem wise to set a precedent now.

Also, we would like to see a tougher stance to adding some financial teeth if employer negligence is found. I/we have not given up on these bills. We write, call, sign petitions, and anything else we can feasibly do to help them along. I try to keep up with all that is posted on Facebook, writing responses, opinions, bringing up Jodie’s story, etc. and always including the link to your documentary. We are in the process of having a brochure of Jodie’s story printed so we may easily hand it out when people ask about our button that we still wear with Jodie’s picture & caption Workplace Bullying Breaks Hearts

I am chagrined there are times it all gets to be too much for me and my spirit sags and I find myself on the verge of days of depression. Jodie’s Mom encourages me to take a break from it all for now, or maybe for always, as she says Jodie would be proud of what I have accomplished and she would not want to see me ruin my health or lose the joy of life. So I have been giving myself permission to do just that.

Expanding Advocacy Efforts:

We sisters have talked some about focusing our work towards the children and teens anti-bullying issues. Perhaps developing a program geared towards talking with children and teens, as well as parents, teachers, administrative leaders, as well as school boards and city/county board members. Jodie was a leading member of DECA in her high school and we feel the DECA program would be a good place to start. This is all in the talking stages for us, put we do feel at times our efforts would be better spent in that direction. Many States have passed Anti Bullying laws for children and schools, so we may have a better foot in the door. Growing our citizens of tomorrow with an understanding of the damage caused bullying and the benefits of tolerance, may in the end bring the best results. Hopefully their parents would be learning right along with the kids, and then start to stand up for their own rights in the workplace as well.

We have been appalled at the number of suicides among young peopled. In Wisconsin a teen attempted set himself on fire, and in Minnesota two middle-school girls made a suicide pact and hung themselves, all due to bullying. Jodie’s daughter is now 10 years old. These stories have scared me to death! Over dinner I spoke with our little girl about what they are taught in school about bullying. It seems it is discussed frequently, as she had a lot to tell me. I also gave her a book about bullying published by the American Doll company. Because she has a very active 6 year old brother, we never got a chance to get back to the book or the subject, but at least it is a start. We have not yet broached the subject of suicide. It seems like such a cruel topic to confront and we have not had the right moment to talk with her Daddy about it and what and when he thinks the subject should come up. It is still all very heartbreaking but everyone is heroically carrying on and doing what each of us can to help the other along.

Family Life:

Jodie’s husband is doing a great job in raising the children, though he seems to steer pretty carefully away from any serious discussions with us about Jodie, and all that has occurred, yet relations between all of us are becoming more comfortable. He brought the kids to Florida for the first time since Jodie’s passing. We all went to Disney World & then spent Thanksgiving at Grandma Jean (Jodie’s Mom).

He has his hands full keeping the kids clothes clean, as well as the house, seeing their home work is done, fixing their meals, getting them to school and to bed, girl-scouts, religion classes, swimming, soccer, T-ball, and even coaching their teams. He loves the children very much. I think I can safely say they are his world, and the kids feel the same. Jodie’s daughter is very protective of her brother and watches over him and her Daddy like she is a little mother – sometimes more than either male of the house appreciates.

Grandma Jean (my sister & Jodie’s Mom) & I had a wonderful but short visit with them in August. We spent two nights at their place, where among other things we played salon and Jodie’s daughter gave us facials and did my hair (!) and her brother painted my fingernails and make-up. I only regret we did not take pictures of the end results! We …spent lots of time with their Auntie Lisa (Jodie’s sister in your video) and a lot of time in the swimming pool. It is always hard to say goodbye.

It is important to note that no single factor leads to suicide and Jodie’s employer did not respond to an offer to participate in the documentary.

“Dear Bully Boss”

Posted on September 7, 2011 by bullyinworkplace

I moderate a Facebook Group and something special is happening there. Last night I came home to find that several people had spontaneously posted “Dear Bully Boss” letters. I couldn’t help adding my own. It’s been cathartic for many of us. Here’s a sampling… [ names withheld for this posting but you can visit the group and add your own by clicking here]

Dear Bully Boss: I asked you repeatedly in a very nice way (at first) to please intervene when co-workers were making insulting comments directed at me, talking over me, excluding me and ignoring me when I asked for a cooperative and respectful workplace. If you had acted when I first approached you there would have been very few hard feelings and more than likely we all could have worked as a team..

Dear Bully Boss: F_ You! That’s all I can say. Oh, and another thing… “Karma” will come your way. It always does!

