Human Resources can be the company’s champion by decreasing company costs. One sure-fire way to reduce company costs is to have a solid, well communicated, and enforced anti-workplace bullying policy.
Here is a basic outline for creating a policy:
1. Enlist support of upper managers and administration.
2. Use HR’s bountiful access to personnel records to compile data on the
a. Number of voluntary and involuntary departures
b. Reasons for voluntary and involuntary departures
c. Cost of recruiting and selecting replacements
d. Cost of training replacements, including loss in productivity of
co-workers who assist new-hires or whose work reaches a bottleneck due to slower productivity when new-hires come on board.
e. Does a particular unit/department have significantly more absences than others?
3. Create an anti-bullying policy for the company that meets with administration approval.
4. Communicate the policy to all levels of the organization making sure it is clearly stated and accessible to all employees. Post it in the break room, so everyone knows what bullying is and how to report it.
5. ENFORCE the policy.
If your organization already has a policy, review it to determine whether it adheres to the Healthy Workplace Bill.
In time workplace bullying will be illegal. Now is the time to create your policy and be ready for the law.
Thursday, February 19, 2009
Sunday, February 8, 2009
Your Thoughts Determine Your Destiny
Regardless of who we are, where we are, and what we do, attention to these words may lead us to be better people at work and at home:
Watch your thoughts; they become words.
Watch your words; they become actions.
Watch your actions; they become habits.
Watch your habits; they become character.
Watch your character; it becomes your destiny.—Origin Uncertain
Watch your thoughts; they become words.
Watch your words; they become actions.
Watch your actions; they become habits.
Watch your habits; they become character.
Watch your character; it becomes your destiny.—Origin Uncertain
Friday, February 6, 2009
Queen Bees and Bullies at Work
The obviously pregnant woman shook so violently from head to toe that I worried about the welfare of her baby. Was she cold? Was she nervous? No, she was enraged and trying with every fiber of her being to control her anger.
The key word is control--of herself and others. As a bully, she had a specific target. As a passive-aggressive personality, she had many years of practice in control before she met the target referenced here. Three of her techniques for retaining control were (1) to never divulge information about herself, (2) to always present herself as the image of perfection, and (3) to never lose self-control. Losing self-control would mean losing control of the situation and revealing something of her inner-self.
Passive-aggression, briefly defined as handling hostility or anger in underhanded ways, is reflected in the Gatekeeper category of workplace bullies. Gatekeepers often seize control by deviously withholding information and materials needed by other employees to do their jobs.
With some behaviors, she resembled office “Queen Bees”—collecting information that she may use against other employees, but never sharing information about herself. She was masterful at answering all questions with questions rather than statements.
Years later, control still is the name of her game. Control is her power. That’s what bullies are all about.
The key word is control--of herself and others. As a bully, she had a specific target. As a passive-aggressive personality, she had many years of practice in control before she met the target referenced here. Three of her techniques for retaining control were (1) to never divulge information about herself, (2) to always present herself as the image of perfection, and (3) to never lose self-control. Losing self-control would mean losing control of the situation and revealing something of her inner-self.
Passive-aggression, briefly defined as handling hostility or anger in underhanded ways, is reflected in the Gatekeeper category of workplace bullies. Gatekeepers often seize control by deviously withholding information and materials needed by other employees to do their jobs.
With some behaviors, she resembled office “Queen Bees”—collecting information that she may use against other employees, but never sharing information about herself. She was masterful at answering all questions with questions rather than statements.
Years later, control still is the name of her game. Control is her power. That’s what bullies are all about.
Friday, January 30, 2009
Are Workplace Bullies from Mars? They Can't Be from Venus.
It must be true that men are from Mars and women are from Venus. Last week I talked about the destructive power of bullies in the workplace at two association meetings on consecutive days. The first group was 80 percent men; the second was 100 percent women. I had seen the same reactions at other presentations on this topic, but coming on consecutive days, the differences were blatant.
