Forums
Bullying in the Workplace
Life in Workforce Management
Bullying in the Workplace
Share your stories of workforce-management success in contributing to your business' bottom line, as well as your tales of business bloopers and blunders.
I am wondering if this is a topic that is becoming more prevalent in the workforce today.
If so, is there an interest in people attending workshops on recognizing bullying and strategies to help the
0
Cat:Topic ForumsForum:ForumId55
Cat:Topic ForumsForum:ForumId55Discussion:DiscussionId26661
Forums » Topic Forums » Life in Workforce Management » Bullying in the Workplace
|
Bullying in the Workplace
posted at 4/11/2004 8:38 AM EDT
|
Posts: 6
First: 4/13/2002 Last: 5/24/2005 |
I am wondering if this is a topic that is becoming more prevalent in the workforce today.
If so, is there an interest in people attending workshops on recognizing bullying and strategies to help them through the process? I had the misfortune of being a target and am looking at putting together a workshop and also writing a book. I would appreciate your feedback. |
|
|
Bullying in the Workplace
posted at 6/24/2004 8:30 AM EDT
|
|
Posts: 63
First: 1/3/2003 Last: 8/10/2011 |
I'm almost ashamed to admit that I was the victim and didn't recognize the signs until more recently. The problem at work has been escalating for approximately for 2 years. I was dragged into the middle of a long-standing personality conflict between the Director and Associate Director. The Director was actually unaware that there was personality conflict!! When I recently realized the cunning, tactics used and agenda of the AD, I recognized I had been the unfortunate victim of bullying and intimidation by a very bitter employee who harbored such resentment and animosity for the Director. Almost a "split personality" if you will. The Director had no clue!
We are both part of the administrative team. I trusted the AD's opinions given the years of service to the organization and the sincerity presented. Although when the AD's complaints and aggressive behavior became too much to handle; to the point of punching me in the arm (tried to pass off as a "just kidding"), I realized this person was out of control. I went to the director with a fellow manager, who was also a victim. We both realized we had been lied to about several issues, and the director felt it was time to confront the AD. The director and I met with the AD last week. The situation was well out of hand with chaos erupting not only at our office but at the regional offices because of the lies and deceit. The AD was told she was toxic and needed to change if her employment was going to continue. The meeting resulted in the AD denying any wrongdoing and instead turned it around that we were the problem. Our lack of communication due to "result of our poor upbringing and marital problems." The AD further stated that abuse or mistreatment never happened in her youth, her marriage is perfect, and her children are perfect; therefore, she had no problems with communication. She then turned it on me, telling me that I betrayed her trust and the confidentiality of my position. My boss feels the AD is worth keeping given her past merits,longevity, and what she could bring to the organization if her behavior turns around. It was felt that this could be turned around with several discussions and possibly communication training. I feel the opposite. I made several attempts to let the AD know that I was not buying into her intimidation and lies any longer. It only served to aggravate her even more each time. In addition, the damage that has been done to the director's reputation may be irrepairable. The root of the problem still exists. |
|
|
Bullying in the Workplace
posted at 6/25/2004 4:22 AM EDT
|
|
Posts: 6
First: 4/13/2002 Last: 5/24/2005 |
I am sorr to hear of what you are going through, however, having lived it can only tell you about my experience.
The CEO was the bully, He was manipulative and told different people different things - to which I am only learning now. I was in charge of a change initiative and we were moving along nicely. I was brought into his office and told that I was moving too fast and it would take 10 years to make the change. I was then left out of meetings which affected how the change was accomplished. Additionally, I was isolated from the rest of the staff by having me housed with a different organization on the basis that there was no room. When I started to question and stand up for myself I was set up and fired. I just negotiated a settlement with them and woud have taken them to court but recognized that as long as I was battling them - they still had control. One of the things you will have to watch for is the AD now knows you have his/her number. There is only one thing left to do and that is to have you removed. Make sure that you take notes of every meeting. this was my saving grace - this is what the CEO was the most fearful of and what he wanted to get his hands on. I can only say after having been away from this organization for 5 months that I am a different person. Bullying causes huge stress. There is a website on bullying and it was a huge eye opener to me. I only wish I had seen it before I was fired. Good luck but take it from a fellow victim - look for other work and do not stay in this poisonous environment. |
|
|
Bullying in the Workplace
posted at 1/25/2005 11:28 AM EST
|
|
Posts: 3
First: 1/25/2005 Last: 1/25/2005 |
I know all to well what it is like to be bullied. I was a victim for several years. The owner was the bully. At times he would literally rip me to pieces. Then he would do a complete turn around and I was the best thing that ever happened to the company.
