Psychological Harassment (Bullying and Mobbing) Psychological Harassment Information Association Terms of Use

Psychological Harassment (Bullying and Mobbing) Psychological Harassment Information Association Terms of use

Bullying - Mobbing - Victimization Tell Your Friends Psychological (Abuse - Violence) Awareness & Prevention Psychological Manipulation

Bullying Survey Bullying Reporting System Health - Safety - Productivity News & Articles Welcome Home Ivan Pavlov Psychological Harassment is not a new phenomenon but it is one that is on the News - 12 year boy hangs himself Technology rise. It’s a serious phenomenon that has serious consequences for the victims and Psychological our society. In Connecticut, a 12 year old boy Manipulation hanged himself in his closet with a Advanced This website was created to provide information about Psychological Harassment necktie after being picked on for Technologies and its many forms. It also exposes psychological harassment and different months at school over his bad psychological manipulations used to target individuals. Reducing Stress breath and body odor.

Stress Effects Many victims of psychological harassment suffer from physical ailments, irritability, The suicide spawned a Connecticut Suicide Factors and anxiety, nervousness, insomnia, stress, fatigue, depressive states, burn outs, and law mandating schools to report Depression in some cases suicide. Many are unable to continue working and suffer financial bullies to authorities. Words loss. Conclusion boy hangs himself after being Portal (News) In some cases the causes are over work, unrealistic work demands, withholding bullied at school About Us information and resources, arbitrary removal of responsibilities, public humiliation, consistent over time, lack of professional autonomy, favoritism and nepotism, Contact Us excessive competitive work environment, disorganized working conditions, News - Social rejection and Feedback ambiguous tasks or contradictory tasks, tasks that are deprived of purpose, isolation is registered as pain by Downloads constant threats of dismissal, leadership styles, lack of communication, and the brain. Links intimidation. Social rejection and isolation Bullying Violence has different forms: Physical and Psychological. Many safe guards have registers as pain to a part of the Bullying What To Do been put in place to prevent physical violence in our society but few if any exist to brain, which registers physical prevent psychological violence. pain, called the anterior cingulate Bullying Case Example cortex according to researchers Bullying FAQ Psychological Harassment has many forms: the most common being verbal abuse. who measured the neural reactions Bullying Forum Some tactics aim at trying to humiliate or weaken the morale of individuals or of people who thought they had Bullying Survey groups. become outcasts in a game. Bullying Reporting Mobbing also referred to by some as Bullying, psychological terrorism, and System Rejection really hurts, UCLA organizational violence is described as a collective form of psychological violence in psychologists find Bullying Wiki which many individuals unite to persecute an individual by making constant Bullying vs. Mobbing negative remarks, repeated criticism or sarcasm, intimidation, threats, Mobbing insinuations, try to humiliate, circulate false information concerning the individual, Laws and to socially isolate the individual. Mobbing is a way of destroying a person without using any physical means, a psychological war of nerves with wear the Coercive Mind Control individual out tactics. A group attacks an individual's dignity, integrity, self-image, http://www.psychologicalharassment.com/ (1 of 4) [7/12/2008 2:31:42 PM] Psychological Harassment (Bullying and Mobbing)

Tactics self-confidence, self-esteem, place in doubt of competence, threaten their careers, News - In Quebec, new laws and means of subsistence. concerning psychological Psychological harassment have come into effect Harassment at Work One method used to induce distress or suffering in a person is by systematically on June 1st 2004. isolating them from their peers.

Terms of use On December 19 2002 the Quebec After a few months some victims can suffer from psychiatric difficulties such as government introduced new laws paranoia, chronic fatigue, loss of self-esteem and self-confidence, and depression. concerning psychological harassment. These new laws have "A tactic that is sometimes used, to break a person down psychologically and come into effect on June 1st 2004. physically, is to induce as much stress as possible for a long period of time." - (see The Effects of Stress) Sect. 81.18 For the purposes of this Act, “psychological One tactic is to attack or upset, emotional or mood change, the victim early in the harassment” means any vexatious behaviour day or morning. This can set the mood or have a lasting effect through out the in the form of repeated and hostile or day. (see Negative Conditioning) unwanted conduct, verbal comments, actions or gestures, that affects an employee’s dignity Another tactic is to attack or upset the victim late in the work day on Fridays just or psychological or physical integrity and that before a restful weekend. This has the effect of causing the victim to think or results in a harmful work environment for the worry, anxiety, about the attack or event through out the weekend. employee. A single serious incidence of such behaviour A prevention guide from - Commission des normes du travail that has a lasting harmful effect on an employee may also constitute psychological harassment. (IN FORCE ON JUNE 1, 2004) A report from Téléjournal - Le Point called “Le cauchemar du harcèlement moral” documents the cases of ______three people. One of the persons documented committed suicide. The article is in French: “Le cauchemar du 2002, c. 80, s. 47. harcèlement moral”.

According to this report the psychiatrist Marie-France Hirigoyen, author of Le harcèlement moral : La violence Commission des normes du travail perverse au quotidien, started a social debate in France in 1998 that resulted in a new law to penalize

psychological harassment. Art L.122-49 alinea 1 du code du travail.

Psychological Harassment is viewed as direct or indirect tactics used to get rid of someone or to break them down psychologically and should not be confused with stress related to work performance.

After a few months some people can suffer from psychological problems. Some can react with hyper combativeness and can be classified as paranoid. Some suffer from chronic fatigue, low self-esteem, depression, loss of employment, and suicide.

Attacks to an individual's dignity, integrity, self-image, things that can be humiliating, can become destructive by their repetition.

Anyone can be a target of psychological harassment and there isn’t any particular psychological profile attached to it.

In some cases, the difficulty is that the attacks are subtle and leave few traces so when the person is targeted they are destabilized and do not know how to defend themselves. Radio Canada http://www.psychologicalharassment.com/ (2 of 4) [7/12/2008 2:31:42 PM] Psychological Harassment (Bullying and Mobbing) Stalking the Soul: Emotional Abuse and the Erosion of Identity by Marie-France Hirigoyen, Helen Marx (Afterword), Thomas Moore (Translator)

From Publishers Weekly "Often, emotional abuse builds over a long period of time until it becomes so unbearable that victims lash out in frustration and anger, only to appear unstable and aggressive themselves. This, according to Hirigoyen, is the intent of many abusers: to systematically "destabilize" and confuse their victims (with irrational, threatening behavior that preys on the victim's fears and self-doubts), to isolate and control them and ultimately to destroy their identity." amazon.com

As stated above, psychological harassment can cause physical and psychological illness. Reports, statistics, and documents relating to how many people have suffered from burnouts, depression, suicide, and other illnesses caused by psychological harassment are hard to find.