Of the first group, a few men commented during the question-and-answer period, but not on their personal experiences, and only one woman participated. However, later as they were leaving, the women stopped to talk with me. They did not want to talk about having been targets of bullies while the men were present, but preferred to wait until we could speak one on one.
At the second meeting, which was all women, there was very little hesitation about speaking up. Approximately 75 percent of the women indicated workplace bullies have targeted them. This is terrible but not surprising when we remember that the vast majority of male bullies and half of female bullies target women.
In Roman mythology, Mars is the God of War and Venus is the Goddess of Love. In workplaces and in the world, war seems to rule and there is too little love. What do you do to bring a little more love and consideration into your workplace? Let me know.
Of the first group, a few men commented during the question-and-answer period, but not on their personal experiences, and only one woman participated. However, later as they were leaving, the women stopped to talk with me. They did not want to talk about having been targets of bullies while the men were present, but preferred to wait until we could speak one on one.
At the second meeting, which was all women, there was very little hesitation about speaking up. Approximately 75 percent of the women indicated workplace bullies have targeted them. This is terrible but not surprising when we remember that the vast majority of male bullies and half of female bullies target women.
In Roman mythology, Mars is the God of War and Venus is the Goddess of Love. In workplaces and in the world, war seems to rule and there is too little love. What do you do to bring a little more love and consideration into your workplace? Let me know.
Wednesday, January 28, 2009
Friends and Allies: Antidotes to Bullying
A wonderful woman told me a success story this week.
A few years ago, when she still worked in corporate America, a friend and colleague in her workplace was targeted by an especially large and self-important man. As the bullying continued, the target’s friends and allies began to rally around her and looked for ways to stop the bully. For almost a year, working their way up the hierarchical ladder level by level, they presented the situation to superiors but couldn’t get responses. Eventually, they learned the tightest bottleneck was two levels below the CEO and was also his cousin.
Because the cousin intercepted all their messages and attempts, they decided they would try to reach the CEO directly, but with no success, until one day when the CEO personally answered his phone. He actually took time to listen to the caller’s story and agreed to investigate. The happy result was that the bully, the cousin, and two of their buddies were fired.
Research indicates that in 83 percent of cases, the target is driven out and the bully remains. This woman’s story of success is rare in the world of workplace bullying, and it shows what ongoing support of friends and allies can do.
A few years ago, when she still worked in corporate America, a friend and colleague in her workplace was targeted by an especially large and self-important man. As the bullying continued, the target’s friends and allies began to rally around her and looked for ways to stop the bully. For almost a year, working their way up the hierarchical ladder level by level, they presented the situation to superiors but couldn’t get responses. Eventually, they learned the tightest bottleneck was two levels below the CEO and was also his cousin.
Because the cousin intercepted all their messages and attempts, they decided they would try to reach the CEO directly, but with no success, until one day when the CEO personally answered his phone. He actually took time to listen to the caller’s story and agreed to investigate. The happy result was that the bully, the cousin, and two of their buddies were fired.
Research indicates that in 83 percent of cases, the target is driven out and the bully remains. This woman’s story of success is rare in the world of workplace bullying, and it shows what ongoing support of friends and allies can do.
Saturday, January 17, 2009
Bullying, Sports, & Losing: A Volatile Blend
So, tomorrow is the long-awaited, history-making NFC Championship Game to be held in Glendale, Arizona. At this point, local and visiting fans are revved up, drinking, and partying, as they will until the game ends and, inevitably, one side loses. That's when the trouble begins. That's when the "losers" with too much to drink and bullying tendencies start venting their anger and frustration. Who are the likely targets? Spouses and significant others, kids, and pets. If the Cardinals lose, it will be an especially busy night for local police.
A word of caution: If you are the target of a workplace bully who is one of the "losing" fans, avoid the bully Monday morning. He or she might still be in a foul mood.
Sunday, January 11, 2009
Model for a Workplace Bullying Policy
Does your organization have a Workplace Bullying Policy? If not, it should.
