Leah P. Hollis, Ed.D. School of Advanced Studies.

Leah P. Hollis, Ed.D. School of Advanced

Studies

This book emerged from my previous study on workplace discrimination… that incivility is not just bound by the protected classes of race, gender, religion etc.

An opportunity to look at the intersection of bullying and harassment and discrimination…

Goal is to move past self preservation tactics…

https://col129.mail.live.com/mail/#

More collaborative models

Brass tacks... The terms…

Bullying

Bullying: bullying means harassing offending, socially excluding someone or negatively affecting someone's work tasks…the person confronted ends up in an inferior position (Einarsen, Hoek, Zapf & Cooper 2003).

Harassment

Harassment is unwelcome conduct that is based on race, color, religion, sex, national origin, age … enduring the offensive conduct becomes conditions of continued employment. The conduct is severe enough or pervasive enough to create a work environment that a reasonable person would consider hostile (EEOC).

The result for the target is still the same.

Bullying and harassment are close cousins on the family tree of incivility…

…both from power struggles leaving the target humiliated and berated.

“Anything that affects 37% of the public is an epidemic. But

it’s a silent epidemic.”

-Gary Namie, Director, Workplace Bullying Institute

Affects 54 million people

$64 billion

LOST to dealing with workplace bullying

No one looking at bullying in American higher education

“…Family members say [Morrissey] had been complaining to the university about workplace bullying by his boss…. But they contend the institution did virtually nothing to help…”

The study

In the spring of 2012, I designed and administered a thirty-five-question survey to examine workplace bullying dynamics in higher education at 4-year institutions.

Mixed Methods

Many survey participants were middle managers. The qualitative interviews included provosts, vice presidents, and deans to examine impact on the organization.

Research Questions

1. What is the extent of workplace bullying in higher education administration?

2. What is the cost of workplace bullying specifically to higher education administration?

Theoretical Frame

Independent study on higher education

revealed that 62% reported being affected by workplace bullying in last 18 months.

• Results

These findings which are based on a survey of 175 colleges and universities reveal a rate of workplace bullying 58% higher than the general population.

Respondents said the boss and executive leadership were the

problem…

> 18 % coached the bully

> 19 % supported the bully

> 19 % transferred the bully

> 28% did nothing with the bully

Reports the organization’s reaction

FINDINGS

Yelling & insults 54 %

Harsh Memos 47 %

Subject to gossip 43 %

Bullied 2-3 years 26 %

Bullied over 3 years 25 %

• African American 80 %• Women bullied 73 %• LBGT bullied 46 %

Who is bullied?

Independent study shows that an average 3.9 hours spent by staff recovering from a bully.

• This translates to 195 hours a year or approximately 5 weeks wasted annually.

• This means if a staff member making $50,000 wastes 5 weeks that is $9,615 annually.

Spend time talking about issue or recruiting support

…defending themselves,

networking for support,

thinking about the situation,

and being demotivated

and stressed

Aligns with findings…

“Leadership is the architect of

the academy….

17% reported that they consider leaving higher ed.

22 % report they think about leaving

Losing institutional memory

Those in power, the leader, can set the POSITIVE tone and set the expectations.

OR those in power can model poor behavior which allows bullying to flourish in the office culture…

Qualitative findings

“ The organization adopted bullying tactics of

bully department head….

Bully in the Ivory Tower (2012)

Participant quote…

“It’s not about the job. It’s about the

POWER people have over people….



“The president has made civility a

priority for years….



“…hostility and the cover-up have become the

new normal here….



“…I don’t have to take this, I can LEAVE



“They offered me a promotion. They can’t pay

me enough to get more involved here.


Participant quote

Purple PB

Study on workplace bullying

• Of bullied employees 16 % left a prior institution.• Resort to counseling, crying, denial & frustration.• Start a job hunt & would leave sooner if economy allowed

for more mobility.

Purple PB

Study on workplace bullying

• Staff report doing half the job because they are distracted.

• Staff reported hair loss.• Sought stress reducing medication.• Some staff had Title VII rights and filed complaint.

And if you are leading from the middle…

If you saw someone stealing petty cash… you would report

Strong leadership eradicates bullying

Leadership solutions

First and foremostmanagement MUST support a cultural change. Remember bullies exist because the organization permits their behavior.

1

Establish clear policy about anti- bullying. Include next to anti-harassment and anti-retaliation policies.

2

FOLLOW your own policy for everyone in organization.

3

Develop or add an anti-bullying component to a regular training calendar on discrimination and harassment.

4

360 evaluations for department heads and executive leadership.

5

Include civility as core competency in performance appraisals.

6

Data analysis of turnover and exit interviews when staff leave.

7

Primary Research

Over 50 schools attended my presentations to learn how to change policy.

15th Annual Diversity Update

240 books for conference participants and executive leadership

Research Projects by Leah P. Hollis, Ed.D.

Leah P. Hollis, Ed.D. School of Advanced Studies.

Documents

Transcript of Leah P. Hollis, Ed.D. School of Advanced Studies.