Statistics on suicides are available. In some countries like Canada, suicide is the number one cause of death for men in different age groups. In the United States it is the third leading cause of death among those aged 15-24 and the second leading cause of death among those aged 25-34. We do not know what percentages of these suicides were caused by psychological harassment.

Mental disorders (particularly depression and substance abuse) are associated with more than 90% of all cases of suicide. However, suicide results from many complex socio cultural factors and is more likely to occur during periods of socio-economic, family and individual crisis (e.g. loss of a loved one, employment, honour).

Former site of Befrienders International.

A few websites exist that claim that advanced technology is being used on people. The technology described can remotely induce pain, sexual stimulation, orgasms, and other sensations. Another technology described on these websites is about some kind of sound technology.

Victims from all over the world have contacted an organization called CAHRA Citizens Against Human Rights Abuse to report various forms of harassment and torture. Victims have reported the use of mind control and the use of advanced technologies. All the victims describe the technology as unbelievably sophisticated. One of the technologies described can induce different remote sensations on the body such as pain and sexual stimulation. The use of degrading themes such as pedophilia and homosexuality are also reported. Another technology described involves sound and is referred to as microwave hearing or voices in the head. Sleep deprivation and dream manipulation are also reported. Harassing manipulation of electronic equipment such as phone, TV, and computers are reported as well. Victims describe the mind control phenomena as cruel, debilitating, and compare it to mental rape. Many have been classified as psychologically ill and live in financial ruin.

Mindjustice - reported mind control symptoms eTorture - reported advanced technologies and psychological manipulation http://www.psychologicalharassment.com/ (3 of 4) [7/12/2008 2:31:42 PM] Psychological Harassment (Bullying and Mobbing)

Degrading themes are often used to try to prevent people from coming forward.

When some people hear of psychological torture they often think of sleep depravation, repetitive sounds, and repetitive words. As already stated, psychological harassment and its many forms can have devastating effects on the victims, both physically and psychologically, and can induce a lot of suffering.

http://www.psychologicalharassment.com/ (4 of 4) [7/12/2008 2:31:42 PM] The Cyber-Bullying and School Bullying Reporting System Psychological Harassment Terms of use

Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles The Cyber Bullying and School Bullying Home Reporting System Ivan Pavlov Technology The Bullying Reporting System is free and volunteer based. Psychological There are no fees of any kind for any schools, any organization, or anyone but volunteers are needed for this Manipulation system to function. It was created to work in collaboration with Advanced the cyber community to address the issue of online Bullying Technologies and to work in collaboration with any school volunteers to Reducing Stress address the issue of Bullying and any reported bullying Stress Effects incidences. Suicide Factors and The Bullying Reporting System is simple to use and user Depression friendly. Anyone can create a ticket or report Bullying content Words that is on a bulletin board for example. The ticket worker Conclusion (volunteer) can then respond by asking for more information, Portal (News) email based communication, or contact the bulletin board to About Us inform them of the content. Most of the cyber community are Contact Us willing to address this issue, have rules, and will usually Feedback remove the content and warn or ban offending members.

Downloads The reporting system works the same way for schools. A Links student or parent can submit a ticket or report of a Bullying incident. The ticket worker (volunteer) can then respond by Bullying asking for more information, email based communication, or Bullying What To Do contact the participating school volunteer or designated Bullying Case Example person. The communication is email based and the school volunteer or designated person's email would be required.

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Bullying FAQ Bullying Forum Send us a question or let us know what your needs or concerns Bullying Survey are through this system and you will see first hand how this system works. Bullying Reporting

System They link works but the bullying reporting system is not yet Bullying Wiki operational. Bullying vs. Mobbing

Mobbing Go To The Cyber Bullying and School Bullying Laws Reporting System

Coercive Mind Control Tactics

Psychological Harassment at Work

http://www.psychologicalharassment.com/bullying_reporting_system.htm (2 of 2) [7/12/2008 2:31:49 PM] Terms of Use Psychological Harassment Terms of use

Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Terms of use Home Ivan Pavlov PLEASE CAREFULLY READ THESE TERMS OF USE. BY Technology USING THIS WEB SITE (SITE), YOU INDICATE YOUR Psychological UNDERSTANDING AND ACCEPTANCE OF THESE TERMS. Manipulation IF YOU DO NOT ACCEPT THESE TERMS, THEN DO NOT Advanced USE THIS SITE. Technologies Reducing Stress Terms of Use Stress Effects The information is provided on an "as is" basis, and the Suicide Factors and author of this web site or any person or organization or Depression entity makes no warrant or guarantees its truth, accuracy or Words completeness. The information is provided for general Conclusion informational purposes only and it is not intended to be Portal (News) advice of any kind. No one should act, or refrain from acting, About Us based solely upon this - or any other - general information Contact Us without first seeking appropriate professional advice. The Feedback author of this web site, any person, this web site, any organization, or any entity associated to this web site does Downloads not provide any kind of professional or consultation service. Links The site may provide links to web sites and access to Bullying content, products and services of third parties, including Bullying What To Do without limitation. You should refer to the separate terms of Bullying Case Example use, privacy policies, and other rules posted on other sites before you use them. The author or any person or

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Bullying FAQ organization or entity is not responsible for (a) the Bullying Forum availability of, and content provided on, other sites, nor does Bullying Survey inclusion of any link imply endorsement of the other site by Bullying Reporting the author or any person or organization or entity, or vice versa; (b) third party content accessible through the site, System including opinions, advice, or statements (and you Bullying Wiki understand that you bear all risks associated with the use of Bullying vs. Mobbing such content); (c) any loss or damage of any sort you may Mobbing incur from dealing with any third party; or (d) your dealings Laws with any third parties found on or through the site, including your participation in promotions, the payment for and Coercive Mind Control delivery of goods if any, and any terms, conditions, Tactics warranties, or representations associated with such dealings.

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Psychological Harassment (Bullying and Mobbing) Survey

There are 15 questions in this survey.