Look at the following quotes from Desert Ore Contracting's Workplace Bullying Policy. The policy is clear, to the point, and short--only one page. Why does Desert Ore have this concise and workable policy? Because it is located in western Australia, where workplace bullying is illegal, as it will be in the United States eventually.
The Company Takes a Stand
"Desert Ore Contracting Pty. Ltd. is committed to providing a positive working environment free from intimidation, ridicule and harassment. Desert Ore Contracting will not tolerate threatening behavior including bullying, harassment, intimidation, threats and physical violence in the workplace."
"Desert Ore Contracting considers workplace bullying unacceptable."
Defines the Problem
"Workplace bullying is unreasonable behavior that generally is persistent, and that demeans, intimidates and humiliates employees, either as individuals or as a group."
Spells Out Consequences for Organization
"Workplace bullying may cause the loss of trained and talented employees, reduce productivity and morale, and create legal risk."
States Their Premise
"Desert Ore Contracting believes that all employees should be able to work in an environment free of bullying. Managers and supervisors must ensure employees are not bullied."
Clarifies Action Plan
"Desert Ore Contracting has issue resolution and investigation procedures to deal with workplace bullying. Any reports of workplace bullying will be treated seriously and investigated promptly, confidentially and impartially."
"Desert Ore Contracting encourages all employees to report workplace bullying. Managers and supervisors must ensure that employees or witnesses who make complaints are not victimized."
States Consequences for Bullies
"Disciplinary action wilL be taken against anyone where a complaint of bullying is found. Disciplinary action may involve a formal warning, counseling, or dismissal."
Desert Ore's Workplace Bullying Policy could be a model for organizations in the United States. Knowing the cost and consequences of workplace bullying and that it will become a legal issue, why not set up a policy now as Desert Ore and many European organizations have had to do?
Saturday, January 10, 2009
Workplace Bullies Are Bullies Outside Work, Too
Yesterday's Arizona Republic included two wire service fillers about mean, nasty behaviors toward one's neighbors. The first told of a 37-year-old man who tore open his neighbor's door with a chain saw. It seems that Robert Kane was upset because his neighbor's friend had parked in front of Kane's house.
The second story reported a man who had been sprinkling the driveways of neighbors he doesn't like with roof nails to cause flat tires. A policeman staking out a victim's home caught the perpetrator in the act of scattering nails. He was charged with harassment, criminal tampering, and mischief.
More than likely, these men are employed somewhere. How would you like be in the same workspace with either of them?
Workplace bullies are bullies before they darken the workplace door.
Saturday, January 3, 2009
Organizational Change: A Hotbed for Bullying
What's going on in the organization where you work? Are major changes taking place? Organizational changes are widely associated with bullying behaviors, and it makes sense.
Global competitiveness, downsizing, restructuring, intensified workloads, technological change, mergers, and acquisitions create STRESS. Many researchers believe these organizational changes are risk factors for bullying. Frankly, I doubt employees need researchers to reveal this fact: Almost forty percent of employees are living it.
Stress within organizations is no exception to the rule that for every action, there's a reaction. One chain reaction that occurs looks like this:
Greater Job Insecurity > Increased Stress > More Authoritarian Management Practices > Inappropriately Coercive Managerial Behaviors > Employees Less Likely to Challenge Aggressive Treatment > The Bullying Continues
This is an example of environmental factors, such as the depressed economy, interacting with organizational factors to contribute to workplace bullying. In the current economical environment, I anticipate that bullying, which is already a worldwide epidemic, will continue to increase, and I strongly urge targeted employees to take defensive action to protect your careers and your health. I also urge supervisors and managers to evaluate how stress is affecting your behavior.
As employees or employers, you can't afford workplace bullying.
Wednesday, December 17, 2008
Fireman Bullied at Tucson Fire Department
Last Spring, a Tucson firefighter began litigation proceedings against the Tucson Fire Department for their bullying activities against him. Adam Neal accused his co-workers of harassment that included “tying him up with duct tape,” according to an Associated Press article in the Arizona Republic.
