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Has anyone succeeded in erasing someone’s memory? by Gagan Bir Singh https://www.quora.com/Has-anyone-succeeded-in-erasing-someones-memory/answer/Gagan-Bir-Singh?share=d15154d6&srid=zRYF

The possibilities for abuse are massive and terrifying.

Work and the Aftermath of Abuse

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For most people, work is central to their survival—it’s how they make a living for themselves and those they care about and how they pay their way in the world. Work is also about belonging to something larger than oneself, and the relationships that are part of the workplace support that sense of belonging. When work is recognized as central to survival and belonging, it’s a lot less surprising that many victims don’t easily get over workplace mobbing and go on to develop symptoms of PTSD and/or depression.

Overcoming Mobbing: A Recovery Guide for Workplace Aggression and Bullying by Maureen Duffy Ph.D., Len Sperry Ph.D.

Fear, Resistance and Risk

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“Take This job and Shove It”: How Targets and Witnesses Fight Back When Faced with Bullying

Seeing what happened to others communicated in no uncertain terms what would happen if witnesses became targets. There was no question that bullying environments were marked by profound fear within entire workgroups.”

Resistance is risky business for workers, and there is always the potential for unintended consequences: they want change but are punished; they report abuse but are stigmatized for reporting; they fight back and are called insubordinate. The inherent risk is why most resistance is covert. Resistance always holds risk for workers, but the risk is even more pronounced in environments where employees are systematically abused.

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.

 

Anti-Inspiring

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“Take This job and Shove It”: How Targets and Witnesses Fight Back When Faced with Bullying

When abuse persisted despite working harder, participants reported giving up. Working harder resulted in a brief respite but was inevitably followed by more demands and further demoralization…Thus, abuse engendered noncooperation rather than cooperation and consent.”

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.

 

Spotting Bad Management

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The following quote suggests that managers who bully subordinates also hire people with the intention of abusing them. It’s a little unnerving to think blatantly (consciously?) predatory behavior is behind some new-hire decisions.

This begs the question – how does a potential employee spot a predatory manager, or an abusive work environment, during the interview process? Are there techniques for identifying and avoiding the problem all together?

Serial Bullying: How Employee Abuse Starts, Ends, and Restarts with New Targets

The most common occurrence coinciding with the onset of abuse is getting a new boss or starting a new job: “A surprising number (19%) are bullied almost immediately on starting their new posts. The recent job change and a change in manager account for 82% of the offered events relating to bullying onset.””

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.

Serial Bullying in the Workplace

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Serial Bullying: How Employee Abuse Starts, Ends, and Restarts with New Targets

Serial bullying is a repetitive, targeted, destructive form of bullying directed by direct managers toward their employees…also called merry-go-round bullying, [it] is when a bully picks one person at a time to terrorize and moves on to another person, usually after the initial target is driven from the workgroup.”

Effectively interrupting the cycle requires more than just removing, coaching, or disciplining the abuse. Ending the cycle means encouraging rather than obstructing the expression of employees’ alternative workplace experiences, despite the likelihood that those voices will differ from management’s. Without honestly dealing with aggressors and the climate that spawns and supports aggression, organizations are doomed to repeat the cycle.

“Only when organizational members at all levels can safely and openly question the dominant culture can the cycle of serial bullying be interrupted. This is no small feat.”

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.

Bullying in the American Workplace

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Prevalence, Perception, Degree, & Impact of Adult Bullying in the American Workplace by Pamela Lutgen-Sandvik, Sarah J. Tracy, & Jess Alberts

Bullying causes widespread damage. Victims of bullying, called targets in research on the subject, suffer long-term often permanent psychological, physical, and professional harm. The experience is crippling and devastating.”

In any given 6 month period, 1 in 4 (25%) US workers experience aggression at work that is persistent and harmful, whether or not these workers identify as targets.

In any given 6 month period in the US, workplace bullying harms nearly 40% of US working adults.

Witnessing bystanders, even though they do not feel directly bullied, experience more aggression personally targeted at them than do employees working in settings without bullying present. As bullying increases, job satisfaction and overall job rating decrease and job-related stress increases—for targets and for witnessing bystanders.

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.

Unfortunate Reality

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Sadly, workplace bullying is relatively common; it touches the lives of nearly half of the working adults in the United States—by either being targeted or being forced to witness one’s coworkers and colleagues bullied. Adult bullies are far more astutely strategic than children, more likely to use indirect aggression because indirect is easy to deny, and are excellent at managing up—appearing completely innocent to upper-managers or other organizational authorities.”

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.

Workplace Bullying Defined

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One of the things that make workplace bullying so difficult to explain and understand is that we lack an agreed-upon name for the experience. Some call workplace bullying harassment of a non-sexual nature, employee emotional abuse, psychological terror, mobbing, and so forth. A review of research on the subject suggests that all of these terms describe roughly the same phenomenon—repeated, long-lasting aggressive abuse at the hands of other organizational members.

Bullying is exceedingly destructive and is associated with targets’ impaired physical, mental, and occupational health; deterioration of personal relationships outside of work; and economic jeopardy. An audience of coworkers also live in fear of being the next target.”

Bullying constitutes, and is constituted by, hostile work environments marked by pervasive fear and dread of workgroup members. Bullying is both an outcome of hostile work environments and a building block of hostile work environments. Perceived power disparity. Bullying at work is marked by a (perceived or actual) difference in power between perpetrator and target.”

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.