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http://news.thomasnet.com/IMT/archives/2008/06/from-the-playground-to-the-boardroom-workplace-bullying-surprisingly-common.html
June 24, 2008

From the Playground to the Boardroom: Workplace Bullies

By David R. Butcher

Apprehensive about going to work? Filled with anxiety once you're there? You may simply be stressed out from your workload. Or these signs could be indicative of something far more insidious.

Bullying in the workplace is a lot more common than many people realize.

In what's considered the largest scientific study conducted in the United States on the topic, 37 percent of American workers said they have experienced workplace bullying. That's nearly 54 million people who have been bullied on the job.

Yet bullying in the workplace is a global epidemic, albeit a "silent" one. Unlike the playground bully who often resorts to physical threats, the work bully's tactics are often subtle.

Workplace bullying is generally defined as "repeated, malicious, health-endangering mistreatment" of one or more employees or employers directed towards another employee or employees, which is intended to intimidate and create a risk to the health and safety of the employee. It can take the form of verbal abuse; offensive conduct/behavior that is threatening, humiliating or intimidating; and/or work interference — sabotage — which prevents work from getting done.

In March, University of Manitoba researchers reported that the emotional toll of workplace bullying is more severe than that of sexual harassment.

Many such situations involve employees bullying their peers, rather than a supervisor bullying an employee. However, very often this type of harassment stems from an abuse or misuse of power. According to the massive survey mentioned above, from the Workplace Bullying Institute (WBI) and research firm Zogby Interactive, the stereotype is real: most bullies are bosses. While 55 percent of those bullied are rank-and-file workers, 72 percent of bullies are bosses.

In today's corporate culture, supervisors may condone bullying as part of a tough management style. To help determine if you are a target of workplace bullying, Dr. Gary Namie, cofounder of the WBI and author of the book Bully at Work, offers the following telltale signs:

  • Agenda-less meetings where you're humiliated;
  • Unwarranted or invalid criticism;
  • False accusations of incompetence (blame without factual justification);
  • Never being left alone to do your job;
  • Exclusion or social isolation;
  • Excessive monitoring;
  • People feeling justified screaming or yelling at you in front of others, but you're punished if you scream back; and
  • Everything done to you is arbitrary and capricious, based on a personal agenda that undermines the employer's legitimate business interests.

Forty-five percent of bully targets suffer stress-related health problems, psychological-emotional injuries and other financial effects, according to last fall's WBI-Zogby survey and other research.

Problems can include cardiovascular problems (hypertension to strokes and heart attacks), immunological impairment (more frequent infections of greater severity), fibromyalgia, chronic fatigue syndrome, panic attacks, clinical depression and even post-traumatic stress disorder. Victims of bullying can also experience reduced self-esteem and increased self-blame, musculoskeletal problems, sleep disturbances, digestive problems and, due to absence, financial problems. (Source: Washington State, Department of Labor and Industries)

At the same time, companies should be concerned about bullying, "if for no other reason than its potential to damage the bottom line," notes Monster.com.

Bullying can lead to such heavy tangible costs as those brought by downtime and workers' comp awards, as well as turnover (Who wants to work in a toxic and hostile workplace?) and resultant new-recruitment time and fees.

Yet there are also those intangible costs: tainted reputation, staff resistance and even sabotage by fearful employees who know no alternatives when management fails to punish or purge the bully.

What can companies do to prevent this kind of abuse in the workplace? "As with any form of harassment, management's vigilance is key," with the employer close enough to day-to-day operations that such harassment is recognizable, says Monster.com.

Yet even this will not necessarily end abuse.

Several states in the U.S. >have introduced (legislation) — so far without any real success. In fact, America lags far behind the rest of the Western industrialized countries both in acknowledging bullying at work and in legislative measures that address it on a societal level. Currently, there is no anti-bullying law in any U.S. state.

Business groups often argue that existing laws are adequate to protect workers. But bullying generally transcends sex, age or race, which have protected status in the courts. Instead, many hostilities in the workplace occur simply because one person doesn't like another.

Fortunately, increasingly more employees and employers are acknowledging this epidemic and trying to understand and fight it. As recent as May 2008, a paper titled "Nightmares, Demons and Slaves: Exploring the Painful Metaphors of Workplace Bullying" was the most downloaded article for the journal Management Communication Quarterly.