Neal stated he endured daily abuse that his supervisors at the Fire Department said was “just part of the training.” Eventually, due to the stress induced by these workplace bullies, Neal required four days of inpatient therapy for depression.
As often happens, the claim was settled out of court. In this case, the settlement was $60,000 but, of course, the Tucson Fire Department had no comment.
From a bottom-line perspective, this case cost much more than $60,000. One of the additional costs includes the time wasted on non-productive activities:
-time devoted to bullying
-time lost due to low employee engagement of the bullies and their target
-time spent on preparing and defending the case
-absenteeism
That’s only the beginning.
The next time an organization calls you requesting a contribution, you might want to think about it twice before donating your hard-earned dollars. Do a little research first to learn whether the organization in question has wasted its funds on bullying and other forms of harassment. Somebody has to pay the costs of bullying. But I don’t want to. And you probably don’t either.
Neal stated he endured daily abuse that his supervisors at the Fire Department said was “just part of the training.” Eventually, due to the stress induced by these workplace bullies, Neal required four days of inpatient therapy for depression.
As often happens, the claim was settled out of court. In this case, the settlement was $60,000 but, of course, the Tucson Fire Department had no comment.
From a bottom-line perspective, this case cost much more than $60,000. One of the additional costs includes the time wasted on non-productive activities:
-time devoted to bullying
-time lost due to low employee engagement of the bullies and their target
-time spent on preparing and defending the case
-absenteeism
That’s only the beginning.
The next time an organization calls you requesting a contribution, you might want to think about it twice before donating your hard-earned dollars. Do a little research first to learn whether the organization in question has wasted its funds on bullying and other forms of harassment. Somebody has to pay the costs of bullying. But I don’t want to. And you probably don’t either.
Monday, December 8, 2008
Workplace Bullies in Training
Obsessive anti-social and paranoid behaviors are rampant among today’s young people. These disorders are not mere quirks, but are serious enough that they interfere with ordinary functioning. So reports Dr. Mark Olufson of Columbia University and New York State Psychiatric Institute.
Dr. Olufson and co-authors published a study this month in the Archives of General Psychiatry, which found that if drug and alcohol abuse are included, one-half of more than 5,000 young people (19 – 25) surveyed have some type of psychiatric condition. Second only to drug and alcohol abuse, personality disorders were the single largest category.
The statistics are frightening when we consider that at least 25 percent of these young adults will not receive treatment, yet most of them will likely be in workplace environments, if they aren’t already. Is it any wonder that workplace bullying is a worldwide epidemic and is on the increase?
Antisocial and paranoid behaviors are two descriptors frequently associated with workplace bullies. It seems that future workplace bullies are in training on college campuses and elsewhere right now.
Dr. Olufson and co-authors published a study this month in the Archives of General Psychiatry, which found that if drug and alcohol abuse are included, one-half of more than 5,000 young people (19 – 25) surveyed have some type of psychiatric condition. Second only to drug and alcohol abuse, personality disorders were the single largest category.
The statistics are frightening when we consider that at least 25 percent of these young adults will not receive treatment, yet most of them will likely be in workplace environments, if they aren’t already. Is it any wonder that workplace bullying is a worldwide epidemic and is on the increase?
Antisocial and paranoid behaviors are two descriptors frequently associated with workplace bullies. It seems that future workplace bullies are in training on college campuses and elsewhere right now.
Thursday, November 20, 2008
Are Workplace Bullies Animal Abusers?
Will current attention and discussion on workplace bullies expose animal abusers? Think about it.
Workplace bullies are likely to have been schoolyard bullies. As very young children schoolyard bullies were probably cruel to animals. This is well researched and documented.
