Bullying at the University of Newcastle (Australia)

We are working to highlight and stop academic workplace bullying at the University of Newcastle, Australia. We are a group of staff and students who have been bullied for speaking out about misconduct.

Help make a difference –

*answer our survey,

*contribute to the blog, or

*contact us.

This will help us gather as much information as possible so that we can put an end to this bullying with its’ decades-long history.

“Systemic bullying, hazing and abuse generally are identified with poor, weak or toxic organizational cultures. Cultures that are toxic have stated ethical values that are espoused but not employed, and other non-ethical values which are operational, dominant, but unstated.

Such cultures thrive when good people are silent, silenced, or pushed out; when bad apples are vocal, retained, promoted, and empowered; and when the neutral majority remain silent in order to survive. Those who are most successful in such a toxic culture are those who have adapted to it, or adopted it as their own”. (McKay, Arnold, Fratzl & Thomas, 2008)

Monday, September 24, 2012

Bullying versus performance management

"LAWS designed to stamp out workplace bullying are being hijacked by disgruntled workers making wild and unsubstantiated claims, experts say."

" "Anecdotal evidence shows many managers are afraid to engage in performance management action due to fear of being labelled a bully," Comcare said."

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Read submissions 8, 25 and 53  to the Workplace Bullying Inquiry by ex-staff of the University of Newcastle.

Does this sound like "performance management"?  
Tell us what you think.

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