Business groups often argue that existing laws are adequate to protect workers. But bullying generally transcends sex, age or race, which have protected status in the courts. Instead, many hostilities in the workplace occur simply because one person doesn't like another.

Fortunately, increasingly more employees and employers are acknowledging this epidemic and trying to understand and fight it. As recent as May 2008, a paper titled "Nightmares, Demons and Slaves: Exploring the Painful Metaphors of Workplace Bullying" was the most downloaded article for the journal Management Communication Quarterly.


Resources

Half of Working Americans Affected by Workplace Bullying

Workplace Bullying Institute and Zogby Interactive, Aug. 30, 2007

Bullying More Harmful Than Sexual Harassment On the Job
The University of Manitoba (via American Psychological Association), March 8, 2008

Workplace Bullying: What Everyone Needs to Know
Washington State Dept. of Labor and Industries, April 2008

Bullying Defined
Workplace Bullying Institute

How Employers Pay for Bullying
Workplace Bullying Institute

Negative Health Impact on Bullied Targets
Workplace Bullying Institute

Workplace Bullying: What Can You Do?
by John Rossheim
Monster.com, Jan. 20, 2007

Workplace Bullying: Who's Your Bully?
by John Rossheim
Monster.com, Jan. 20, 2007

Psychiatric Distress and Symptoms of PTSD Among Victims of Bullying at Work
by S.B. Matthiesen and S. Einarsen
British Journal of Guidance & Counselling, August 2004

Nightmares, Demons and Slaves: Exploring the Painful Metaphors of Workplace Bullying
by Sarah J. Tracey, Pamela Lutgen-Sandvik and Jess K. Alberts
Management Communication Quarterly, 2006

Who are the populist? Who are the Bullies? Which are bad for business? Some people just don't get it! Others are starting to. Read on...
 
Chamber of Commerce Vows to Punish Anti-Business Candidates

By Tom Hamburger
The Los Angeles Times
Tuesday 08 January 2008

The group indicates it will spend in excess of the approximately $60 million it put out in the last presidential cycle.

Washington - Alarmed at the increasingly populist tone of the 2008 political campaign, the president of the U.S. Chamber of Commerce is set to issue a fiery promise to spend millions of dollars to defeat candidates deemed to be anti-business.

"We plan to build a grass-roots business organization so strong that when it bites you in the butt, you bleed," chamber President Tom Donohue said.

The warning from the nation's largest trade association came against a background of mounting popular concern over the condition of the economy. A weak record of job creation, the sub-prime mortgage crisis, declining home values and other problems have all helped make the economy a major campaign issue.

Presidential candidates in particular have responded to the public concern. Former Sen. John Edwards of North Carolina has been the bluntest populist voice, but other front-running Democrats, including Sen. Hillary Rodham Clinton of New York and Sen. Barack Obama of Illinois, have also called for change on behalf of middle-class voters.

On the Republican side, former Arkansas Gov. Mike Huckabee - emerging as an unexpected front-runner after winning the Iowa caucuses - has used populist themes in his effort to woo independent voters, blasting bonus pay for corporate chief executives and the effect of unfettered globalization on workers.

Reacting to what it sees as a potentially hostile political climate, Donohue said, the chamber will seek to punish candidates who target business interests with their rhetoric or policy proposals, including congressional and state-level candidates.

Although Donohue shied away from precise figures, he indicated that his organization would spend in excess of the approximately $60 million it spent in the last presidential cycle. That approaches the spending levels planned by the largest labor unions.

The chamber president is scheduled to announce the broad outlines of the organization's plans for the 2008 election and beyond at a news conference here today. Donohue also plans to fire a rhetorical warning shot across the bow of candidates considered unfriendly to business.

"I'm concerned about anti-corporate and populist rhetoric from candidates for the presidency, members of Congress and the media," he said. "It suggests to us that we have to demonstrate who it is in this society that creates jobs, wealth and benefits - and who it is that eats them."

In advance of today's news conference, Donohue told The Times of his plans to be active in 140 congressional districts this year, as well as the presidential contest.

At the state level, Donohue said his organization would be active in nearly four dozen contests for attorney general and state supreme courts. Both state courts and attorneys general are involved in decisions affecting business, including consumer protection and a wide range of litigation.