The path leading from small children who pull wings off butterflies to bullies in the workplace is logical, and why would we believe that a person who undermines and terrifies a fellow employee wouldn’t continue to abuse animals, especially convenient household pets? Or even worse, sponsor or breed dogs for pit fights? The thought sickens me.
More on this later.
Workplace bullies are likely to have been schoolyard bullies. As very young children schoolyard bullies were probably cruel to animals. This is well researched and documented.
The path leading from small children who pull wings off butterflies to bullies in the workplace is logical, and why would we believe that a person who undermines and terrifies a fellow employee wouldn’t continue to abuse animals, especially convenient household pets? Or even worse, sponsor or breed dogs for pit fights? The thought sickens me.
Tuesday, November 11, 2008
What Makes Bullies’ Brains Brighten?
Is it possible bullies can’t help being bullies? According to a recent study from the University of Chicago, behaving like a bully gives bullies pleasure.
Dr. Benjamin Lahey, a psychologist and co-author of the study had expected that bullies would be indifferent to the pain of others. Contrary to expectations, Dr. Lahey found that when 16- to 18-year-old boys observed videos depicting painful situations, both accidental and intentional, they registered brain activity in pleasure-related and pain-related areas. Additionally, their brain scans showed NO activity in the portion of the brain that helps regulate self-control.
Not only do bullies experience pleasure from seeing people in pain, but they are likely to respond to perceived “threats” or “insults” with knee-jerk, out-of-control behaviors—a dangerous combination that is positively reinforced every time they bully somebody.
What can be done? Dr. Lahey looks to the development of therapies to either treat or compensate for bullies’ lack of self-regulation.
For further work with students and communities regarding school bullying, visit the Olweus Bully Prevention Program site. This program began in Bergen, Norway, with the research of Dan Olweus, Ph.D., and is jointly supported in the United States by Hazelden (Minnesota) and Clemson University, where many people have been trained in the Olweus system and are now dispersed across the nation.
Thank you to Jackie Dishner, The Bike Lady, for drawing my attention to this study.
Jean R. McFarland, Ph.D. Author of Bullies Among Us, What To Do When Work's No Fun
Dr. Benjamin Lahey, a psychologist and co-author of the study had expected that bullies would be indifferent to the pain of others. Contrary to expectations, Dr. Lahey found that when 16- to 18-year-old boys observed videos depicting painful situations, both accidental and intentional, they registered brain activity in pleasure-related and pain-related areas. Additionally, their brain scans showed NO activity in the portion of the brain that helps regulate self-control.
Not only do bullies experience pleasure from seeing people in pain, but they are likely to respond to perceived “threats” or “insults” with knee-jerk, out-of-control behaviors—a dangerous combination that is positively reinforced every time they bully somebody.
What can be done? Dr. Lahey looks to the development of therapies to either treat or compensate for bullies’ lack of self-regulation.
For further work with students and communities regarding school bullying, visit the Olweus Bully Prevention Program site. This program began in Bergen, Norway, with the research of Dan Olweus, Ph.D., and is jointly supported in the United States by Hazelden (Minnesota) and Clemson University, where many people have been trained in the Olweus system and are now dispersed across the nation.
Thank you to Jackie Dishner, The Bike Lady, for drawing my attention to this study.
Jean R. McFarland, Ph.D. Author of Bullies Among Us, What To Do When Work's No Fun
Saturday, October 4, 2008
Kitty's "I'm In Charge of Me" Mindset
Negative behaviors at work disrupt performance and tend to lower employee morale, often causing employees to feel they have no control over their situations. I suggest that if employees deal with negative behaviors at the onset, they more likely than not can maintain an “I’m in charge of me” mindset. One of my colleagues, Kitty Wiemelt, wrote these words in her October 01, 2008, blog. Please visit her at Balancing the Winds of Change. I believe you will be inspired.
