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Plenty of Bull to go around

bullying, Cultural Diversity Training Workshops

Plenty Of Bull To Go Around: Reflection On The Miami Dolphins Bullying Incident

Plenty Of Bull To Go Around: Reflection On The Miami Dolphins Bullying Incident

Plenty Of Bull To Go Around: Reflection On The Miami Dolphins Bullying Incident

In late October 2013, Jonathan Martin, second year starting tackle for the Miami Dolphins, abruptly left the team checking himself into a hospital because of relentlessly aggressive treatment he received from teammates.

Despite his physical size at 6’5” and 315 pounds, Martin was the target of workplace place bullying; a recent report written by Paul, Weiss, Rifkind, Wharton and Garrison LPP confirms team misconduct from Ritchie Incognito contributed to the emotional stress and departure from the team.

What is compelling about the report is the characterization of both men fit the classic bully/target relationship.

Martin was mild mannered; unfortunately he had endured a history of bullying during high school. He had been chided to “man up, “or “not punk out,” when faced with aggressive behavior. By his own admission, he “played it off,” when met with a barrage of nasty, humiliating and sexually explicit and racially charged remarks about his mother and sister. Reports reveal that Martin had discussed depression and suicidal thoughts with a psychiatrist and prescribed medication to mitigate the issue. Despite the stress, Martin never reported the abuse to the Miami Dolphin organization for fear of being labeled a snitch or “Judas.”

In contrast, Ritchie Incognito had a history of aggressive behavior prior to bullying Martin.

In college, he had suspensions and ejections from games. He was accused for spitting on a player and arrested for alcohol in several other incidents. He was suspended indefinitely from Nebraska’s team, then enrolled at Oregon, only to be released a week later (Paul, p. 60, 2014). Despite his athletic talent, the Colts, the Ravens, and the Patriots passed on Incognito. In 2005, he wasSporting News “Dirtiest Player in the NFL.”

Looking at the past behavior of both players, they are the classic target and bully pair.

An overly aggressive and troubled young person evolves to terrorize a particularly passive colleague and peer. The unique facts of this case include a “fine book” where Incognito memorialized fines coerced through intimidation, sometimes up to $10,000 of Martin and other players. The press releases in October characterized a type of friendship between Martin and Incognito; however the independent report states Martin’s “effort to befriend Incognito also is consistent with the reaction of a person who is trapped in an abusive situation… it is a common coping mechanism exhibited by victim of abusive relationships” (p. 18). The report also confirms that Incognito joined with two other players, Jerry and Pouncey who bullied another teammate “Player A” and an “Assistant Trainer.”

Anecdotal conversations over the past months have laid blame on leadership, on Martin for being “too soft,” or on team captains for not reporting the misconduct. Yet, the independent report confirms this problem which culminated in the locker room was years in the making.  Given the past behavior of Incognito, there is plenty of blame to go around regarding what an organization can accept from a player who has been previously suspended from not one but two college teams.

The recommendations are then for everyone in the environment.

There are many players in the workplace bullying scenario with the Miami Dolphins organization, just as there are many players in ANY workplace environment in which bullying and aggression are allowed to flourish. Any organization has a responsibility to vette out who is hired into the organization. High performers who are bullies, rule breakers and miscreants ultimately undercut the very high performance the organization once anticipated.

  1. The bully has a responsibility to seek help. Whether the bully is Ritchie Incognito, or any other aggressor, his personal reflection over the years riddled with arrests and suspensions should highlight a number of signals that need intervention.
  2. Bystanders and witnesses have a responsibility. By saying nothing, bystanders and witnesses allow the aggressive behavior to erode the organization. Saying nothing is a silent state of complicit support for the bully.
  3. The target has a responsibility as well. While this comment is not about blaming the victim, the responsibility is about self-advocacy. Just as a target of sexual harassment or racial discrimination has a legal responsibility to approach the offender, and then report the unwanted behavior to organizational superiors if necessary, the target of workplace bullying also needs to engage in self-advocacy to let his or her organization know when aggressive behavior has become a distraction to work performance.

