MOBBING

Emotional Abuse in the American Workplace

INTRODUCTION
Noa Davenport (expertise in international development &

peacekeeping, teaching & training conflict resolution) Ruth D. Schwartz (counselor and educator in Management, higher education, and health care) Gail P. Elliott (motivational speaker, author, human relations and training consultant)
Published in 1999; 1st book in U.S. presents 20

years of research on mobbing. Household word in Europe; intent to stimulate public awareness in the U.S.

INTRODUCTION
MOBBING IS....
EMOTIONAL ABUSE in the

workplace
Ganging up by co-workers,

subordinates or superiors, to force someone out of the workplace through rumor, innuendo, intimidation, humiliation, discrediting, and isolation.
Malicious, nonsexual, nonracial, general harassment

SUMMARY
Major themes: Understand what mobbing is, why it occurs, how it affects a victim, how organizations are impacted, and what people can do as a victim, a family member, a friend, a manager. Major concepts: Identify what the issue is, when it is happening, whos involved, why it is an issue, and how to resolve it.

SUMMARY
Identified as stress factors; an extreme form of psychological

pressure
5 Phases:

Conflict, Aggressive Acts, Management Involvement, Branding as Difficult or Mentally Ill, Expulsion victim, fully rehabilitated; 2nd cannot resist, nor escape, suffers mental/physical disability; 3rd unable to re-enter workforce, extreme physical/mental injuries rehabilitation unlikely

3 Degrees: 1st resistance to, escapes being a

SUMMARY
Organizational impact: productivity,

morale, human suffering, cost, and teamwork

Prevention, detection, early warning,

and timely action can divert course of events

Internal and confidential organization obligation

to inform, consult, educate, assist, and mediate in mobbing policy

Create Awareness, educate & train, anti-mobbing

Continued research on treatments, rehabilitation,

legal protection needed

ANALYSIS
Peer Review Summary:
Valuable contribution to raising emotional abuse at

work (Hare, Therapist & Coarthur)

life in organizations (Beck, Ed.D)

Most important book in understanding the darkside of

A must read for employment lawyers (Peters, Esq) For anybody mobbed at work this book will be a

healing gift (Westhues, Ph.D)

A book for anyone who has been a target of group

violence and for those who have responsibility for stopping it (Hornstein, Ph.D)

ANALYSIS
Student analysis of application of the major concepts
Impact on self-expression and the way

communication happens
Attacks on ones social relations
Attack on your reputation Attack on the quality Direct attack on persons health

CASE STUDY
Caught in the Cross Fire When HR Practitioners Become Targets of Bullying. - Teresa A. Daniel

Description of Bullying Behaviors

Verbal abuse Offensive conduct Work interference

CASE STUDY
Caught in the Cross Fire When HR Practitioners Become Targets of Bullying. - Teresa A. Daniel
HR Role Draws Intense Reactions
HR must often tell managers no Organizational role is not fully appreciated HR is perceived as lacking business knowledge Lack of professional credentials, education, or

organizational fit Insecure managers may see competent HR professionals as a threat

CASE STUDY
Caught in the Cross Fire When HR Practitioners Become Targets of Bullying. - Teresa A. Daniel
Implications for HR Practitioners
HR practitioners are strongly identified with their work

and tend to protect others Seek opportunities to enhance business knowledge and professional credibility Increase communication to address the inherent tension between HR and other managers Shift from role as internal police to strategic business partner/compliance coach

Conclusion
This book raises awareness of the mobbing syndrome as a

serious workplace issue dealing with emotional mistreatment of employees, most often leading to voluntary or involuntary resignation or dismissal. Organizations free of mobbing create a nourishing environment.
Encourages creativity, cooperation, team-work, trust, problem

solving, open and honest communications, and conflict management. If mobbing is present, organizations are unable to thrive.

Mobbing can be destructive to employees causing great

pain, distress, illness, misery, and social costs.

Conclusion
Organizations need to build awareness What mobbing is Early warning signs The people that get caught up in the dynamics of mobbing to ensure they understand what is happening and will not be willing to accept demeaning behaviors as a normal part of any job Mobbing needs to be considered severe misconduct to

deter individuals from participating in the behavior.