Also welcome two more NSA colleagues:
June Liggins
www.centerofdistinction.wordpress.com
Bonnie Mattick
www.YourBusinessDetective.com
Jean R. McFarland, Ph.D.
www.BadAppleSolutions
www.FifthDimensionStrategies.com
Author of Bullies Among Us. What To Do When Work's No Fun
Also welcome two more NSA colleagues:
June Liggins
www.centerofdistinction.wordpress.com
Bonnie Mattick
www.YourBusinessDetective.com
Jean R. McFarland, Ph.D.
www.BadAppleSolutions
www.FifthDimensionStrategies.com
Author of Bullies Among Us. What To Do When Work's No Fun
Friday, October 3, 2008
New Blogathon: New Resources
Another Blogathon has begun: The 100 Day Blogathon. Following are the names and addresses of members who are great resources in a variety of fields. Check out their sites:
Mimi Meredith
http://blog.thegoodnessgrows.com
Kitty Wiemelt
http://bouncebackexpert.typepad.com
Jackie Dishner
http://bikewithjackie.blogspot.com
http://www.thephoenixtraveler.com
Suzy Graven
http://articles.secretsofthesavvywoman.com
Jean R. McFarland
www.BadAppleSolutions.com
www.FifthDimensionStrategies.com
Author of Bullies Among Us. What To Do When Work’s No Fun
Mimi Meredith
http://blog.thegoodnessgrows.com
Kitty Wiemelt
http://bouncebackexpert.typepad.com
Jackie Dishner
http://bikewithjackie.blogspot.com
http://www.thephoenixtraveler.com
Suzy Graven
http://articles.secretsofthesavvywoman.com
Jean R. McFarland
www.BadAppleSolutions.com
www.FifthDimensionStrategies.com
Author of Bullies Among Us. What To Do When Work’s No Fun
Thursday, September 25, 2008
Job One: Banish Bad Apples
I’m delighted to announce that my new book, Bullies Among Us. What To Do When Work’s No Fun, is now available at Amazon Online and Barnes & Noble bookstores!
Here’s what one reader says:
” Jean McFarland’s Bullies Among Us needs to be put ahead of pivotal business books like Winning and Built to Last -– for the simple reason that winning cultures and sustainable growth cannot be fostered without first addressing bullying. Put another way, identifying and throwing out the Bad Apples is job one.”--Tricia Hamrin, UpFront Productions
Bullies, the worst of the Bad Apples, abound in workplaces all around the world. Look around you. Two out of every five Americans have experienced bullying at work. As though bullies don’t cause enough devastation through tormenting their targets, they also cost businesses billions of dollars each year in obvious and hidden costs.
Bullies Among Us tells you as a manager or as a target how to deal with the bullies in your workplace: Job One!
Here’s what one reader says:
” Jean McFarland’s Bullies Among Us needs to be put ahead of pivotal business books like Winning and Built to Last -– for the simple reason that winning cultures and sustainable growth cannot be fostered without first addressing bullying. Put another way, identifying and throwing out the Bad Apples is job one.”--Tricia Hamrin, UpFront Productions
Bullies, the worst of the Bad Apples, abound in workplaces all around the world. Look around you. Two out of every five Americans have experienced bullying at work. As though bullies don’t cause enough devastation through tormenting their targets, they also cost businesses billions of dollars each year in obvious and hidden costs.
Bullies Among Us tells you as a manager or as a target how to deal with the bullies in your workplace: Job One!
Saturday, August 30, 2008
Bullies and Nice Don’t Mix
Now, be nice! After all, you don’t want to burn any bridges behind you!
How many times in childhood did you hear the statement, “Now, be nice”? As an adult, how many times have you heard or thought, “Don’t burn your bridges behind you” —another way of saying, “Be Nice”?
Generally, when people are nice, they are treated nicely in return, but that’s not the case when you are the target of a bully. In my personal and professional experience, behaving nicely, pleasantly, or kindly to your bully simply elicits more bullying behavior directly aimed at you, the target. Bullies can view your pleasantries and niceness as yet another way that you surpass or threaten them, or they may see your behavior as a weakness. Regardless, your behavior fuels their desire to be rid of you.