The chamber has become a significant force in state and national politics under Donohue's decade of leadership. Once a notably bipartisan trade association with a limited budget and limited influence, it has hugely increased its political fundraising and developed new ways to spend money on behalf of pro-business candidates.

Under Donohue, the organization has also frequently aligned itself with GOP priorities.

Since he took over the chamber, contributions by businesses have soared, often to pay for political advertising known as "issue ads," which are exempt from many of the Federal Election Commission limits.

Under a system Donohue pioneered, corporations contribute money to the chamber, which then finances attack ads targeting individual candidates without revealing the name of the businesses involved in the ads.

In 2000, drug companies paid the chamber to run advertisements in Michigan to help elect then-Republican Sen. Spencer Abraham. Pharmaceutical companies that year gave the chamber additional millions to run issue ads attacking mostly Democratic House candidates. And large corporations paid $1 million or more to support advertising campaigns against judges deemed too friendly to plaintiffs.

There has been pressure from lawsuits and government activist groups to require the chamber to reveal the source of its political funds and more details on its spending.

Donohue is not inclined to do so.

"I will disclose any funds I am legally required to disclose - and not disclose any others," Donohue said. "We are exercising our constitutional right to petition the government and we will continue to do so."

In 2004, the chamber also helped defeat Senate Democratic Leader Tom Daschle, flooding his home state of South Dakota with money, ads and more than 50 on-the-ground organizers.

This year that kind of ground tactic is going to be more prevalent, Donohue said, noting that the chamber plans to make use of its ability to communicate freely with its 3 million member companies located in every congressional district.

In the interview Monday, Donohue said he was unhappy with anti-corporate rhetoric coming from candidates in both parties and he wanted candidates to know about the chamber's ambitious plans.

Donohue is not likely to name names at his news conference, but there is no doubt he is unhappy about Huckabee.

The concerns Donohue expresses reveal apprehension that Republican pro-business candidates may lose favor with voters and that the GOP's important but fragile alliance between economic and social conservatives is showing signs of strain.

Even more than Republicans, Democratic candidates have boosted the volume of populist messages as the economy softens. Edwards, whose trial lawyer past has been openly criticized by Donohue for years, launched new advertisements that warn against the danger of replacing "corporate Republicans with corporate Democrats."

The middle class, Edwards says in the new ad, is "losing ground while CEOs pocket million-dollar bonuses and corporate lobbyists get their way in Washington."

Donohue, in effect the nation's leading business advocate, kicked back hard at some of the leading Democratic proposals on taxes, labor law and the courts.

If that agenda succeeds, he said, Democrats "will be gone from power for at least 40 years," though he acknowledged that the political rhetoric might moderate after the primary season.

"People on the other side have been very strong in the way they play in legislation and elections. We intend to do the same," he said.
__________________________________________________________________
 

 Volume 4 No. 1
January 2008
Tools and insights on professional development, quality of life, and career issues that impact every lawyer's success and satisfaction.
FOCUS ON
No Jerks Allowed!

Workplace bullying is on the rise throughout the American workforce. Law firms are no exception. Incivility can ruin morale, lower productivity, devastate a company’s culture, and contribute to employee absenteeism, which costs American companies $74 billion annually.


FOCUS ON - NATIONAL
Hundreds of studies show that giving people—even seemingly nice and sensitive people—even a little power can turn them into big jerks. By Robert Sutton
Having a jerk in a law firm carries a high physical, emotional, and financial cost for victims and eventually for the firm as a whole. By Julie Fleming-Brown
How to correct and prevent bullying at work in four steps. By Gary Namie
It’s dangerous to try to legislate good manners while undervaluing current legal sanctions. By Garry Mathiason and Olga Savage
Behaving badly is not against the law; but rude behavior does not have to be tolerated. By Allison West
Litigators are naturally combative: we are fighters, “hired guns,”  “trained assassins.” And you’d like us to be nice? By Victoria Pynchon
FIRM & PRACTICE MANAGEMENT
COACHING & MENTORING
 
Energy, not time, is the fundamental currency of high performance. By Debby Stone and Laura Biering
FIRM MANAGEMENT
 
People want to change; they just don’t want to be changed. By William J. Schwarz
LAW SCHOOLS
 