A Note On Privacy This survey is anonymous. The record kept of your survey responses does not contain any identifying information about you unless a specific question in the survey has asked for this. If you have responded to a survey that used an identifying token to allow you to access the survey, you can rest assured that the identifying token is not kept with your responses. It is managed in a separate database, and will only be updated to indicate that you have (or haven't) completed this survey. There is no way of matching identification tokens with survey responses in this survey.

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Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Ivan Pavlov Home Ivan Pavlov Ivan Petrovich Pavlov was born on September 14, 1849 at Ryazan Russia. Technology Psychological His main interest was physiology. What made him famous was Manipulation the Classical Conditioning theory. Advanced The bulk of his research was in the years 1891-1900 on the Technologies physiology of digestion. Reducing Stress In 1903 Pavlov read a paper on The Experimental Psychology and Psychopathology of Animals. The paper gives the definition Stress Effects of conditioned and unconditioned reflexes. It also states that Suicide Factors and the conditioned reflex should be considered a psychological Depression phenomenon. It was concluded that the conditioned reflex was Words part of highly developed forms of reactions in animals and Conclusion humans to their environment. Portal (News) It was determined that external actions, which coincided in About Us time with an unconditioned reflex, could become the Contact Us conditioned signal for the creation of a new condition reflex. A conditioned reflex can be created and can also be repressed if Feedback it proves to be wrong too often. Pavlov also believed that Downloads conditioned reflexes could explain the behavior of psychotic Links people. He suggested that people who withdrew from the world may associate all stimulus with possible injury or threat. Bullying In 1904 Ivan Pavlov was awarded the Nobel Prize. Bullying What To Do Bullying Case Example He created the first learning theory which precedes the reinforcement learning theory. Classical conditioning does not

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Bullying FAQ include rewards and punishments which are key terms in the Bullying Forum reinforcement learning theory. Classical conditioning is creating Bullying Survey relationships by association.

Bullying Reporting An example of Ivan Pavlov experiments went something like System this: Bullying Wiki A dog sees his food and salivates. An unconditioned response. Bullying vs. Mobbing Food ->Salivation. Mobbing Unconditional Stimulus ->Unconditioned Response. Laws A bell is rung at the same time that a dog sees his food and

salivates. Coercive Mind Control This is repeated several times. Tactics A bell is rung without the food and the dog salivates. Bell ->Salivation Psychological Conditioned Stimulus ->Conditioned Response Harassment at Work A bell is rung and no food is given to the dog. This is repeated several times. Terms of use A bell is rung without food and the dog no longer salivates. Bell -> No Salivation Stimulus -> No Response

Psychological manipulation "mind control" has been documented for over a hundred years.

Negative Conditioning Constant State of Interrogation

People and Discoveries Ivan Pavlov 1849-1936 Nobel e-Museum Ivan Pavlov - Biography CLASSICAL CONDITIONING

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Suicide Factors and Unfortunately, these technologies can also be used to Depression intentionally harass individuals and induce different Words psychological disorders. Other individuals can constantly Conclusion indirectly comment on the individual's computer and phone call Portal (News) activities. This not only gives the individual the impression of About Us being under constant surveillance but also keeps part of his attention focused on the group's indirect comments. The Contact Us comments are usually of a negative nature to attack the Feedback individuals self esteem. Whether or not the comments are Downloads negative or positive, they are an indirect form of Links communication, a form of conditioning. This is a subject that is further covered in the Psychological Manipulation (State of Bullying Constant Interrogation) page and induced psychological illness. Bullying What To Do This tactic is also used to induce paranoia. Bullying Case Example

http://www.psychologicalharassment.com/technology.htm (1 of 2) [7/12/2008 2:32:35 PM] Psychological Harassment Technology

Bullying FAQ Bullying Forum Bullying Survey Bullying Reporting System Bullying Wiki Bullying vs. Mobbing Mobbing Laws

Coercive Mind Control Tactics

Psychological Harassment at Work

http://www.psychologicalharassment.com/technology.htm (2 of 2) [7/12/2008 2:32:35 PM] Psychological Manipulation Psychological Harassment Terms of use

Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Psychological Manipulation Home Ivan Pavlov Psychological Manipulation and Induced Psychological Illness Technology Psychological As indicated on the home page, psychological harassment and Manipulation psychological manipulation "mind control" can induce Advanced psychological and physical disorders. Technologies When an individual is targeted, the level of harassment usually Reducing Stress begins slowly and increases with time. Stress Effects Suicide Factors and Anytime someone interacts with you they can influence your Depression thoughts and also manipulate your thoughts. Words Usually, people "tune out" the conversations around them. If Conclusion you are in a crowded room and someone calls out your name Portal (News) they will probably attract your attention and the same goes for About Us other specific words or sounds. Contact Us Feedback Individual's can recall or form images. The expression “I get Downloads the visual”. When someone talks about or describes a scene you may form an image even if you have never seen what the Links other person is talking about or describing.

Bullying An individual can come in close proximity to another individual Bullying What To Do and ask a question, If the individual hears the question, Bullying Case Example whether he is the target of the question or not, his mind can respond with an answer. The answer response can be in

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Bullying FAQ different forms such as an image or sound. For example, if the Bullying Forum question is what does the person look like? The individual may Bullying Survey form an image of the person in his mind. If the question is Bullying Reporting what is the person’s name? The individual’s mind may respond System with the sound of the person’s name.

Bullying Wiki If someone says leave and slams a desk drawer or hits an Bullying vs. Mobbing object. This is a form of indirect intimidation, an indirect threat Mobbing of violence. If these actions are repeated it can become a form Laws of conditioning. The next time a person slams a desk drawer or hits an object the person may associate this as a threat. Coercive Mind Control Classical conditioning can be used to associate different threats Tactics to different things. (see also Fear Conditioning)

Psychological Bookmarks (sections): Harassment at Work Indirect Communication - State of Constant Interrogation Indirect Threats - Verbal Maneuvering to Hide Direct Threats Terms of use Conditioning your mind Negatively or Positively Rejection Hurts and can Lower Your Self-Esteem - Social Queues Intrusive Thoughts - Inducing Degrading Images (Degrading Themes) Ambiguities - Self Doubt and Uncertainties (A State of Limbo) Metaphorical Speech – Hidden Threats and View on Reality Manipulation Fear of Fear and Attacks to the Honor Responsibility and Vulnerability Psychological Manipulations used in Covert Type Investigations

Indirect Communication - State of Constant Interrogation (see Ivan Pavlov)

The group can begin by saying the individual's name, specific words, different sounds, and use other distracting actions to attract the individual's attention. The targeted individual realizes that the group is using some form of harassment and begins to listen to the group around him.

