Way.ca.tion: A rest for the mind; an unconventional method of escaping the moment and returning refreshed and better than before.

Tuesday, December 2, 2014

Taking A Look At The Workplace Bully Part I

27% of Americans have suffered abusive conduct at work. Another 21% have witnessed abuse in the workplace and 72% are aware that workplace bullying happens.

 Now lets' take a look at the definition of a workplace bully as described by the Workplace Bully Institute:

Workplace Bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is:

To break it down the workplace bully has control issues (probably on the job and off).  The perpetrator targets an individual (s) using a strategy of timing, location and method to threaten, The purpose is to degrade, insult, embarrass, intimidate and undermine.  The bully can use direct actions or actions of omission that include withholding information or resources.  In addition to attacking the person the actions of the workplace bully also undermines legitimate business interest for personal interest/issues.

Any of the above description remind you of something else? If you thought Domestic Violence you are right! Surprising as it may sound the workplace bully's profile is very close to the batterer's profile and at the core of both types is less about anger and more about power and control over a targeted individual.
Being bullied as an adult in the workplace can have a huge impact on the psychological and physical health of the victim as well as employee peers. 

I work with workplace bully's and in Thursday installment you'll meet Susan an employer ordered bully. I had to come up with a combination of modalities to work with Susan because a straightforward anger management program wasn't going to be quit right to address her issues.  I borrowed from some of my Domestic Violence tools combined with anger management and EQ.  The results were amazing.

Anger Management Institute, LLC An emotional intelligence based practice

No comments:

Post a Comment