Although I was looking for a different job, during one of the rough times he fired me. The sad part is that I was denied unemployment. He lied through his teath and I didn't have a leg to stand on. I was't smart enough to keep a "diary" of dates, times, and notes about what happened. Unemployment and labor relations both told me "there is no law that says an employer has to be nice". I can understand that, but there is a difference between being nice and being abusive. Unfornutely there is little or nothing you can do besides getting another job. |
|
|
Bullying in the Workplace
posted at 1/25/2005 3:46 PM EST
|
|
Posts: 106
First: 4/29/2003 Last: 4/19/2008 |
Sounds like the US is a bit behind Australia on this issue, bullying is finally starting to be taken seriously here (long overdue).
Here's a couple of articles that may be of interest. http://www.findlaw.com.au/article/12958.htm http://www.seek.com.au/editorial/0-2-16_bullying.htm and one where the co-worker was held personally liable: http://www.humanresourcesmagazine.com.au/articles/64/0c025164.asp |
|
|
Bullying in the Workplace
posted at 1/26/2005 2:24 AM EST
|
|
Posts: 206
First: 11/21/2001 Last: 11/30/2006 |
The National Institute for Occupational Safety and Health (NIOSH) considers bullying to be a form of workplace violence. Many companies have adopted a zero tolerance policy re: violence at work. Even if that weren't the case, bullying creates a hostile work environment that brings morale and productivity down. Businesses that allow it deserve to find themselves in bankruptcy court. |
|
|
Bullying in the Workplace
posted at 3/8/2005 10:19 AM EST
|
|
Posts: 2
First: 3/8/2005 Last: 3/8/2005 |
There are some good books available about bullying but I think most of them miss a few important issues. Bullying is a hidden form of workplace violence that needs to be addressed by organizations at the top. It is particulary insidious when done by executives to their management subordinates. There are two reasons for this: 1) Many subordinate directors and managers, as a survival technique, begin to adopt the negative behavior and it is then perpetuated throughout the organization. 2)These executives are smart enough to know that yelling and hitting are quite visible, they also pride themselves in how cleaverly they can (or think they can) belittle and humiliate the victim without others realizing what they're doing. 3) They don't target weak individuals, as most authors claim. They target competent and capable individuals. They generally pursue one victim (for the most part) at a time, until they fire the individual or the individual quits. They will then move on to the next target. Bullying is a set of behaviors that stem from fear and feelings of inadequacy. Bullies seek control over others and will try to discredit or humiliate those who intimidate them or who they perceive as a threat(are more competent/more well-liked/etc.)
Most authors tell the victim to find another job. If there is no one in the organization with authority and willingess to remedy the situation, this is the best answer. But what is the advice to organizations? If you don't want your fearful and inadequate executive to chase away all your best people (and he/she will eventually do so as well as render them powerless to do their jobs) you must address this. These individuals are hurting your organization in more ways than I can possibly describe here. Some solutions are 1) release the bullying executive from employment. This is the easiest route and probably your only viable choice. 2) Provide executive coaching with (and only with) accountability measures in place. If you take this route, you must also take steps to rebuild damaged relationships and, again build in accountability steps. I believe workplace bullying is the greatest threat to organizational effectiveness today. Any organization that wants to be OPTIMALLY effective will take steps to create an environment where bullying and bullies cannot thrive. If your Director wants more information about this, please call me at Powell Human Resources 253-565-0830. |
|
|
Bullying in the Workplace
posted at 3/13/2005 8:10 PM EDT
|
|
Posts: 3
First: 3/8/2005 Last: 3/13/2005 |
The only solution is to purge the managers who have caused the intentional infliction of emotinal distress. We are a small company
yet we did what was the most honest and truthful response. The bully diregard company policies and our ee contract. Attempted to hold back the ee bonus. Ignored ee problems and complaint. Played favortizm and fratinized with like origin employees only. Provoked the ee. Now the ee has all his ducks in a row. The problem lays upon the managers whom disregards company policies. |
|
|
Bullying in the Workplace
posted at 3/14/2005 2:16 AM EDT
|
|
Posts: 6
First: 4/13/2002 Last: 5/24/2005 |
The bully that I was working for was the city manager of a municipal government. When I was let go on some trumped up charges (ie: they said I didn't ask for quotes from two sources for a $1500 purchase order (which by the way was never used) I called the mayor. The purchase order was for him by the way to complete a project. He said he knew what was happening, however, two days later I received my notice in the mail. they never had the guts to tell me to my face. I was on a week's sick leave because it eventually was making me so ill.
To date the manager is still there, the community hates him and wants him gone but the council is so weak they keep protecting him. Meanwhile three other long term employees have been either let go or laid off. The rest of the senior management have taken on the persona of the bully and absenteeism, and stress leave are off the wall. So while we say get rid of the bully it is not that easy - especially when it is the person at the top. Meanwhile it has taken me a year to get over my feelings of inadequacy. This from a very confident and competent person. I am fearful of entering another organization and feelings of "what could I have done differently" remain. I have restarted my consulting company - I have decided to work for myself. Interestingly one of the mid managers who retired last September is now working with me. He took early retirement to get out of the place. |
Forums » Topic Forums » Life in Workforce Management » Bullying in the Workplace