For the first time in 130 years momentum is building toward changing legal education in significant ways. By Roy Stuckey
PRACTICE BOOSTERS
 
Having piles of paper around you may be part of the reason you feel overwhelmed. It zaps your energy. By Judi Craig
The best practice managers anticipate rather than shrink from change, which is inevitable, no matter what stage of our lives or careers we’re in. By Cathy Wright
WOMEN IN LAW
 
Learn about—and talk about—all forms of incivility. By Ellen Ostrow
THE WORLD OF ASSOCIATES
 
Life’s too short and work is too hard to suffer difficult clients, colleagues, and partners. By Russell Ford
Today, it can take 12 to 15 different contacts to convert a targeted prospect to a client. So, what are you waiting for? By Dawn Wagenaar
MARKETING & BUSINESS DEVELOPMENT
BUSINESS DEVELOPMENT
 
Superior intellect or outstanding professional reputation are never reasons to accept or forgive bad manners or questionable social behavior. By Alf Nucifora
Without consistent marketing, desperation drives client flow. By Gary Holstein
COMMUNICATIONS
 
And watch your client’s attention span soar. By Mark E. Johnson
MARKETING
 
Make cause-related marketing a cornerstone of your company’s marketing plan. By Steven Van Yoder
INTERNATIONAL PRACTICE
 
Communication techniques that work in Shanghai don’t necessarily work in Sydney or Salzburg. By Janet H. Moore
ON WRITING
 
How can we tell if we’re writing a good legal analysis?  And if we’re not, how can we do better? By Linda H. Edwards
FEATURED QUOTE

There have always been, and inevitably will be, a certain number of bullies, braggarts, brutes and bigots who manage to insinuate themselves into any assemblage of humans, the legal profession not excluded. In the past, these misfits have been dealt with by peer pressure and sanctions; however, as the rude, degrading behaviors creep ever closer to becoming a norm, there is cause to ring the warning bell.

. Bruce Campbell, Counsel
Columbus, Ohio, Bar Association

 
PERSONAL & PROFESSIONAL PLANNING
NAVIGATING YOUR CAREER
 
“My long term vision of how I want life to be is based much more on the kind of person I want to be...” By Monica R. Parker
“A reputation takes years to build, and seconds to lose.”  By Paul J. Consbruck
CREATIVITY
 
We have to poke fun at ourselves and pursue our interests. By Lawrence Savell
THE FAMILY
 
A more important verb in our lives than “negotiate,” “take a deposition,” “object” or even “make” partner. By Joe Shaub
FINANCIAL MATTERS
 
How to navigate the forest of cyber insurance. By Larry McSpadden
THE GRAYING OF LAWYERS
 
Face painful questions now to ensure easier transitions later. By Richard M. Weber
“Working with an expert on the intricacies of long term care insurance adds depth to the service we can provide our clients.” By Mickey Batsell
HEALTH
 
Strategic eating requires planning and understanding. By Jack Groppel
RELATIONSHIPS
 
Client relationships require the kind of finessing and personal touch that attention to tasks can’t buy. By Lac D. Su & Nick Tasler
WORK/LIFE BALANCE
 
Sue discovered pieces of herself that she had long neglected, like her creativity and imagination, sense of humor and love of adventure. By Dennis Coyne
HUMOR
 
Billy claimed that his right to hapiness was violated because it would make him happy to have his eyes closed on his driver's license photo. By Bob Rains
RESEARCH, SURVEYS & RESOURCES
TREND WATCH
 
New NALP foundation research reveals factors that may influence associate advancement in law firms. By Paula Patton
Spending will slow; legal work will move in-house; IP litigation is poised for top growth and… By Marcie L. Shunk
SURVEYS & RESEARCH
 
Now there’s a tool to help you detect your level of stress before it’s too late. Free test
Obtain a snapshot of your physical, emotional, mental and spiritual energy with this free profile. Free test
Studies show people can be consciously committed to egalitarianism, and deliberately work to behave without prejudice, yet still possess hidden negative prejudices or stereotypes.
Free test
BOOK REVIEWS
 
When balanced correctly, our ego can foster productivity by helping individuals attempt new ideas, achieve at higher rates, and overcome setbacks. The trick is to harness ego appropriately so that it becomes an asset rather than a liability.
 
© Copyright 2007


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