21 Jul
Don’t do this to yourself, you have another option. HOW TO: BLOCK ON FORMSPRING & TUMBLR: MUSIC: “Royalty Free Music #116 (Why is Kolaveree) Rock/Reggae Parody.” SECOND CHANNEL: youtube.com LINKS: facebook.com twitter.com kristencorpse.tumblr.com http dailybooth.com keek.com flickr.com TAGS: kristencorpse advice turn off anons block anonymous anon comments formspring tumblr harassment sexual mean bullying cyberbullying bully bullying trolls trolli
16 Jul
(MoneyWatch) COMMENTARY Everyone knows that employees who are bullied at work are more likely to quit. But a new study from the University of British Columbia shows that it’s not only the victim who is likely to bail — the person’s coworkers are also likely to leave their jobs:
Witnessing or learning about these impacts of workplace bullying is likely to promote empathetic responses. Employees witnessing coworkers being bullied, or merely talking to them about their experiences, are pushed toward taking the targets’ perspective. Such perspective-taking leads one to experience cognitive or emotional empathy, which includes imagining how another feels… or actually sharing in another’s feelings. These empathetic responses can contribute to the understanding that a significant moral violation has occurred and the recognition that the victim does not deserve his or her mistreatment. As a result of this moral uneasiness, bullying at large within a work unit will increase employee intentions to quit their work group
So when you have a bully in the office, it’s not just the target that feels uncomfortable — so do other employees, who often feel empathy for the person being pushed around and feel that the treatment is morally wrong. People also don’t like working for a boss who allows, encourages, or engages in immoral behavior.
Why workplace bullying should be legal
Were you a bully in high school? No job for you!
How to handle a bully boss
What’s the impact of workplace bullying on your business or department? Managers and HR departments alike typically ignore bullying because it’s a difficult problem to solve. Bullies are often experts at manipulation, and they tend to choose their targets carefully. Managers may justify ignoring the situation by rationalizing that the victim is a poor employee. They also may hope that the bullied worker quits, rectifying the problem (which it doesn’t because the bully then often picks a new victim).
As the study makes clear, bullying on the job is a problem for the whole team and, by extension, the whole company. As a manager, the last thing you want is a team that feels like the company is tolerating unethical or immoral behavior. They cannot trust you if you allow this to continue. As a result, morale suffers and people quit.
Here’s what you can do to combat bullying in your group or unit:
1. Stop the denial. Nobody, even incompetent people, deserve to be treated unfairly or poorly. If you see that behavior going on, it’s not the fault of the victim. Don’t allow it to continue just because Jim isn’t that good at his job, anyway.
2. Confront the bully directly. If you witness an incident or are informed of one, call the alleged bully into your office and explain that her behavior is unacceptable. Make sure the bully is aware that you will not stand for such behavior — ever.
3. Put the bully on a performance improvement plan. Remember your kindergarten report card where there was a line for “plays well with others?” This is also a critical skill in the workplace. It’s a rare employee who cannot be replaced by someone who isn’t a jerk. If you have an employee who bullies others, that needs to be stopped or the bully needs to be fired.
4. Speak up. If you’re not the manager but a peer of the bully, then speak up whenever you witness bad behavior. Defend the victim, and be honest in your appraisal. You don’t have to be a tattletale, but be firm. “Holly, what you said about Jim is not true,” or, “That is an unfair statement” or, “Did I just hear you say that Jim messed up on that project? Can you please clarify that for me?”
Bullying is detrimental to any business. This study was conducted on nurses (where you think teamwork would be critical), but it’s easy to see the implications for any department. Ignoring bullying doesn’t make it go away, but it does make your other employees go away — even the ones who aren’t the victims. If you want to keep your valuable employees, stop the bullying.
14 Jul
The two-time Pro Bowler has until Monday at 4 p.m. to agree to a long-term deal with the Ravens or he’ll have to play the season under the $7.7 million franchise tag.
Rice, who handed out $20 bills to kids for dancing and doing push-ups on the stage Friday, jokingly asked those in attendance to return the favor and call Ravens general manager Ozzie Newsome and “tell him to pay me.”
He was not the only Raven to deliver that message Friday. After learning that New Orleans Saints quarterback Drew Brees, who also was franchised, had agreed to a five-year, $100 million deal that reportedly includes an NFL-record $60 million in guaranteed money, Rice’s fullback, Vonta Leach, wrote on his Twitter account: “Now I’m waiting for [Rice] to get his money he deserves. #cutthecheck.”
Rice declined to elaborate on the ongoing negotiations between the Ravens and his agent, Todd France, saying “I’m actually here for the bullying thing.”
Rice, 25, has emerged as a spokesman for anti-bullying, speaking at several events, including two in Howard County. The running back said he was motivated to speak out after learning of the death of Howard County teen Grace McComas, who committed suicide on Easter Sunday after being the victim of online bullying.
“Well you know after I heard about the story about the little girl losing her life over somebody’s words, you can’t imagine somebody’s life being taken over words. I live by the creed that sticks and stones they break your bones, but words can never hurt you. In this case, words killed somebody,” Rice said. “When you think about it, we all put ourselves in somebody’s shoes, a different family’s shoes. Whether we have kids or not, we can feel that family’s pain. I felt that pain and I felt like it’s time for me to be a voice out there. In another situation, you’re talking about retaliation. That’s not the kind of retaliation that you need in this kind of situation. It’s getting your voice out there to help any other situation.”
