What is Emotional Abuse in the Workplace?

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What is Emotional Abusein the Workplace?

• Debra C. Harris, Ph.D., M.S.T.
• Assistant Professor
• Human Kinetics and Health Education
• University of WI Oshkosh
• Oshkosh, WI

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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.

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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

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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

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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.

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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

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The Specifics

• Ten Key Factors of the Mobbing Syndrome by
  Noa Davenport, Ph.D., Ruth Schwartz, and Gail
  Elliott
• From the Book.
• Mobbing Emotional Abuse in the American
  Workplace, 2002.

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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.

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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

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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.

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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 targets choice. Settlement agreements,
  early retirements, etc.

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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.

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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

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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

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Sociopathic Behaviors in the Workplace

• Covetous Sociopath
• An inordinate desire for the possessions of
  others.

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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

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Covetous Sociopath

• Here, the pleasure lies in taking rather than in
  having.
• Theodore Millon, Personality Theorist

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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

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Covetous Sociopath

• Retribution, usually against people who have NO
  idea that they have been targeted, is the most
  important activity in the Covetous Sociopaths
  life, their highest priority!
• They are the ultimate wolf in sheeps clothing.
• Martha Stout, The Sociopath Next Door, 2005

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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 others
• See their self-serving behavior as
  permissible
• Charming, but covertly hostile and
  domineering
• See their targets as merely instruments to be
  used

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Sociopathic Characteristics

• Grandiose Sense of Self Worth
• Entitled to certain things as their right.
• 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.

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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.

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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.

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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.

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Sociopathic Characteristics

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

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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.

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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

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The Female BullySubtle, sly, tactful, and covert

• Spreading vicious rumors within the workplace
• Attempting to control and manipulate other
  co-workers, affecting their relationship with
• the target.
• Purposely hurting the reputation of the target by
  way of rumor, innuendo and lies

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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

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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?

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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

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Consequences of Workplace Bullying

• Loss of accumulated wisdom and experience
• Possibility of poor public workplace image
• Bad PR.

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How to Prevent Workplace Abuse

• Do not accept deceit, selfishness, inequality,
  cruelty, disregard in workplace relationships.
  Thats mean.
• Recognize co-workers for who and what they are.
  Identify blamers, rationalizers, conquerors,
  manipulators, performers and dehumanize their
  motivations.

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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.

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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 bullys 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!!

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Intervention for Emotional Abuse

• Solicit support from family and friendsfolks
  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.

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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 personDocument,
  document, document.
• Take your case public.

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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.

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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.

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Establishing Healthy Workplaces

• Create a Workplace Civility Policy
• A 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.

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Establishing Healthy Workplaces

• Healthy Leadership Styles
• Leaders 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!

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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.

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Establishing Healthy Workplaces

• Post Anti Bullying Posters in the workplace, i.e.
  lunchroom, main office, etc.
• Have 360 evaluations. Everyone evaluates
  everyone else!!!

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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.

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Its a Job, NOT a Jail

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

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• Those who can, do
• Those who cant bully.
• Tim Field, Author
• Bully In Sight

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Video Clips ABC Good Morning Show and The NY
Times

• http//video.nytimes.com/video/2008/03/24/health/1
  194817094771/my-boss-was-a-bully.html?scp1sqWor
  kplace20Bullystcse
• 3 minutes /6 seconds
• http//abcnews.go.com/GMA/TakeControlOfYourLife/st
  ory?id4526313page1
• 5 mins/24 seconds