This high profile Miami Dolphins workplace bullying case is proof positive that workplace bullying and aggression can emerge anywhere.

Bullying can take hold of an organization and ruin the careers and professional objectives of all those in the organization. For more information about the Report to the National Football League Concerning Issues of Workplace Bullying at the Miami Dolphins, written by Paul, Weiss, Rifkind, Wharton and Garrison LPP, please follow the link to http://www.nfldolphinsreport.com/.

What is diversity?

companies who offer diversity training, cultural diversity training, Cultural Diversity Training Workshops, Diversity Training, diversity training consultants, diversity training programs, diversity training programs in companies

What is diversity?

What is diversity?

What is diversity?

 

According to the US Census, our community is evolving to be a “minority majority” country.  In several states, minority children are actually in the majority under the age of fifteen.  So just what is diversity?  Diversity is beyond a black and white race issue. Then what is diversity?  It is beyond a man versus woman issue?  What is diversity again?  Diversity is about understanding the different background and experiences of people and embracing those differences? What is diversity? It describes a group of people, whether they are in the same race, gender age or background, but understanding they are all unique individuals. What is diversity? It is the fabric of our schools, communities, and workplaces. What is diversity? It is ubiquitous and constant.

What is diversity management?  Diversity management moves beyond the tolerance that we discussed in the 1990s. Diversity management includes a leader’s understanding of what motivates people from different classes, races, regions, ages and experiences.  What is diversity?  From a leadership point of view, it is also the clear knowledge of Title VII, FMLA, and ADA rules that help a manager not only answer the question “what is diversity” but make decisions properly informed by federal laws.  When a staff member asks “what is diversity” and why is it important, a leader can recognize that diversity is at the root of innovation. What is diversity?  It is the germ of diverse ideas and solutions which emerge from a diverse workforce.  When companies engage different demographics and ages, knowing the answer to “what is diversity” can lead the way to opening a new market share, and creating diverse revenue stream.

So when you think, “What is diversity,” it is the current trajectory of our population.  In regard to business, when we think, “What is diversity,” it is at the root of problem solving and innovation.   What is diversity?  The answer changes in every community.  But the answer to “what is diversity” lies in our ability to embrace difference and respect the civil right of each other. What is diversity?  It is just good business.

Sticks and Stones…

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Sticks & stones break your bones…
But words can break a heart…

Sticks & stones break your bones…
But words can break a heart…

Sticks & stones break your bones…
But words can break a heart…

Given the unfortunate deaths of various students in the last year, several states, organizations and school districts are committing to anti-bullying training.

As no child will thrive in a hostile environment, the same applies to the workplace.  Workplace bullying, much like school bullying, is on the rise, and intervention must be put into place to avoid a possible lawsuit or complaint.

The targets of bullies tend to be those outside of the mainstream in either schools or the workplace.  In schools, they are typically children with disabilities, who are overweight, those with BiGala parents, etc.  In the work place, they have a different ethnic or racial background and they usually sit outside of the power structure.

Patricia Berkly LLC recommends two types of inventions to quell workplace bullying:

1)      Group training.  When a culture is trained to identify, quarantine and eradicate bullying, the workplace is a safer place.  Patricia Berkly training would assist staff members in identifying bullying and empower staff to address it head on.  Further, training would include policy analysis and implementation.  While staff may be trained, the organization also needs to have an early alert system, a sanctuary where targets can report issues, and a clearly defined organizational time line to address the problem.

2)      Individual interventions.  Patricia Berkly LLC will work with individuals to create candid interventions for those who exhibit bullying tendencies. Individual interventions would include developing strategic solutions to comply with the organization’s anti-bullying and anti-harassment policies, also establishing a leadership action plan for productive engagement with his or her staff.

Guard against bullying in your work place.  Have proper training and intervention s to create a positive, inclusive and productive workplace.

