The Workplace

The bullies in the workplace

What is bullying in the workplace?

In many ways that is similar to bullying playground, except that, as adults, and should not be a problem. This aggressive, which should contain personally, but for some reason it is not. Bullying involves more than one incident of aggressive negative behavior. This is a repeating pattern of negative behavior usually involves an animal with more power or persuasiveness appearance. Harassment can include acts that are intimidating, humiliating and isolating and can be verbal or physical, or gross subtle, active or passive. (LUTGEN-Sandvik, 2006.)

The underlying message is that the offender can and will participate in maintaining unwanted negative behaviors that can do anything to stop it. This feeling of powerlessness grows and the target begins to feel bad about himself, and the fear that the abuser. Intimidation seems to be in an environment that tolerates or rewards hostile behavior without intervening. The effect on the "target" of harassment can be devastating, and there is significant research showing that the objectives can meet a wide range of diseases related to depression and sleep loss for disorders bowel and an increased risk of heart disease. Productivity goes down, the team suffers, let the good employees and employers has increased demands on medical and legal. (Yamada, 2008). Research shows that even harassment in the workplace has a more negative impact on employees than sexual harassment, perhaps because they are procedures for handling sexual harassment today. (Bryner, 2008)

Who are the bullies at work?

From my experience and interdisciplinary training, I strongly believe that bullies at work are the victims of conflict above ("Health Professional") with high conflict personalities. I mean they bring the problem rather than reacting to an external "problem" or other "make" to behave in this way. I think that bullying is part of "who they are, thinking of his long life style, feel and act. Started before they do the job.

From my observations, there are four personality types most frequently involved in bullying in the workplace. Each of these guys trying to overcome a feeling of weakness or fear in themselves, are usually not aware of it. (And do not try to remember!) Are unconsciously taken to locate and attack what I called the "Millennium" fault, because it helps you feel less anxious and unable to briefly feel capable of hurting others. Its objectives can be anyone. This is not personal. Is the aggressor, not white.

"I am superior" type: the thugs are caught trying to prove to themselves and others who are superior beings. They are really afraid of being regarded as inferior, but this fear is not aware they become very defensive if you suggest that they are concerned to be seen as inferior. They often show contempt and lack respect for their family. This is mostly verbal, but can participate in humiliating jokes, tricks or maneuvers to be wrong (for that look good, I hope). This behavior is automatic for them.

"Love You, Hate You", writes: thugs often seek revenge for perceived rejection of those who looked very good friends. Once your fantasy of friendship disappears, take revenge. Even if you do nothing, does not mark the misinformation, rather than acting on it. They can spread rumors and claims that are you are a very indifferent or unethical. If there is a conflict, who want others think it is your fault. They really all or nothing to think and draw conclusions. "You're with me or against me." They can easily angry, and sometimes become violent or stalking their targets.

"I Need to dominate," he writes: goons go beyond trying to appear superior. They like to hurt others. They fear being dominated, so trying to find someone, somewhere, who can dominate. While harm another person, they feel less vulnerable. They may say hurtful things, but often do things that damage, including theft of those who are closest to you manipulate favors and then stab you in the back, and be willing to destroy your career as a short-term goal. You may think you're threatened or handled. Beware of schemes strange. They are thieves.

"I can not trust anyone," he writes: These attackers are highly suspect and that some may believe that you are taking advantage of them when not even know them personally. They hate and attack you before (think) that attack. They can spread rumors that want to hurt, and they themselves believe. They often create high-conflict situations because of their excessive fears of all.

All the victims feel thugs. They think they are a danger to them, and they believe they are justified in attacking you. Although it may seem that they have to intimidate others is not real pleasure. They like the feeling to be temporary power. Most people do not need to have power over another person in a negative way. But the tyrants who is the only satisfaction in a daily struggle of feelings that are all the other victims. Remember, this feeling is not aware and will be worse if you tip.

Son premiums increasing workload?

In the past two decades, workplace bullying has begun to receive the same kind of attention that bullying has received over the years. This may be the same dynamic for people with personality development has been blocked since childhood. Done Interestingly, research indicates that 16-21 percent of employees experience adverse health and intimidation that is four times more than the reports of sexual harassment. (Yamada, 2008)

These statistics (16-21 percent) are very similar to statistical problems of personality in society (approximately 15-17%). Since the attackers are also sustainable patterns of dysfunctional behavior, many of them may have disorders personality. The research on family violence shows a strong correlation between domestic violence in progress and personality disorders. (Dutton, 2007)

It is also interesting to note that the growth of this workplace problem seems to be a parallel increase in personality disorders in society modern. There seems to be longer and many organizations seem to tolerate them. With increasing and decreasing egocentricity empathy, we can expect to see on this problem in the future.

What can you do?

If you are bullied, there are several things to consider.

1. Do not take it personally. Avoid self-criticism or isolation. Bullying is on the abuser, not the goal. Nothing could have done to deserve this behavior.

