Wipe Out Workplace Bullying: How HR Can Make It Happen With Gary Namie And David Yamada (#36)
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2023-11-02に共有
According to Dr. Namie: “Bullying is all about a narcissistic individual of any rank fouling up the work process and productivity and team dynamics. So bullying actually prevents work from getting done. That's the hook that HR can use because if they can show the documentable harm on productivity, then the C-suite has to care … because bullies are very expensive to keep.”
Highlights
[2:32] The Healthy Workplace Bill
[7:23] What qualifies as bullying or abuse(“I think there’s a lot of confusion …”)
[10:52] HR’s toxin handler role(“But how can HR sit …”)
[14:36] The business case for doing something about bullying(“They are actually destroying …”)
[26:57] Types of bullies and bullying traits
[32:57] When bullying is written off as personality conflict
[33:58] Alternative remedies to a zero-tolerance policy
[41:02] High performing bullies
[45:48] Gen Z’s influence
[46:30] Helpful actions HR can take
Guest Bios
Gary Namie, Director, Workplace Bullying Institute
Gary Namie is a social psychologist who began consulting for organizations as “The Work Doctor” in 1985. He also taught graduate and undergraduate courses in management and psychology and co-founded the Workplace Bullying Institute with his wife, Ruth, to prevent and correct abusive conduct at work through education and training. The couple has also written the books “Bully-Proof Yourself at Work,” “The Bully at Work” and “The Bully-Free Workplace.”
David Yamada, Director, The New Workplace Institute at Suffolk University Law School
David Yamada is a globally recognized authority on workplace bullying and psychological abuse. He authored the Healthy Workplace Bill, which has become the template for enacted and proposed workplace anti-bullying state laws throughout the U.S. His blog, Minding the Workplace, has attracted more than 1 million page views since launching in 2008.
Links
workplacebullying.org/
newworkplace.wordpress.com/
www.hrmorning.com/articles/bad-behaviors/
www.hrmorning.com/articles/recognize-and-help-empl…
Berta Aldrich’s best-selling book, Winning the Talent Shift, is available on Amazon www.amazon.com/dp/1119768713
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コメント (21)
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HR has no power over a target reporting abuse. Targets are never believed, NEVER. coworkers see it and dont report it out of fear they will be NEXT.
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Its all about POWER AND CONTROL .. Period!
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Disordered people are not held accountable for bullying in the workplace. Disordered people are obsessed with power and control, and they will always deny what they do and double down. Disordered bullies do not change. Corporate "leaders" who tolerate and/or enable these people's dysfunctional and destructive conduct are responsible to repair the problem. I guess too many of them are themselves bullies, or see bullying as normal, because things have not changed. Thank you for bringing this issue to the light.
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If you have a bad vibe about your job best choice is to run towards the exit soon as fast as you can. I didnt do that and endured over 7 years of bullying and narcissistic abuse. My belief is that many were involved including upper management in the scheme as well as organized stalking of the targets. Thank you Dr Namie for exposing this abuse of power by employers towards TIs
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When a male supervisor pounds his fists onto his desk while berrating the target
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Yes, PTSD-ANXIETY trauma, Chronic Depression, and mental debilitated from PRL'S Legal Counsel and Upper Management, HR etc.
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Hmmm. I’ve been bullied before (in work, once before; and in private life)… and it affected my health badly - physically and emotional. I am now being bullied again in work. And I’m not going to let it get any further, it’s already affecting me, but I will not let it get to that same stage - but that doesn’t mean it’s not bullying, just because this time I’m not willing to let it damage my health like that. Bullying is bullying regardless of the ‘outcome’
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If a supervisor can prevent his team from receiving a qtrly bonus he will get his bonus!! not fair yet its true!
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Been there...pure hell....now I'm just doing time. Early retirement from this place soon. I could have sued them. Not gonna bother. Just leaving.
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A lying bully manipulates the rest. He looks like such a good employee . Removing the target is usually the easiest way to solve the tension. Until the next target is put to shame.. and the cycle repeats... Target can join the bully, or ignore it. Result is the same. Leave the situation, despite being there to add to the organisation. Leave with dignity while you can ..
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HR is allowing it even helping it so forget it
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12:00 HR can’t do much.
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“… an individual fouling up the work process…” is bullying… A great description
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Yes, went to human resources. She said when she hires people in she doesn't know them or where they worked before. And when I told the company that there was major issues, they said they would transfer me. After three weeks , they said they couldn't find a different place in the company, so I put my two weeks in A minute later she said, we are letting you go. I said, no i just put my two weeks in. Ypu drug this out for almost a month. Either way, I was told by many that worked there, the management and the store was a joke. Sad for the ones who stay there. Sad
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The bully will ask you to come into his ofc close the door so he can proceed to berrate the ti while pounding fists onto his desk. Then the ti has to go back to work moments after as if nothing happened.
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27:10 and forward. David is correlating economic down-times to bullying. I do believe that economic down-times attribute to 'some' bullying, which would come from upper- management, I have endured that also...... however, most of the bullying that I have been subjected to..... was just fiber to the fabric...of that organization....in which...the higher-ups.... would not have had a clue. Those who are targeted...often...do not speak up...unless spoken to. They never throw the first punch. They just want it to go away....because it is harmful, both physically, and psychologically. One can only take so much....until they are truly affected by this swashbuckling. I can't imagine wanting to hurt another....for sport. There are those, however, who relish that participation.
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Bullying rules need to be clear for understanding that this sort of nonsense will not be tolerated . Inside company x
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Pattern and Practices- yes!
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He is absolutely brilliant on this scheme. He nailed it, the bullies games.
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15:00 Talking about documentable harm to the mission of the organisation - I once worked in a section of a government service provider department, where the boss created work for herself and the section, by stretching 3 months of report writing to eternity. All that happened in the section was gossip, section members pandering to the section head’s narcissism and statistics manufacturing. The point I’m trying to make here is that HR can easily be duped by ‘manufactured’ statistics. The bully says “… There you go. I and my section have fulfilled and surpassed the mission of the organisation…”. And the bully even gets a bonus.