Dear BullyBoss: You insulted me, you talked about me behind my back, you underminded me, you made up lies about me, you talked AT me instead of TO me. You treated me like shit and then tossed me aside like I never mattered. It will take a long time for me to heal from your abuse but at least I know I will get better. YOU NEVER WILL.

Dear Bully Boss: I was not successfull in giving you my soul and all that you expected of me; however, I was able to succeed in giving you what you asked for. Sorry for the inconveniances this may have caused you. Pffft. ya right.!.!

Dear Bully Boss: It is obvious just how deeply entrenched in sand, denial, and do-goodery you are. You know EXACTLY what you did to me and others, as do your secretive and manipulative BOD chairs, and your spineless remaining staff. No one can lie that much and not be aware of it on some level — well, except for the absolute sickest of narcissistic sociopaths…

Add Your Own “Dear Bully Boss” Letter…

Workplace Violence: The Bullying Factor

Posted on August 29, 2011 by bullyinworkplace

Although OSHA “encourages” States to enact guidelines to prevent violence in the workplace “there are currently no specific standards for workplace violence.” So far only 25 States have actually done this leaving half the country’s workers unprotected. [Download New York’s recent law here.]

One type of violence is what most of us know as ‘going postal.’ Felix P. Nater retired as a postal inspector with 30 years experience and is currently the President of Nater Associates, a security management consulting firm specialzing in workplace security & workplace violence prevention. Here’s an article he wrote about the role bullying plays.

“The Root Cause”

A lot has been written about the workplace bully and so my approach will deal with the assessment and analytical process of workplace violence. During my years as a Postal Inspector on a Workplace Violence Interdiction Team in New York, I quickly gained an appreciation for the value of determining the “root causes” or “contributing factors” of incidents of Bullying and Bully Tactics. In all of the assessments conducted involving bullying behavior “root causes” and “contributing factors” enabled the investigative process to determine that in all cases the victim retaliated escalating the bullying to a physical altercation or threats of bodily harm. The bully created such an emotional response in his victim over time sufficiently enough to create a spontaneous response.

As such, I’ve come to define that Bullying is harassing, intimidating, offensive, degrading, demoralizing and humiliating to the victims: employee, co-workers and supervisors alike. The behavior was patterned, unfavorable, unwarranted and reasonably inappropriate for the workplace setting. While the individual Bully was obviously at fault, management for its failure to curb the behavior contributed to the hostility by creating a permissive environment that empowered the Bully. Sensing that he would not be sanctioned he acted with impunity. The unfortunate reality is that the Bully exists to fill a void; some thought his antics were funny; others relished in the abuse and banter; if it was racially or ethnically charged comments it had appeal to the bigots. As uncanny is it sounds most victims and witnesses interviewed after the fact were disgusted at knowing how long they were subjected to the abuse and how much they tolerated without intervention until the victim retaliated. It just happens over time like the diagnosis of cancer.

WHO ENGAGES IN BULLYING TACTICS?

An employee

Co-workers

Customers and employees

Employees and Clients

Employees and Vendors

Supervisors or manager

During the many threat assessments conducted, I learned that Bullying is a form of workplace entertainment by some and an accepted part of the workplace culture by others. You the victim must be willing to resist the victimization and confront the individual to avoid the potential for escalation ultimately leading to the unfortunate spontaneous and subsequent consequences for engaging in a fight. It’s easy to be intimidated by this behavior, it is designed to control you. However, don’t blame yourself for being the victim of Bullying. Report the Bullying immediately! It should not be sanctioned and should be addressed under your company’s Workplace Violence Prevention Policy.

WHAT CONTRIBUTES TO BULLYING?

Because Bullying is a pattern of abuse it must be dealt with immediately. The permissive environment is the dwelling place of this type of behavior. That it might be part of an organization’s culture is all the more reason for intervention. Left unabated, it creates the impression by the Bully that the culture condones it. Because employees are fearful of reporting the bully out of fear of retaliation, incidents go unreported. The lack of appropriate intervention by the supervisor or manager is especially the case when the employee is a good worker or a key individual in the business. The fact that the Bully is a supervisor or manager invokes fear and distrust in managements ability to curtail the threat sensing he would be sealing his fate if he makes a complaint. This sort of response is common and often came out during the interviews of victims and witnesses.