Cultural Diversity training workshops should include EEO policy training

Cultural Diversity Training Workshops

Cultural Diversity training workshops should include EEO policy training

Cultural Diversity training workshops should include EEO policy training

Cultural Diversity training workshops should include EEO policy training

Often companies are searching for cultural diversity training workshops ; however these cultural diversity training workshops should also include EEO policy training. Cultural diversity training workshops can assist even the most educated groups.  For example, Prince George’s County School District, a particularly diverse school district, is facing sixteen different discrimination cases.  While diversity may not be an issue, cultural diversity training workshops which include EEO policy training might indeed have been the solution. Cultural diversity training workshops which include EEO policy training will let managers know that discrimination WITHIN a protected class is also possible.  Cultural diversity training workshops which include EEO policy training assist with Title VII compliance. Cultural diversity training workshops should provide updates and strategies for compliance. Without cultural diversity training workshops organizations run the risk of walking into a discrimination complaint.  Cultural diversity training workshops with essential EEO policy training are as critical as software updates and other federal legislation updates.  Cultural diversity training workshops which include EEO policy should not be overlooked.

Several items for discussion in cultural diversity training workshops should include how to prevent harassment.  Cultural diversity training workshops should review anti bullying policies, as bullying can lead to discrimination complaints.  Cultural diversity training workshops are critical for executives striving to sustain their organizations in a period of time where discrimination lawsuits are reportedly at an all time high.

While coordinating cultural diversity training workshops tends to lie at the feet of Human Resources, cultural diversity training workshops are the responsibility of all managers.  As a manager can be found personally liable for discriminatory decisions, managers should be particularly interested in cultural diversity training workshops which can ultimately protect their own careers.

Cultural Diversity Training Workshops and Leadership Management

Cultural Diversity Training Workshops, , ,

Cultural Diversity Training Workshops

 

Cultural Diversity Training Workshops By Patricia Berkly LLC

 

Cultural Diversity Training Workshops and Leadership Management By Patricia Berkly LLC

 

What would cultural diversity training workshops have to do with leadership management? During this tough economic time, people often think cultural diversity training workshops are simply extra programs. While in fact cultural diversity training workshops which include EEO Rules training as provided by Patricia Berkly LLC, can educate organizational leadership. Our companies have a more diverse staff regarding gender, race and religion. Cultural diversity training workshops assist managers in knowing how to motivate diverse staff, and cultural diversity training workshops should educate managers regarding the litigious nature of failing to be inclusive.

For example, the EEOC has recently filed a case against a security firm, Guardsmark, who failed to properly support an employee of Indian descent. Cultural diversity training workshops would educate staff that the constant teasing created a hostile work environment. Cultural diversity training workshops with proper EEO rules training would educate managers on how to intervene. Instead of benefiting from cultural diversity training workshops , the staff teased the staff member about his turban and his age. Now, the company will wind up in court as they were lacking the empowering education of cultural diversity training workshops .

Organizational leaders need to create healthy and motivating environments for a diverse staff. Cultural diversity training workshops assist leadership in creating that inclusive environment. Cultural diversity training workshops can safely bring corrective solutions to the fore, allowing staff of all backgrounds to feel appreciated and recognized at work. Cultural diversity training workshops in turn help organizations get the best performance out of their diverse staff. In contrast, the Guardsmark has had an employee who has had to focus on defending his rights. Cultural diversity training workshops would also show the organization that the time the staff spent teasing the Indian gentleman, not only created a hostile environment, time teasing is time NOT being productive. Cultural diversity training workshops and EEO rules training would assist organizations in understand the threat to productivity and staff motivation which such discriminatory behavior is allowed. Cultural diversity training workshops would have educated Guardsmark in many ways created a chilling environment when it retaliated against the Indian gentleman when they allowed for the discriminatory behavior of co workers transferred the complainant. Cultural diversity training workshops are not some add on, but as demonstrated in this case and many others, cultural diversity training workshops can prevent discriminatory behavior; and cultural diversity training workshops in turn can help keep a company out of court.