Remember, bullies and psychopaths rarely think and respond as their targets would. More likely than not, reasoning won’t work and niceness will aggravate the situation.
How many times in childhood did you hear the statement, “Now, be nice”? As an adult, how many times have you heard or thought, “Don’t burn your bridges behind you” —another way of saying, “Be Nice”?
Generally, when people are nice, they are treated nicely in return, but that’s not the case when you are the target of a bully. In my personal and professional experience, behaving nicely, pleasantly, or kindly to your bully simply elicits more bullying behavior directly aimed at you, the target. Bullies can view your pleasantries and niceness as yet another way that you surpass or threaten them, or they may see your behavior as a weakness. Regardless, your behavior fuels their desire to be rid of you.
Remember, bullies and psychopaths rarely think and respond as their targets would. More likely than not, reasoning won’t work and niceness will aggravate the situation.
Monday, August 11, 2008
Higher Education Bullies. When will people learn?
Last week, I had a very meaningful conversation with a woman who, as the first female president of a 100-year-old state college, battled against two bullies for more than three years before she felt compelled to resign due to their complete undermining of her position and career. At the same time, despite attacks on all fronts, this amazing woman racked up numerous successes in developing, advancing, and promoting the college.
From the time Dr. Uma Gupta assumed the position of President of the college until her resignation, she was systematically bullied by the Vice President of Administrative Affairs and the Vice President for Academic Affairs in a detailed, joint plot to remove Dr. Gupta and make the VP of Academic Affairs interim president.
The two VP bullies lied to Dr. Gupta and lied about her, not only among administration and faculty, but also to students, campus-wide. They phoned her house during the night, and hung up without speaking. They pulled their cars in and out of her driveway in the middle of the night. They stalked her when she was on personal errands and shopping. They began sending emails via her college ID code. In a word, the bullies were relentless, but Dr. Gupta managed to deal with it until they launched an anonymous, mean-spirited blog, available to the entire campus and the world.
“At that point,” said Dr. Gupta, “it became so big, there was no way you could get your arms around it.” Despite the evidence against the VP bullies, for the sake of her family, the college, and herself, it was time to resign.
Today Dr. Gupta is a successful entrepreneur with particular focus on India. Her consulting company, Global Cube It, (http://www.GlobalCubeIt.com) brings insight and expertise to three practice areas: global business development; internationalization of universities; and educational, spiritual, and service-oriented tours.
For Dr. Gupta’s official account of her experience as the target of malicious workplace bullies, visit http://umaguptatheofficialstory.typepad.com/officialstory/tipoff.html.
From the time Dr. Uma Gupta assumed the position of President of the college until her resignation, she was systematically bullied by the Vice President of Administrative Affairs and the Vice President for Academic Affairs in a detailed, joint plot to remove Dr. Gupta and make the VP of Academic Affairs interim president.
The two VP bullies lied to Dr. Gupta and lied about her, not only among administration and faculty, but also to students, campus-wide. They phoned her house during the night, and hung up without speaking. They pulled their cars in and out of her driveway in the middle of the night. They stalked her when she was on personal errands and shopping. They began sending emails via her college ID code. In a word, the bullies were relentless, but Dr. Gupta managed to deal with it until they launched an anonymous, mean-spirited blog, available to the entire campus and the world.
“At that point,” said Dr. Gupta, “it became so big, there was no way you could get your arms around it.” Despite the evidence against the VP bullies, for the sake of her family, the college, and herself, it was time to resign.
Today Dr. Gupta is a successful entrepreneur with particular focus on India. Her consulting company, Global Cube It, (http://www.GlobalCubeIt.com) brings insight and expertise to three practice areas: global business development; internationalization of universities; and educational, spiritual, and service-oriented tours.
For Dr. Gupta’s official account of her experience as the target of malicious workplace bullies, visit http://umaguptatheofficialstory.typepad.com/officialstory/tipoff.html.
