What is Emotional Abusein the Workplace?

Debra C. Harris, Ph.D., M.S.T.Assistant Professor

Human Kinetics and Health EducationUniversity of WI Oshkosh

Oshkosh, WI

Former NBC Anchor, Tom Brokawsaid…….

• In a Graduation Speech at Emory University on May 16, 2007

• “Here is a secret that no one has told you: Real life is Junior High. The world that you are about to enter is filled with junior high, adolescent pettiness; pubescent rivalries; the insecurities of 13 year olds; and the false bravado of 14 year olds.”

Workplace BullyingWhat is it exactly?

• Workplace bullying is the “intentional infliction of a hostile work environment upon an employee by a co-worker, co-workers, or superior.”

• Typically it is done through a combination of verbal and nonverbal behaviors.

» Yamada, 2000, p 481

MobbingWhat is it exactly?

• The “mobbing” syndrome is a malicious attempt to force a person out of the workplace through unjustified accusations, humiliation, general harassment, emotional abuse, and/or terror.

– Davenport, Schwartz, Elliott, 2002, p. 40

MobbingWhat is it?

• It is a “ganging up” by the leader(s)- organization, superior, co-worker, or subordinate- who rallies others into systematic and frequent “mob-like behaviors.”

– Davenport, Schwartz, Elliott, 2002, p. 40

• This might look like a Human Resource Director, a Superintendent, an Assistant Superintendent, and a Principal, along with “hand selected” co-workers that are a part of an “inner circle,” inflicting the same type of treatment to an abused individual.

Mobbing: What is it?“Vultur-ing”

• “Because the organization ignores, condones or even instigates the behavior, it can said that the target, seemingly helpless against the powerful and many, is indeed “mobbed.” The result is always injury-physical and/or mental distress and/or illness and/or social death, and in too many cases, expulsion from the workplace.”

– Davenport, Schwartz, Elliott, 2002, p. 40

The Specifics

• Ten Key Factors of the Mobbing Syndromeby

Noa Davenport, Ph.D., Ruth Schwartz, and Gail Elliott

• From the Book……….• Mobbing: Emotional Abuse in the American

Workplace, 2002.

The Mobbing SpecificsWhat does it really look like?

• 1. Assaults on the dignity, integrity, credibility, and professional competence of employees.

• 2. Negative, humiliating, intimidating, abusive, malevolent and controlling communication.

The Mobbing SpecificsWhat does it really look like?

• 3. Committed directly, or indirectly, in subtle or obvious ways.

• 4. Perpetrated by one or more members-

–“Vulturing”

The Mobbing SpecificsWhat does it really look like?

• 5. Occurring in a continual, multiple, and systematic fashion, over some time.

• There is a definite “Pattern” to the behavior. Repeated behaviors over numerous dates. Document, document, document.

• 6. Portraying the target as being at fault.

• 7. Committed with the intent to force the person out.

The Mobbing SpecificsWhat does it really look like?

• 8. Mobbing is engineered to discredit, confuse, intimidate, isolate, and force the person into submission. A total “control” issue!

• 9. Representing the removal from the workplace as the target’s “choice.” Settlement agreements, “early retirements,” etc.

The Mobbing SpecificsWhat does it really look like?

• 10. Not recognized, misinterpreted, ignored, tolerated, encouraged, or even instigated by the management of the organization.

• Total lack of acceptance or responsibility or even total denial that the organization does such behavior.

Sociopathic Behaviors in the Workplace

• “About one in 25 people is a sociopath. Meaning essentially that they do not have a conscience.

• 1 in 25 ordinary citizens secretly has no conscience and can do anything at all without feeling guilty.

– Dr. Martha Stout, The Sociopath Next Door, 2005

Sociopathic Behaviors in the Workplace

• “ The intellectual difference between right and wrong does not bring on emotional sirens and flashing red lights, or the fear of God, like it does the rest of us” with sociopathic behavior.”

• “Without the slightest blip of guilt or remorse, 1 in 25 people can do anything at all.”

– Dr. Martha Stout, The Sociopath Next Door, 2005

Sociopathic Behaviors in the Workplace

Covetous Sociopath

An inordinate desire for the possessions of others.

