Tag Archives: bullying

STOP Workplace Bullying

February 26, 2012bullying, cyberbullying, Discriminationbullying, harassmentleahhollis

STOP! workplace bullying

We might have thought bullying was one of those things we endure as kids, but it is no coincidence that during a recession and season of budgets cuts, bullying has taken a serious foothold in schools and in the workplace. Stressful situations breed workplace bullying as it triggers insecurity and the need to have absolute control in these stressful environments. Ironically, the last thing a stressful situation needs is a bully who brings more stress to the environment.

Workplace bullying brings emotional and psychological attacks to staff who then spend time fending off the threat, instead of time focusing on being productive. Why then don’t organizations crack down on workplace bullying if it is so destructive? 1. Workplace bullies are often the boss, welding control, even threatening targets with demotion or job loss if they don’t comply with unreasonable demands.

2. Organizations often protect their management- the workplace bully-, even when management is wrong, therefore targets subordinates quietly suffer and plan an escape instead of addressing the problem.

3. Staff often makes excuses and won’t address the workplace bully: there is not enough time, or not enough energy to address the toxic personality.

Patricia Berkly LLC offers some organizational solutions to help everyone maintain a healthy work environment and stop workplace bullying. The time spent to put protective measures in place will help to maintain quality and productive employees.

1. Establish a culture of zero tolerance with strong anti- workplace bullying policies. Be clear about what behavior is acceptable and the steps the organization will take to protect itself from a workplace bully.

2. Follow that policy. Too often organizations craft wonderful policies, yet fail to follow them, or apply them inconsistently. This allows workplace bullying to flourish.

3. Offer regular and consistent training to address workplace bullying. With natural attrition, any staff needs training. Such training will also empower staff as a whole to address workplace bullying as the grassroots level.

4. Establish information interviews with staff as a standard operating procedure to stamp out workplace bullying. In addition to other aspects of the operation which need attention, this standard procedure could also uncover incivility in your workplace.

Protecting your organization from workplace bullying is everyone’s responsibility.

What is Diversity?

February 13, 2012Discrimination, Diversity Training, diversity training consultants, diversity training programsbullying, discrimination, diversityleahhollis

What is Diversity?

Many ask what is diversity is while our organizations are ever changing and facing shifting demands in clientele and resources. The answer to what is diversity can be found in the very people we hire and serve. Diversity is a mixture of people, and all of these people are needed to foster an inclusive environment for both internal and external client. What is diversity? Consider the changing demographics as over 15 states have a “minority majority” demonstrating that diversity is here to stay. In answering the question what is diversity, organizations should also guard against the type of tension by not honoring the different people on staff. In answering the question what is diversity, organizations should have policies which address religious, racial and gender differences. In addition, when answering the question, what is diversity, consider the backgrounds within status. People can generate incivility within class; women harassing women, racial minorities harassing other racial minorities. By addressing the question what is diversity, leadership styles can address these differences to avoid bullying and create a healthy workplace.

What is diversity?

As the community is shifting to being minority /majority by 2040 or sooner, what is diversity is answered by, a good business strategy. As evident by the commercials featuring more women and racial minorities, our society and resources controlled by these populations show that answering the question, what is diversity, is key to constant evolution. One way to address the question, what is diversity, is to have proper training, workshops, and assessments of the organizational culture. In addressing the question, what is diversity, organizations can conduct exit interviews, devise safe zones for complaints, and continuously train managers in the best strategies to engage employees. What is diversity is a question that is continuously asked; yet an organization that can answer the question, what is diversity, for its own establishment, is creating a healthy workplace. Reflect on your own organization; what is diversity. And in answering the question, what is diversity, what is the organization doing to maintain that diversity?

Diversity management at McDonalds?

January 30, 2012bullying, companies who offer diversity training, cultural diversity training, Diversity Training, diversity training programsbullying, diversity management, harassment, Title VIIleahhollis

Diversity management at McDonalds?

Some were saddened to read that diversity management might have been lacking at McDonalds here in greater Philadelphia. Diversity management could have helped McDonalds avoid a very costly workplace bullying case. Lacking diversity management led to a $90,000 settlement for a young man who was bullied at work. Diversity management would have trained the supervisor and staff not to harass this young man with cognitive challenges. Diversity management is not just about developing cultural sensitivity; diversity management would continuously train staff. An organization like McDonalds is particularly vulnerable when a diversity management plan is not in place. Staff attrition is high at such jobs, but a diversity management plan can help keep that staff compliant.

Often organizations believe they don’t have time for diversity management. However, consider what happens in the absence of diversity management. Diversity management could have helped the organization avoid costly legal fees. Diversity management would have helped this McDonalds avoid a time consuming discovery process. Diversity management is priceless; diversity management keeps organization compliant with changing trends in hiring, recruitment and retraining. Diversity management can keep manager educated to avoid Title VII complaints. Without proper diversity management, organizations expose themselves to staff problems. Diversity management is a necessary cost of doing business… just like any other training.