Using indirect communication the group can insult the target, attack the individual's dignity and integrity, ask questions, threaten, and continue to use specific words and sounds to attract the targeted individual’s attention.

The indirect communication is also a form of conditioning and can lead to psychological disorders in which the victim feels

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that he is in a constant state of interrogation. For example, the individual may go to a different environment and hear sounds, words, and questions. Because of the indirect communication and conditioning, the individual may feel that he is still in a state of interrogation and believe that individuals are trying to interact with him. Normally, people would usually simply “tune out” the sounds and conversations of other people.

This tactic is also used to induce paranoia.

Indirect Threats - Verbal Maneuvering to Hide Direct Threats

Sometimes a lot of verbal maneuvering and planning is used to hide or reduce the visibility and obviousness of a direct threat.

For example if a group makes subtle hints or insinuations about you being a homosexual for example, even though they probably know you are not, and then one of them says something like all homosexuals should be killed, it’s an indirect threat to you because of the maneuverings or it's less visible or obvious but it is still a direct threat to you.

As indicated on the home page, degrading themes are often used to prevent victims from coming forward and this is often the way they are used in combination with threats. The victim may have some reservations about claiming that he felt personally threatened by a threat that is made towards homosexuals. Other degrading themes, ethnics, and religions can also be used.

Conditioning your mind Negatively or Positively (see Ivan Pavlov)

Have you ever noticed that when someone is very negative and always complaining they may start to influence you and you may start to see only the negative events or negative side of things as they do?

The way you think can be conditioned and a person can also be psychologically manipulated to have a negative thinking pattern, to always see the negative side of things or expect the worse, or to see the negatives out of a situation or event reflexively instead of being open minded or thinking of the positives first.

A tactic often used is to also constantly interpret or expose the victim to negativity. In some cases it's used to induce or can

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lead to depression.

The opposite is also true. You can condition your mind to think positively or expect positive outcomes. It’s not easy at first and does require effort but eventually it can change and become almost automatic, reflexive, where you will be thinking positively instead of negatively. You may have heard these expressions: look on the bright side, put a positive spin on it or spin it positively. Try this exercise: Think of all the positives that you can imagine out of a situation or event and try to think of the possible positive outcomes first.

Rejection Hurts and can Lower Your Self-Esteem - Social Queues

Rejection hurts, registered as pain by the brain as mentioned on the home page, and rejection can be used in attempts to harm and also lower a person's self-esteem.

A person's self-esteem can be lowered or increased by conditioning the person to look only for certain social queues, disregard certain social queues, or by changing the meaning of certain social queues.

Smiling and laughter are very important and also have very positive effects on the brain.

A tactic often used is to try to condition, associate, negativity to the act of smiling and laughter.

Social queues like smiling indicates acceptance towards the person. A person can be conditioned to associate negativity such as a threat to a smile. If an individual is repetitively threatened or attacked by individuals that use a devilish or fake smile, that is then gradually reduced to a common smile while still engaging in this behavior, and combined with other tactics to induce paranoia, the result can be that the person will associate other peoples smiles to negativity because they are reminded of the behavior or because they are confused or uncertain as to its intention.

Laughter is associated to joy and acceptance also. Laughter is also a great stress and threat reducer.

A person can be conditioned to associate negativity such as threats or sarcasm and ridicule using the same tactics, as described above, to laughter. Usually the desired emotion that the victim is manipulated or

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led to is anger because of its negative effects.

Intrusive Thoughts - Inducing Degrading Images (Degrading Themes)

Degrading themes can be not only disturbing to a person but also threatening. They are used to attack a persons dignity, self-image, self-esteem, induce stress, and often used in combination with negative conditioning.

A group can try to make a targeted individual form degrading and perverse images by using combinations of words, descriptions, sounds, and actions. When degrading themes are used on individuals, the targeted individual can suffer from a psychological disorder that some psychologists have termed "intrusive thoughts".

Also, as stated on the first page, insinuations, even though they are false, can have different affects on an individual. Insinuations of being a pedophile, a homosexual, a criminal, a liar, etc. Is a form of attack on a person, dignity and integrity, and can induces stress. Pedophilia is at the top of the list in hated things in our society and being labeled a pedophile has serious consequences. It would therefore explain why it is so often claimed to be used.

When degrading themes or different insinuations are used it can also be a form of catch 22 if a person's claims of being psychologically harassed or targeted are dismissed and they are told that it is all in their heads. Why do you have thoughts of being a pedophile, a homosexual, why do you feel threatened by it, etc. Psychiatry is also often used as a threat.

Degrading themes are often used to try to prevent people from coming forward.

Ambiguities - Self Doubt and Uncertainties (A State of Limbo)

Sometimes ambiguities are used to confuse the victim and leave them wondering what it is that they are suppose to do or be doing or what is the intended meaning. This can also affect the victim by placing them in doubt or used to induce self doubt and uncertainties, reduce decision making abilities, and can also have the “state of limbo” affect.

The ambiguities can also be manipulated as to hinting at a certain meaning and then modified to hint or indicate another

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meaning and so on to keep the victim confused or guessing as to what the true meaning of the ambiguities are. This can induce confusion, frustration, and self doubt.

Ambiguities can also be used for emotional manipulation such as inducing regret for example. One way this is done is by hinting at a certain meaning of what the ambiguities mean with very subtle hints at another and different meaning. After a period of time the meanings can be reversed or what was the subtle meaning can be clarified or made more obvious to the victim to induce regret, self doubt, and also attack or reduce the victim’s self-esteem and self-confidence.

Classical conditioning can also be used with ambiguities. For example the victim can be constantly bombarded with negativity or is lead to the conclusion that past ambiguities also had a negative meaning. Because of the conditioning the person will deduce or assume what is implied follows the same trend or pattern of negativity or theme. (see Conditioning your mind Negatively or Positively)

Song lyrics often use ambiguities so that the listener can apply the lyrics to their own life or view on reality. Ambiguities can also be used to influence a person's view on reality or in combination to efforts to change a person's view on reality.