Covetous Sociopath

“Since it is simply not possible to steal and have for oneself the most valuable “possessions” of another person-beauty, intelligence, success, strong character-the Covetous Sociopath settles for besmirching or damaging enviable qualities in others so that they will not have them either, or at least not be able to enjoy them so much.”

– Theodore Millon, Personality Theorist

Covetous Sociopath

• “Here, the pleasure lies in taking rather than in having.”

» Theodore Millon, Personality Theorist

Covetous Sociopath

• “The Covetous Sociopath thinks that life has cheated them somehow; has not given them nearly the same bounty as other people, and so they must even the existential score by robbing people, by secretly causing destruction in others lives.”

• The Covetous Sociopath believes they have been slighted by nature, circumstances, and destiny, and that diminishing other people is their only means of being powerful.

» Martha Stout, The Sociopath Next Door, 2005

Covetous Sociopath

• “Retribution, usually against people who have NO idea that they have been targeted, is the most important activity in the Covetous Sociopath’s life, their highest priority!”

• “They are the ultimate wolf in sheep’s clothing.”– Martha Stout, The Sociopath Next Door, 2005

Sociopath Characteristicsfrom the PCL: SV (Psych Check List-Screening Version)

• 1. Glibness and Superficial Charm• 2. Manipulative and Con Artists

Never recognize the rights of othersSee their self-serving behavior as

permissibleCharming, but covertly hostile and

domineeringSee their targets as merely instruments to

be used

Sociopathic Characteristics

3. Grandiose Sense of Self Worth*Entitled to certain things as “their” right.

4. Pathological Lying*No problem lying. Almost impossible for them to be truthful on a consistent basis.

5. Impulsive Nature/Poor Behavioral Controls*No sense of personal boundaries. Believe that they are all

knowing, entitled to every wish, no concern for their impact on

others. Use small expressions of love that alternate between

rage and abuse.

Sociopathic Characteristics

• 6. Irresponsibility/Unreliability– Not concerned about wrecking others’ lives

and dreams.– Oblivious or indifferent to the devastation they

cause– Does not accept blame themselves, but

blames others, even for acts they obviously committed.

Sociopathic Characteristics

• 7. Promiscuous Sexual Behavior/Infidelity• Uses sexual behavior and allurement to gain

favors and climb the “corporate” ladder.• May have been sexually abused as a child.

• 8. Lack of Realistic Life Plan/Parasitic Lifestyle

• Tends to move locations, makes all encompassing promises for the future, poor work ethic, but exploits others effectively. Gets others to do their work for them.

Sociopathic Characteristics

• 9. Criminal and/or Entrepreneurial Versatility.

• High “stim” people. May run a “side” business as well as their full time job, because their full time job may be “boring” to them.

• 10. Shallow Emotions• Show what seems to be warmth, joy, love and

compassion. Is usually feigned and serves an ulterior motive.

Sociopathic Characteristics

• 11. Callousness/Lack of Empathy*Unable to empathize with the pain of their targets. Has only contempt for other’s

feelings of distress and readily takes advantage of them.

*12. Lack of Remorse, Shame or Guilt*Instead of friends, they have accomplices who end up as victims. The end always

justifies the means, and they let nothing stand in their way.

Women in the WorkplaceRelational Aggression

• Relational aggression is psychological (social/emotional) aggression between people in relationships.

• Relational aggression is a form of aggression where “the group” is used as a weapon to assault others and others' relationships.

• It uses lies, secrets, betrayals and other dishonest tactics to destroy or damage the relationships and social standing of others in the group.

The Female Bully

• Bullying Most Strongly Affects Women – Women are targeted by bullies more

frequently (in 57% of cases), especially by

other women (in 71% of cases). » Zogby Internation Report, 2007

The Female BullySubtle, sly, tactful, and covert

• Spreading vicious rumors within the workplace

• Attempting to control and manipulate other co-workers, affecting their relationship withthe target.

• Purposely hurting the reputation of the target by way of rumor, innuendo and lies

The Female Bully

• Cold shoulder, eye rolls, refusing to communicate with the target.

• Gang Up Syndrome: Bully attempts to turn all co-workers against the target.

» Tanenbaum, L. Cat Fight, 2002

Examples of Indirect AggressionSocial sabotage gossip and vague

double meanings…..

Your supervisor pats you on the back and says:

• “Your report is excellent. I am so glad you were able to understand the assignment.