Emotional Stress and Bullying

January 17, 2012bullying, cyberbullying, sexual harassment, Uncategorizedbullying, harassment, stress, toxic workplaceleahhollis

Emotional stress and bullying

Several people have experienced firsthand the emotional stress of being bullied. As Namie and Namie report (2009) bullying happens to about 37% of the workforce. Yelling, insults and a constant barrage of disrespect can make any one feel overwhelmed with stress. Medical studies show that constant emotional stress can clinically be bad for your health. Dr. Ilan Wittstein of Johns Hopkins University confirms that emotional stress can indeed release stress hormones to the heart and lead to symptoms that mimic a heart attack. The condition is called ‘broken heart’ syndrome. The body is designed to have a fight or flight response under stress. However at work, fighting is not the appropriate option, neither is flight (or walking off the job). Therefore, the target of bullying is trapped, with stress hormones potentially pouring into his or her system, literally causes heart problems. Other systems of stress include weight swings, moods swings, hair loss and restless sleep.

What can someone do?

1. First and foremost, strive to protect your health. If you are feeling stress symptoms, seek medical help and have the doctor clearly document what is causing the stress.

2. Read the HR manual. Many organizations have anti bullying policies along with the anti-harassment and anti-retaliation polices.

3. Seek support from friends and family. Often targets become overwhelmed with the stress and isolate themselves. Support from friends and family can help the target think clearly about healthy next steps.

4. Keep a journal. Documenting the times and places of the bullying can create a record your performance slips under the stress of a bully.

The Bully in the Ivory Tower

January 16, 2012bullying, cyberbullying, sexual harassmentbully, bullying, harassmentleahhollis

The Bully in the Ivory Tower

Bullying was once labeled as the childhood rite of passage; something we endure on the playground. However, it has transcended from the playground to the work ground. Bullying on the work ground is pervasive, escalating hostility and berating behavior that is exhibited in mistreatment on the job. The bully on the work grounds can make any organization a toxic workplace environment. Bullying is similar to harassment, making the subject the target of escalating, demeaning and damaging behavior. However, harassment is when the target is from a protected class (facing discrimination because of gender, race, religious, national origin or disability); bullying, on the other hand is a class free assault on the target. The former is illegal under the Title VII Civil Rights laws; the latter, bullying, is still legal in the United States.

In the last five years, studies have been conducted which reflect on workplace bullying. Namie & Namie of the Workplace Bullying Institute studied 7,740 adults nationally in 2007 and reported that 37% of American workers have faced bullying on the job. Women are more likely to be the target of bullying and female targets tend to quit the job 45% of the time. Further, when employers are made aware of the bullying, 62% of the time, the situation escalates for the target or nothing happens (Namie & Namie 2009). Disengagement and turnover caused by bullying costs American corporations over $64 billion (yes with a B) a year.

Further, there are several studies which reveal bullying characteristics in our secondary schools. Of late, tragic stories have come forward of students who have reached out for help to stem bullying at school. Students who emerge from an alternative life style, are overweight, or from different religions tend to be the targets of school yard bullying. Some children have lost hope and tragically taken their own lives for relief. The response has been to pass particularly stringent anti- bullying laws in education, with New Jersey having the toughest anti- bullying laws in the country.

This discussion, however, whether workplace bullying, or school yard bullying, misses the application to higher education. The Ivory Tower is supposed to emerge from intellect and enlightenment, showing the way to the American dream through education. However, if the higher education sector is a subset of American culture, it would seem the shadows of bullying would fall even here. Consequently, the structure of higher education is dissimilar from corporate structures given the tenure track system, the reliance of scholarship, and reason which philosophically might not be tied to quarterly balance sheets. Subsequently, bullying would manifest in ways yet examined by previous studies. The result of a disengaged higher education staff, or faculty could have a direct impact on the academy’s function of enrollment, scholarship, advancement and student matriculation.

I would also argue that the casualties of bullying in higher education are not just the immediate target, but the students we strive to serve. Imagine teaching a class after being bullied. The emotional capital required to connect with students has been spent on defending against the bully. Student service administrators need to focus to advise students, guide students, and serve students, as many students come to our campus with previously identified chronic issues themselves. The bullied student service administrator has also spent his or her emotional capital surviving a toxic work environment, and potentially has precious little energy to invest in students. Invariably, when I speak with my colleagues in higher education, most have commented on the disappointment they endure when realizing that bullying has invaded their departments. Some of these colleagues admit that they just don’t have the energy for a new project, refreshing ideas and student engagement. They are emotionally exhausted while trying to make it through another disrespectful day in the academy.

While bullying is still legal, it is clearly destructive. Higher education, like many other sectors, suffer from bullying advances and will continue to endure such without proper policies and professional development to prevent bullying and hostility for all faculty and staff members. Incivility in the academy doesn’t just affect university employees; it has a direct effect on the next generation of students that we influence through education.

Dr. Leah Hollis, a Martin Luther King Fellow, SED ’98, and 20 year veteran of higher education administration, is currently the president of Patricia Berkly LLC, a diversity training group in greater Philadelphia. Her recent work includes trainings and webinars on discrimination and workplace hostility.

Constani and Gibbs (2004) Higher Education teacher and emotional labour. International Journal of Educational Management. 18. 4/5

Namie, G and Namie, R. (2009) The Bully at Work. What you can do to stop the hurt and reclaim your dignity at work. Sourcebooks. Napersville, IL.