Metaphorical Speech – Hidden Threats and View on Reality Manipulation

Sometimes people will use metaphors and metaphorical speech to try to hide different threats or use words that are not obvious in their association to a threatening nature and try to reduce the risk of exposure or criminal evidence.

The meaning of different words can also be changed (sarcasm). For example if two people that hate each other are using the words I love you, the intention of the words used do not have the same meaning as the words.

Metaphorical speech can also be used to change or manipulate the view on reality of a victim. For example metaphorical speech can be used to describe a certain view on reality or belief that is not the actual reality in an attempt to manipulate the person. (see Ideation in Suicide Factors)

The words profile, psychoanalyzed, we are going to fill you up (in the sense of creating a bad or false psychological profile) and using psychiatry as a threat is often used. The victim is http://www.psychologicalharassment.com/psychological_manipulation.htm (6 of 9) [7/12/2008 2:33:00 PM] Psychological Manipulation

psychologically harassed and also bombarded with degrading themes such as pedophilia and an attempt to make them believe that they will be labeled a pedophile, sexually confused, or a violent, angry, and dangerous person. The truth and reality is that this tactic is used by the perpetrators in an attempt to protect themselves, discredit the victim, and prevent the victim form exposing them.

Another example is referring to the victim as an animal and usually a dog. The attempts made by the victim to expose the perpetrators are then described as trying to bite or eat the perpetrators. Using metaphors that are orally oriented are then re-directed towards degrading themes in an attempt to prevent the victim from continuing the behavior of trying to expose the perpetrators. This example of the victim being described as a dog can also imply or insinuate that the person is less then human and can be controlled by a master or as a slave.

A better use of metaphors to describe the situation is that by trying to expose the perpetrators the victim is using the light (exposure and visibility) and the perpetrators trying to use the darkness (deception).

When your enemy uses the darkness and tries to hide in the darkness, you have to use the light.

Fear of Fear and Attacks to the Honor

Some people may feel that the feeling or emotion of fear attacks their honor.

A tactic that is used is to lead the victim to believe that to feel threatened and the resulting fight or flight response is about fear. Therefore the more threatened they feel equals more fear. This tactic deceives the victim and attacks them in two ways. The first is to threaten them causing the fight or flight response and the second is to simply feel threatened attacks their honor having the chain reaction of increasing the threat to them. This usually results in social withdrawal where the victim tries to avoid threatening situations or public areas.

Movies or Audio that projects fear or the emotion of fear can also affect an individual.

Responsibility and Vulnerability

A stressful situation and tactic that is sometimes used to induce stress on a person is to give a person full responsibility

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for a department, for example, but the control to make changes or take action is given to someone else. This can have the effect of making the person insecure or feel vulnerable because they have no control over what they are fully responsible or accountable for and also places them at the "mercy" of someone else that can harm their career.

Psychological Manipulations used in Covert Type Investigations

Individuals can use words, actions, and sounds that will make a target recall memories associated to a specific event. Observers can note different reactions from the target such as fear, surprise, embarrassment (red face), anger, and different emotions. From these reactions the observers can obtain clues to the level of involvement or knowledge that the target may have about a certain event.

A simple example of this is if the targeted individual was involved in an event that has a specific location. The group can say the name of the location, like a street name. If the target doesn’t associate this to anything or any memories, he will disregard the comments of strangers and have no reaction. If, however, the target does associate it to something, he may, or may not, have different reactions.

This scenario maybe repeated several times with different association pointers to get a better view or result. Like taking many measurements and obtaining some kind of average or again, a better view.

This psychological manipulation scenario can also be used to stress, or panic, a target. And a possible motive would be to have them use some kind of telecommunication device, that the target believes to be secure, and to possibly push the target to communicate to a partner, that may also be involved in the event, where he would discuss the strange phenomenon that he believes is happening to him or discuss the event in question. It’s a fact that in the US, Canada, and the UK there are secret organizations that listen to all telecommunications in these countries and that they also share information among themselves. Many people also believe that these organizations share information with other organization indirectly or through indirect channels.

There are many possible psychological manipulation type scenarios that can involve the use of sensitive information or dark secrets. You may have seen a movie where the “bad guy” http://www.psychologicalharassment.com/psychological_manipulation.htm (8 of 9) [7/12/2008 2:33:00 PM] Psychological Manipulation

says something like “get me some dirt on this guy”. The information would be used to intimidate the target or induce fear, stress, and paranoia. This type of scenario can easily fall into the classification of black mail where the target is in a catch 22 situation. The target would have to reveal the sensitive information or dark secrets to law enforcement in order to obtain some kind of help or assistance. His claims could also simply be dismissed as paranoia or delusions. And even if his claims would happen to be believed, there simply would be no proof or evidence.

Psychological warfare or using psychiatry in strong arm tactics is not a new phenomenon and it usually involves discrediting the target or having them declared psychologically ill. These tactics and technologies are usually used by powerful organizations. An example of this can be seen in the movie blue sky, set in the 1950’s, where the army uses psychiatry to hospitalize and medicate the target.

(see also Coercive Mind Control Tactics)

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Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Advanced Technologies Home Ivan Pavlov When Bullying or Mobbing is used, the person targeted can be diagnosed with a psychological disorder and this usually Technology reduces or destroys a person’s credibility. Psychological Manipulation A network or groups can be created that use Bullying or Advanced Mobbing technologies, a form of organized stalking. An Technologies individual's view on reality can also be influenced. Reducing Stress Advanced Technologies Stress Effects Suicide Factors and “Researchers at MIT media Lab Europe have already come up Depression with a design for a tooth implant that receives digital signals Words from radios and mobile phones. Conclusion A micro-vibration device and a wireless receiver (Blue tooth, Portal (News) presumably) are implanted into a natural tooth during dental surgery. Sounds transmitted to the device are transferred from About Us the tooth into the inner ear by bone resonance creating, claim Contact Us its designers, “pure sound streaming into the consciousness.” Feedback Ask your dentist for one today. Downloads Wireless implants will also have some serious applications, Links says Kuss Wiseman, a wireless product creation guru and consultant. He foresees “embedded drug-delivery and muscle- Bullying control devices that can be controlled wirelessly from remote Bullying What To Do medical facilities.”