*************************************

Your co-worker exclaims:*Oh, you have lost twenty pounds. How

wonderful! Are you going to lose the rest?

Consequences of Workplace Bullying

• Increased Absenteeism• Low morale amongst organization• Open hostility• High Turnover• Decreased productivity• Loss of efficiency• Possible violence in the workplace• Probable litigation between employees and/or

employer

Consequences of Workplace Bullying

• Loss of accumulated wisdom and experience

• Possibility of poor public workplace image

“Bad PR.”

How to Prevent Workplace Abuse

• Do not accept: deceit, selfishness, inequality, cruelty, disregard in workplace relationships. “That’s mean.”

• Recognize co-workers for who and what they are. Identify blamers, rationalizers, conquerors, manipulators, performers and dehumanize their motivations.

How to Prevent Workplace Abuse

• Be aware of “Gotcha Goals.”

• Be conscious of institutional “set ups,” in which the objective is discipline rather than improvement.

How to Prevent Workplace Abuse

• Look around and reach out! Establish peer support, build relationships with targets of workplace abuse. Do NOT isolate, ignore the target, or play into the bully’s game!

• Watch yourself. Be aware of your own behaviors towards co-workers. Identify if you do participate in the abuse of another. BREAK THE CYCLE OF ABUSE!!

Intervention for Emotional Abuse

• Solicit support from family and friends…folks that really believe you when you say you are being emotionally abused in your workplace.

• Use FMLA Leave to protect your health and get distance from the bully. Seek medical attention and EPA Counseling.

Intervention for Emotional Abuse

• Solicit witness statements. This is KEY.

• File a Formal Complaint with the HR Dept.

• Confront the person who is your bully.

• Prepare a case against the person…Document, document, document.

• Take your case public.

What Employees Should Do

• Stand by the target. Especially following a closed door meeting.

• Refuse to betray/deceive a co-worker. Siding with the bully only brings “short term immunity.”

• Be present. Offer to be a witness or representative for your co-worker.

What Employees Should Do

• Provide testimony at hearings, arbitrations, and mediation. This can be a written or in-person testimony.

• Use GROUP tactics/strategies. Approach the bully, HR, the boss or bosses, as a UNIFIED GROUP. Solidarity. There is “strength in numbers.”

Establishing Healthy Workplaces

• Create a Workplace Civility PolicyA Zero Tolerance for Bully Behavior Work Zone.

Behaviors such as abrasive behavior, discrediting a co-worker, abusive or disrespectful verbal behavior, physical AND/OR emotional isolation ARE NOT tolerated.

Establishing Healthy Workplaces

• Healthy Leadership StylesLeaders set the tone. It DOES begin at the top! Healthy leadership helps to eliminate conflict and harassment in the workplace.

Managers vrs. Leaders• Hire employees and leaders with Emotional

Intelligence. • When hiring new employees and leaders,

emphasize cooperation, respect, and conflict resolution skills!

Establishing Healthy Workplaces

• Build Trust and Compassion in the Workplace

• Employees must feel safe when reporting emotional abuse in the workplace. Create opportunities during employee reviews to recognize workplace abuse. Use a survey to gather information on workplace culture.

Establishing Healthy Workplaces

• Post Anti Bullying Posters in the workplace, i.e. lunchroom, main office, etc.

• Have 360 evaluations. Everyone evaluates everyone else!!!

Bills, Labor Standards and Policies

• Bill 70-2001 Legislative Assembly of Ontario, Canada

• California Legislature-2004 Regular Session Assembly Bill No. 1582

• Pleasant Valley, CA School District Policy• State of Oregon, Dept of Environmental Quality

Anti Mobbing Policy No. 50.110• Several US Healthy Workplace Bills that have

been heard in State Legislatures. None has passed as of today.

It’s a Job, NOT a Jail

• NO job is worth losing your life, your health or your personal integrity!

• “Those who can, do;

Those who can’t bully.”

Tim Field, Author

Bully In Sight

Video Clips ABC Good Morning Show and

The NY Times

• http://video.nytimes.com/video/2008/03/24/health/1194817094771/my-boss-was-a-bully.html?scp=1&sq=Workplace%20Bully&st=cse

» 3 minutes /6 seconds

• http://abcnews.go.com/GMA/TakeControlOfYourLife/story?id=4526313&page=1

» 5 mins/24 seconds