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)

Friday, October 26, 2012

Workplace envy and bullying

"Victims of workplace bullying are often different in some way to the perpetrator or some homogeneity of their current work group. In Australia, McGrath (2010a) found a relationship between workplace envy and workplace bullying, suggesting that a worker’s possession of comparatively superior traits to those of the perpetrator or group can be a risk for bullying. The results echo those of international studies, where victims were found to possess desirable difference traits such as being competent, engaged and motivated (Strandmark & Hallberg, 2007) or being better qualified than the perpetrator (e.g. O'Moore, Seigne, McGuire, & Smith, 1998). 

When such talented workers are envied, perpetrators of bullying may covertly sabotage their work, take credit for their work, remove their job responsibilities in their area of expertise, or withhold a deserved promotion. Sensitive people may be particularly vulnerable to such bullying. Given that victims of bullying often resign rather than report the bullying, the findings present an unmeasured loss of talent to the Australian economy. Indeed the true prevalence of workplace bullying in Australia is most likely obscured by the dearth of representative research data across the national population, the victims’ reluctance to report the problem and the concealed nature of many workplace bullying behaviours."

McGrath 2012 (emphasis added) - SUBMISSION 87 to the Workplace Bullying Inquiry

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