Bullying Case Example Source: The New World of Communication 1-2003 – From

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Bullying FAQ spying insects to tooth implants, some of the most profound Bullying Forum wireless and outlandish inventions are currently incubating in Bullying Survey laboratories around the world. Bullying Reporting Scientist have for many years predicted that Nanotechnologies System could be used to control individual's or whole populations. Bullying Wiki Bullying vs. Mobbing Excuse Me, Is Your Tooth Ringing? "The vibrations are on a Mobbing molecular level, so the user only experiences pure sound Laws streaming into their consciousness," …"We realize that having unwanted sound information arriving directly into the user's Coercive Mind Control brain would resemble technological schizophrenia, therefore Tactics maximum control is essential."

Schizophrenia is a psychological disorder that millions of Psychological people suffer from. Harassment at Work Hypersonic Sound. Terms of use "Think about the ability to focus sound into a crowd of people on a football field and talk only to a selected few." Ultrasound, beyond the hearing level, used to create audible sound.

Sound produced by heavy machinery that is under 20 Hz can also affect the body and harm intestines.

When people are targeted by advanced technologies they may feel a sense of powerlessness "helplessness", the "who will believe you" factor. The more advanced the technologies used to target individual's become, the less likely they will be believed.

We are not aware of any measures or safe guards that exist to protect people from advanced technologies, such as nanotechnologies, now or in the future.

We do not know if there are any measures or safe guards to determine if advanced technologies are being used on people, now or in the future, if they mimic different psychological or physical disorders.

Technology Review Wired News New Scientist

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Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Reducing Stress Home Ivan Pavlov Ways of reducing stress, anxiety, and help maintain good mental health. Technology Psychological At all times you should consult a medical professional. Manipulation Speak to others in a positive and respectful manner. Consult a Advanced human resource representative. Technologies Physical exercise is the best way to relieve stress. Aerobic Reducing Stress exercise and physical activity help reduce the effects of stress on the body. Stress Effects Take vitamins such as a daily multivitamin. Periods of stress Suicide Factors and can cause the body to deplete nutrients more quickly. Depression Vitamin C has been shown in research to reduce the effects of Words stress. Conclusion Foods rich in omega 3 fatty acids are essential to brain function. Portal (News) Frequent breaks with stretching and massages help reduce About Us tension. Contact Us Stop or limit caffeine and alcohol consumption. Eat regularly scheduled, healthy, and well balanced meals. Feedback Rest as much as you can. Try to get at least eight hours of Downloads sleep and go to bed at scheduled hours. Links Laughter is a good way of reducing stress. Live in "day-tight compartments." Bullying Fill your mind with thoughts of peace, courage, health, and Bullying What To Do hope. Keep a positive attitude. Bullying Case Example Clear your desk and keep it organized.

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Bullying FAQ Physical exercise helps with stress, anxiety, and Bullying Forum depression: Bullying Survey Physical exercise releases chemicals that can help counter the Bullying Reporting effects of stress and depression. Short (20 minutes) time efficient and high intensity interval training on a tread mill can System help and can also be repeated daily. To be able to repeat this Bullying Wiki training daily the key is not to over exert yourself in one Bullying vs. Mobbing training session. Keep it short and intense so that you are able Mobbing to recover quickly. This counters the effects of the stress Laws hormone, releasing chemicals, burning the adrenaline, pushing blood to the brain, and returning the body to a relaxed state. Coercive Mind Control Laughter is great medicine: Tactics Laughter releases chemicals in your brain that can help with stress and depression and many people advocate laughter Psychological therapy. The simple act of smiling releases good chemicals. Harassment at Work Get a therapeutic massage: Terms of use A therapeutic massage stimulates the skin and releases chemicals in your brain, linked to affection, that can help with stress and depression. (see massage therapy and touch therapy)

Take Omega 3: Omega 3's have beneficial effects on the brain and many research articles also claim that it can prevent or help with depression. They are good for the brain, the heart, prevent cancer, and help you lose weight.

Nutrition: Food and supplements that are rich in anti-oxidants can help reduce oxidative stress.

Coping With Stress - 20 tips, managing, + Stress Relievers:25 ways to reduce stress Stress - Effects and Relieving Workouts

amenclinics.com "Happy and hopeful thoughts had an overall calming effect on the brain, while negative thoughts inflamed brain areas often involved with depression and anxiety."

"You can train your thoughts to be positive and hopeful or you can just allow them to be negative and upset you. That's right, it's up to you! You can learn how to change your thoughts and optimize your brain."

"Caffeine constricts blood vessels and has been shown to

http://www.psychologicalharassment.com/reducing_stress.htm (2 of 3) [7/12/2008 2:33:26 PM] Reducing Stress

decrease brain activity.... Stay away from substances known to be toxic or those that decrease brain activity."

positive attitude can keep a person healthy - Study shows brain activity influences immune function Cool colors tend to have a calming effect - The color of calm APA Stress

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Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Effects of Stress Home Ivan Pavlov Humans developed survival instincts. Things that threaten our means of subsistence, being part of a group, and finding a Technology mate can cause a lot of stress. Psychological Manipulation Psychological stress can cause psychological and physical Advanced disorders. Technologies In times of stress the body responds with what is called the Reducing Stress fight or flight response. The body releases hormones into the Stress Effects body and they make a person stronger and faster. Suicide Factors and Depression One of the hormones that are released into the blood stream is Words called Cortisol. Cortisol increases in response to stress. Conclusion Long periods of stress weaken the immune system. Long Portal (News) periods of stress affect the thymus gland. About Us Contact Us The thymus gland plays a key role in our immune system by Feedback producing t-cell lymphocytes, cells called macrophages, which Downloads kill off bacterial invaders. The steroid called Cortisol weakens Macrophages. Cortisol also plays a part in the regulation of Links blood pressure and cardiovascular functions.

Bullying Stress lowers your learning capabilities. Bullying What To Do Bullying Case Example Long periods of stress and the release of Cortisol can disrupt your blood sugar metabolism, lead to weight gain, diabetes,

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Bullying FAQ cardiovascular disease, high blood pressure, heart attacks, Bullying Forum fatigue, muscle and joint pain, headaches, asthma, eye Bullying Survey problems, constipation, diarrhea, premature aging, cancer, Bullying Reporting decreased levels of testosterone, muscle and bone loss, decrease sexual function, women can develop new facial hair System growth, skin disease, Cushing’s syndrome, Addison's disease, Bullying Wiki anxiety, insomnia, memory problems, trigger emotional Bullying vs. Mobbing problems, irritability, burnouts, and depression. The adrenal Mobbing glands can shrink and reduce production. Laws Chronic stress disrupts neuro path ways and kills certain cells Coercive Mind Control in the brain. Stress hormones have been shown in animals to be directly toxic to memory centers. Brain cells can die with Tactics prolonged stress.