2. Get help. Talk to someone about bullying, even if it is a friend, relative or colleague. Home where it is easier to start. You will feel stronger and not weak. Do not try to stop the aggressor alone. Who is a mistake that many people and many organizations have done.

3. Discover Your organization's policy on bullying. It can be a contact person to whom you can report the harassment, such as human resources or support person the employee. The best policy to encourage employees and managers to work together to stop bullying behavior and remove the bully appropriate. If you are being intimidated by her immediate supervisor and your organization if you said to talk to this person, look around someone to talk to. This policy is bad and may be another person in your organization you can talk.

4. Remember that you have a choice. Many excellent employees that enable organizations be intimidating to flourish. You do not have to tolerate a hostile work environment. Knowing you have the choice and research your options (such as research opportunities employment for others) give you strength. Remember, bullying is not about you. This bully and intimidate personality problems. You do not have to be blocked. Maybe a change of department or supervisors can be a solution, so you do not have to leave the organization. But do not get stuck feeling stuck.

What can your organization?

To be honest, the problem is really a cultural problem. The corporate culture must reject the intimidation, and there is little the worker can do. Successful programs aimed at reducing the phenomenon of games with a focus on the school environment. Similarly, harassment must be addressed at the organizational level. Here are some suggestions for a comprehensive approach:

1. The anti-bullying policies: Leadership in the workplace must have clear policies against bullying and healthy conflict resolution. Specify that bullying is unwanted, aggressive, negative behavior of any kind will help employees begin to understand where to draw the lines. Clarify the consequences of bullying in the workplace (and the organization will be implemented) can go a long way to help employees feel safe. Employees as a group need to know what policies, the attackers also often distorted understanding of the rules to allow their inappropriate behavior.

2. Bullying Prevention: Programs to reduce bullying often have a committee of representatives from different parts of the school community. This committee develops and serves the prevention activities. By involving all levels of employees and management, as a team approach is more likely to change a corporate culture more easy up and down initiative. However, the administration has strong support in a meaningful way, or fail.

3. Staff training: training for all employees of mutual support and "limits" to their colleagues may be more effective than company policy to lie. (Bryner, 2008) where all employees feel responsible for the quality of working environment, employees seem to calm aggressive. By contrast, when workers believe that "anything goes" or "not my problem" is more likely to be aggressive, bullying behavior. The practice of conflict scenarios and what others may say and do is a particularly useful.

4. Confidential communication lines: Many bullies are in positions of authority over their targets. Therefore, lines communication that require reporting of these problems to their immediate supervisor does not work. There must be independent resource persons for the reporting of bullying the organization and management.

5. Tips: help employees and organizations to have a contact for victims of bullying people to use intimidation to discuss experiences in confidence. This can help employees and organizations to reduce spiraling health concerns and problems which often leads to harassment. This service can be assisted and intimidation, so that the organization may be able to keep some of these employees while helping to improve their behavior at work.

6. Impact: It must be real consequences for the aggressors, so everyone can see. Thus, the potential of other tyrants will more prudent to follow the rules and other potential victims know that the work which will be protected.

7. Healthy Labour Laws: Some states are considering a healthy work environment legislation, which would set the expectations of employee behavior, and also provide resources to bullying in the workplace. This should be encouraged, because it must be part of the culture, not the victim process.

In summary, the intimidation seems to be a problem growing. individual goals are generally exceeded mainly because the thugs appear to have the active and passive support of their employers. Therefore, a comprehensive approach may have the best chance of a successful company or organization that seeks to address this problem. Understand that bullying behavior is unconscious in the first place on the basis of rates Long-term personality can help organizations and individuals to tackle this more effectively.

Most workplace bullies can be high conflict victims (PS) with high conflict personalities. Achieving this helps to understand that the problem is as follows:

• A problem long term it will not disappear.

• It is a deep and serious problem, rather than a minor problem.

¨ This is a problem to be solved EU level, rather than putting the burden on the individual target to stop the PCH.

Best wishes to handle this problem. Remember, you are not alone and you do not need to take any bullying personally. It is not that what model of bullying behavior and the willingness of each to determine the limits of this.

About the Author

Bill Eddy is President and co-founder of High Conflict Institute. As an attorney, mediator and therapist, he has become an international author and speaker to professionals managing high conflict disputes, especially involving people with personality disorders. His website is www.HighConflictInstitute.com.

As an attorney, Bill is a Certified Family Law Specialist in California and the Senior Family Mediator at the National Conflict Resolution Center in San Diego. Prior to becoming an attorney in 1992, he was a Licensed Clinical Social worker with twelve years experience providing therapy to children, adults, couples and families in psychiatric hospitals and outpatient clinics. He has taught Negotiation and Mediation at the University of San Diego School of Law for six years and his articles have appeared in national law and counseling journals.

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