Wednesday, August 6, 2008
Small Town, Big Bullies
Rosalea Hostetler contacted me a few weeks ago and began to tell me her story, but stopped in frustration, saying it was too much to talk about, to relive in a few communications. Now, she is writing her story of working endlessly to preserve the history and culture of her home county in Kansas.
The following is excerpted from an article by Rosalea Hostetler, (Harper, KS, USA) titled Bullying on the Prairie.
"You know how you sometimes have an “eureka” moment in life, when you “finally get it”? Recently I had that moment when it finally sunk in that the reason my journey for the past 40 years has been so hard in Harper County Kansas has been the incessant bullying. It took me my entire life to finally truly understand that I had been a target and of the brutal impact Harper County bullies have had on my life, my health and on the 501(c) (3) nonprofit I established to preserve the history, art & culture of the prairies for future generations. Tragically, this abuse of power has also nearly obliterated our small town. It is not Wal-Mart -- rather, it is the abuses bestowed by bullies in “leadership” on the good people, the talented people who do not have the energy or knowledge to fight such rotten apples."
"Because I have stood up to the bullies, told the truth and stayed the course, I have lost virtually everything once important in my life: my Mennonite church, my family ties, two husbands (also bullies) and school chum friendships. For years I was taunted as “the problem.” (I cried a lot in those days.) I’ve lost so much in my life that there is nothing left to lose so now I am ready to speak up wherever I can to tell the world about the horrors of small town bullies with the hopes of bringing Hope to our small prairie towns."
For more from Rosalea on this topic, visit her new blog: http://overcomebullying.org/bullying-on-the-prairies.html.
The following is excerpted from an article by Rosalea Hostetler, (Harper, KS, USA) titled Bullying on the Prairie.
"You know how you sometimes have an “eureka” moment in life, when you “finally get it”? Recently I had that moment when it finally sunk in that the reason my journey for the past 40 years has been so hard in Harper County Kansas has been the incessant bullying. It took me my entire life to finally truly understand that I had been a target and of the brutal impact Harper County bullies have had on my life, my health and on the 501(c) (3) nonprofit I established to preserve the history, art & culture of the prairies for future generations. Tragically, this abuse of power has also nearly obliterated our small town. It is not Wal-Mart -- rather, it is the abuses bestowed by bullies in “leadership” on the good people, the talented people who do not have the energy or knowledge to fight such rotten apples."
"Because I have stood up to the bullies, told the truth and stayed the course, I have lost virtually everything once important in my life: my Mennonite church, my family ties, two husbands (also bullies) and school chum friendships. For years I was taunted as “the problem.” (I cried a lot in those days.) I’ve lost so much in my life that there is nothing left to lose so now I am ready to speak up wherever I can to tell the world about the horrors of small town bullies with the hopes of bringing Hope to our small prairie towns."
For more from Rosalea on this topic, visit her new blog: http://overcomebullying.org/bullying-on-the-prairies.html.
Friday, August 1, 2008
Bullies Among Us
This is the first announcement of my new book, which is scheduled to be published next month. It is titled—but what else?—Bullies Among Us. What to Do When Work’s No Fun and is a resource for targets of bullies and for managers of bullies and targets.
Among other places, it will be available in the bookstore of the Human Resources-Southwest Regional Conference in Fort Worth, Texas, when I co-present with Bonnie Mattick, www.bonniemattick.com, on workplace behaviors as related to employee engagement.
I am most grateful to Bob Kelly of www.WordCrafters.info and Vickie Mullins, www.mullinscreative.com, for their help and guidance in producing this book.
Among other places, it will be available in the bookstore of the Human Resources-Southwest Regional Conference in Fort Worth, Texas, when I co-present with Bonnie Mattick, www.bonniemattick.com, on workplace behaviors as related to employee engagement.
I am most grateful to Bob Kelly of www.WordCrafters.info and Vickie Mullins, www.mullinscreative.com, for their help and guidance in producing this book.
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