Psychological The key is the immune system. It can be weakened to leave Harassment at Work the person vulnerable to serious illness like cancer or it can be strengthened to fight off powerful invaders and even cancer it's Terms of use self.

A tactic that is sometimes used, to break a person down psychologically and physically, is to induce as much stress as possible for a long period of time.

amenclinics.com ''In a similar way, sleep deprivation also decreases brain activity and limits access to learning, memory, and concentration. A recent brain imaging study showed that people who consistently slept less than 7 hours had overall less brain activity. Sleep problems are very common in people who struggle with their thoughts and emotions. Getting enough sleep everyday is essential to brain function.

Scientists have only recently discovered how stress negatively affects brain function. Stress hormones have been shown in animals to be directly toxic to memory centers. Brain cells can die with prolonged stress. Managing stress effectively is essential to good brain function.''

"Caffeine constricts blood vessels and has been shown to decrease brain activity.... Stay away from substances known to be toxic or those that decrease brain activity."

Note: We are not affiliated to these web sites in anyway. You will need to read their terms of use.

The Physical Effects of Long-Term Stress

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eurekalert.org - Researchers-again-pinpoint why stress kills

stress.about.com Cortisol Information The Stress and Cortisol Information Hub Ask Jeeves - Stress Ask Jeeves - Cortisol

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Technology I Ideation - Sometimes it's carried out under the sway of a Psychological highly distorted or psychotic idea. Manipulation S Substance Abuse - Increasing alcohol or drug use. Advanced P Purposelessness - Expressing no reason for living; no Technologies sense of purpose in life. Reducing Stress A Anxiety - Anxiety, agitation, inability to sleep or sleeping all the time. Stress Effects T Trapped - Feeling trapped - like there’s no way out. Suicide Factors and H Hopelessness – Hopelessness and despair. Depression W Withdrawal - Withdrawing from friends, family and society Words (social isolation). Conclusion A Anger - Rage, uncontrolled anger, seeking revenge, Portal (News) aggressive tendencies. About Us R Recklessness - Acting recklessly or engaging in risky Contact Us activities, seemingly without thinking, Impulsive. M Mood Change - Dramatic mood changes. Feedback L Loss and Loss of Honour - Reputation, career, financial, Downloads relational, employment, or social loss. Links Loss of Self-Esteem often leads to depression.

Bullying About 90% of suicide victims are depressed or suffer from Bullying What To Do depression.

Bullying Case Example A person putting their affairs in order and giving away prized

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Bullying FAQ possessions is also a factor. A suicide in the family is also a Bullying Forum factor. Bullying Survey Many research articles claim that long periods of stress can Bullying Reporting cause depression and that sleep deprivation (insomnia) can System also cause or lead to depression. Like stress it’s self, sleep Bullying Wiki deprivation also weakens the person’s immune system. Bullying vs. Mobbing Mobbing Psychological harassment is usually associated to long periods Laws of stress, loss of self-esteem, and depression.

Psychological harassment victims can also often have many of Coercive Mind Control the factors that are associated to suicide: Tactics Psychological harassment can induces a lot of stress on the Psychological victim. The victim can suffer from A Anxiety and insomnia. A Harassment at Work victim of psychological harassment can have dramatic M Mood Changes due to the level of stress involved. Sleep deprivation can also cause the victim to start losing control on their Terms of use emotions and not just simple irritability that most people are familiar with. It also weakens the mind.

When the means of subsistence of the victim are threatened or eliminated through the use of psychological harassment the

victim may suffer (emotionally) from a lot of A Anger and

resentment. They may also become desperate and act R Recklessly.

People can have a lot of pride or honour in the work they do and they can also associate a status to the work they do (position, field, reputation). When people lose their employment they can suffer from a sense of a L Loss of Honour or pride. There is also usually financial loss and their careers and reputations can also be damaged or have a sense of loss. A psychological harassment tactic is also to try to repetitively humiliate the victim and as indicated on the home page repetitive humiliation becomes destructive to the person.

When a victim is subjected to psychological harassment they may also become paranoid and hyper combative or aggressive. This may cause them to withdraw or isolate themselves from colleagues and others. Classical conditioning can also be used to associate different threats to different things or induce different psychological disorders that can also induce more paranoia and withdrawal. Systematically isolating the victim is also another tactic used in psychological harassment and can also be threatening and induce paranoia. Using psychological manipulation the victim’s beliefs or view on reality, I Ideation,

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can also be manipulated or changed.

If the victim of psychological harassment believes that there are no provisions or recourse when subjected to psychological harassment they may feel that they are in a H Hopeless situation or feel T Trapped.

In some cases the victim of psychological harassment can turn to or increase the use of S Substance Abuse to self medicate or help them deal with the situation. Many people also mistakenly believe that some substances like alcohol may help them sleep better.

When a person loses their employment all of a sudden they may feel that they are not contributing in some way or have a sense of P Purposelessness.

If you have some of these factors or simply want more information you can call one of the hotlines on the links page. suicide.org - Suicide Prevention Information and Suicide Prevention Hotlines (many countries) suicidepreventionlifeline.org - National Suicide Prevention Lifeline

Things that may help with stress, depression, and prevent suicides

Physical exercise helps with stress, anxiety, and depression: Physical exercise releases chemicals that can help counter the effects of stress and depression. Short (20 minutes) time efficient and high intensity interval training on a tread mill can help and can also be repeated daily. To be able to repeat this training daily the key is not to over exert yourself in one training session. Keep it short and intense so that you are able to recover quickly. This counters the effects of the stress hormone, releasing chemicals, burning the adrenaline, pushing blood to the brain, and returning the body to a relaxed state.

Laughter is great medicine: Laughter releases chemicals in your brain that can help with stress and depression and many people advocate laughter therapy. The simple act of smiling releases good chemicals.