I am reminded of an article I read entitled: The Disruptive Clinician and the Impact on Patient Care, Lee G. Shanley, B.S., Director of Safety and Security Services at Nassau County Medical Center which appeared in the NCMC Proceedings Journal, fall 1996. He emphasizes the manipulative and controlling power superiors wield on the subordinates. He wrote, Medical staff who continually act out in a disruptive manner towards visitors, patients and other staff members undermine the very fabric of the healthcare facility. When an individual displays verbal abuse, open or veiled hostility, or threatening actions towards associates, the result more often than not is compromised patient carethis abuse if not addressed, and allowed to continue unchecked, will more than likely lead to a major patient care error. As a result of the stress caused by the situation, associates and other healthcare providers may tend to avoid contact with the offending individual whenever possible.

Bullying behavior can range from subtle to more obvious behaviors. Here are some Ive uncovered during the investigative process: name calling, innuendos, insults, offensive language, racial and sexual jokes, yelling and screaming, inappropriate comments about an individuals dress, life style, medical condition or general appearances, picking on family members, slander and belittling criticism, intentional isolation of an employee by the supervisor from normal interaction, training and career enhancement opportunities, overwork, unnecessary pressures, establishing impossible deadlines, making the person feel in adequate by reducing the workload, creating a feeling of uselessness and even hopelessness, undermines the work performance or effort, deliberately denying essential work-related information and data or even giving incorrect information, unexplained job changes, meaningless assignments or tasks beyond your skill level or ability, failure to give adequate acknowledgement or to recognize when due, tampering with your work products, reports, tools and equipment, teasing or regularly making you the brunt of pranks and practical jokes, intentional/unreasonable delays in processing requests for leave or vacation, requests for assignments, training or resolution of pay issues are but a few root cause or contributing factors which lead otherwise innocent victims to assault or threaten another in response to the Bullying (harassment, intimidation and abuse) Tactic.

THE EFFECTS OF BULLING ON THE INDIVIDUAL AND THE BUSINESS

Managing the workplace environment is an ongoing process, which goes beyond the production and services responsibility of supervisors and managers. I found that supervisors who failed to control hostile behavior contributed to safety hazards, increased injury compensation claims, lost workdays due to increased absenteeism, poor morale and potential civil actions against the business and individual for creating a hostile environment.

On the other hand, I found that the victim employee including the supervisors suffer from increased stress levels, anxiety and panic attacks, complaints of loss of sleep, bad health, impaired ability to make decisions, an incapacity to work, loss of confidence and self-esteem, reduced production, performance and efficiency, become accident prone and creates unsafe conditions as a result. In many cases the employee lost self-confidence and ability to cope in the workplace. Proper assessment and intervention is necessary if employees are to believe they will not become victims.

WHAT CAN YOU DO ABOUT THE BULLY?

Document the activity when it happens if you are not willing to report or confront the individual at this point.

Keep a record of the details of the type of activity and any potential witnesses for future reference.

Report the behaviors to management at some point.

Confront the Bully. Tell him/her you resent and object to the behavior.

Ask the Bully to stop or you will report him.

If you feel uncomfortable initiating contact go to your shop steward, supervisor or some other intermediary.

Never internalize the behavior otherwise festering will occur causing you to retaliate in frustration or even worst, become ill as a result.

WHAT CAN MANAGEMENT DO TO HELP?

If you dont have a Workplace Violence Crime Prevention Policy start working on one as soon as possible.

If you have a Workplace Violence Crime Prevention Policy insure it addresses the Bullying Tactics and the Bully.

Your policy should contain a caution statement on what the Bullying behavior is.

Employees should receive periodic Workplace Violence Prevention Awareness Training.

Supervisors should be trained in issues relating to managing the workplace environment and conflict resolution.

Employees should be encouraged to report all incidents without attribution or retaliation.

Employees should be encouraged to pursue alternative means shop steward/intermediary) to confront the Bully.

Provide for conflict mediation and intervention by EAP and/or the Security Director.

Conduct comprehensive Threat Assessments of each situation to prevent further escalation.

Institute progressive disciplinary procedures to address the repeat or ongoing Bully.

Create an environment where such behavior is not tolerated and will not be condoned.

When in doubt pick up the phone and call an expert or visit his website at http://www.naterassociates.com.

About the Author: Felix P. Nater is the President of Nater Associates, a security management consulting firm specialzing in workplace security & workplace violence prevention. Felix retired as a postal inspector with 30 years experience. Republished with his permission.

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