Get a therapeutic massage: A therapeutic massage stimulates the skin and releases chemicals in your brain, linked to affection, that can help with stress and depression. (see massage therapy and touch therapy)

http://www.psychologicalharassment.com/suicide.htm (3 of 6) [7/12/2008 2:33:47 PM] Suicide Factors and Depression

Condition your mind Positively: One of the symptoms of depression is that you probably have feelings of hopelessness and despair. Your mind can also be conditioned negatively to always see the negative side of things or expect the worse. The opposite is also true. You can condition your mind to think positively or expect positive outcomes. It’s not easy at first and does require effort but eventually it can change and become almost automatic where you will be thinking positively instead of negatively. You have a lot of imagination so play the positive imagination game. You may have heard these expressions: look on the bright side, put a positive spin on it or spin it positively. (see also Conditioning your mind negatively or positively)

Use Positive Affirmations: Using positive affirmations can change your thinking and subconscious.

Take steps to build self-esteem: Setting goals, taking action, accomplishments, success, and helping others (how you value yourself and selfworth) can be very rewarding and can help you build self-esteem.

Get enough or the required Sleep and Exercise: When you are stressed and worried (anxiety) you can suffer from insomnia and insomnia is linked to depression. A person who is sleep deprived brain can look like that of psychotic person's brain in an MRI scan. You can exercise to counteract the effects of stress (Reducing Stress). Exercise increases blood flow to your brain, counteracts the stress hormones, cortisol and adrenaline, and releases endorphins in your brain, the feel good and happy hormones. The result is that you will be more calm, relaxed, and feel better. Taking a hot bath and adding scented oils (smell therapy) before bed time also relaxes you and your body and should help you sleep better.

Get a dose of sun light and bright colors: Light therapy is becoming more popular for seasonal depression. Get a dose of bright colors from watching a colorful movie or cartoons also have positive effects on the brain.

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Stay active and preoccupied: Stay active by doing house cleaning for example. By staying preoccupied your brain has less time to dwell on dark or negative ideas. You'll also feel organized and productive.

Socialize and do not Isolate yourself: Socializing is therapeutic, works the brain, and makes you smarter. It can also preoccupy you and keep you from dwelling on negative thoughts. The positivity of those you socialize with can also rub off on you.

Listen to Calming or uplifting rhythmical music: There are many positive effects from music and people also advocate that some types of music such as Mozart can also make you smarter by working different regions of the brain. You can also try singing one of your favorite positive and uplifting songs.

The Brain is Changed

If you take a brain image of an ordinary person with no signs of any psychological disorders and submit them to psychological harassment for a long period of time the brain image will probably be different and have increased or decreased levels of activity in area's of the brain that are associated to psychological disorders or disease.

Also, as indicated on the stress effects page, one of the effects of long periods of stress is that it kills brain cells.

amenclinics.com : ''In a similar way, sleep deprivation also decreases brain activity and limits access to learning, memory, and concentration. A recent brain imaging study showed that people who consistently slept less than 7 hours had overall less brain activity. Sleep problems are very common in people who struggle with their thoughts and emotions. Getting enough sleep everyday is essential to brain function. Scientists have only recently discovered how stress negatively affects brain function. Stress hormones have been shown in animals to be directly toxic to memory centers. Brain cells can die with prolonged stress. Managing stress effectively is essential to good brain function.''

"Happy and hopeful thoughts had an overall calming effect on the brain, while negative thoughts inflamed brain areas often involved with depression and anxiety."

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"Stay away from substances known to be toxic or those that decrease brain activity."

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Bullying When people see acts of violence, suicide, murder, or mass Bullying What To Do murder it may leave them wondering why or what happened. Bullying Case Example The key is the field of psychology (psychological) and this

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Bullying FAQ should be made clear. Bullying Forum Bullying Survey Bullying Reporting System Bullying Wiki Bullying vs. Mobbing Mobbing Laws

Coercive Mind Control Tactics

Psychological Harassment at Work

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Suicide Factors and It is believed, or known, by many people that Psychological Depression Harassment and Psychological Manipulation is used on people Words intentionally to push them over the edge or to a breaking point. Conclusion Your Country, State, or Province may not have any provisions Portal (News) to prevent Psychological Harassment or Bullying and Mobbing. About Us Contact Us The Network Feedback Downloads Many people claim that a network exists that uses Psychological Manipulation “mind control”, negative Links conditioning, degrading themes, and advanced technologies to

target them. They are intentionally driven to poverty, Bullying homelessness, and suicide. Bullying What To Do Bullying Case Example With the technologies such as the one concerning sound,

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Bullying FAQ described on some websites, the possibilities for Psychological Bullying Forum Harassment, Psychological Manipulation "mind control", and Bullying Survey torture are endless. Bullying Reporting System

Bullying Wiki Bullying vs. Mobbing Mobbing Laws

Coercive Mind Control Tactics

Psychological Harassment at Work

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Technology We provides information about psychological harassment, Psychological mobbing, bullying, psychological abuse, psychological violence, Manipulation workplace harassment, and psychological torture. It's many Advanced forms and it's effects. Technologies Many people are harming themselves and others Reducing Stress unintentionally and intentionally and the reasons are Stress Effects psychological. This web site was created so that people can Suicide Factors and learn about this topic and technologies and can then take Depression preventive measures that will result in a safer, healthier, and Words productive environment. Conclusion Portal (News) About Us Contact Us Feedback Downloads Links

Bullying Bullying What To Do Bullying Case Example

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Information Bullying - Mobbing - Association Victimization Psychological (Abuse - Violence) Tell Your Friends Psychological Awareness & Manipulation Prevention Bullying Survey Health - Safety - Bullying Reporting Productivity System News & Articles Links Home Ivan Pavlov Please feel free to send us any website url that you believe might have Technology useful information Psychological Manipulation Psychological Harassment Advanced Technologies pta.org - PTA Parent Teacher Association - Understanding Bullying Reducing Stress mentalhealth.samhsa.gov - National Mental Health Information Center Stress Effects - About Bullying Suicide Factors and lfcc.on.ca - Information on Bullying for Parents and Teachers (1996) Depression bullying.org - Where you are not alone Words pathwayscourses.samhsa.gov - CSAP's Prevention Pathways: The Conclusion ABC's of Bullying Portal (News) stopbullyingnow.hrsa.gov - HRSA stop bullying About Us k12.wa.us - School Safety Center Washington state - Bullying/ Contact Us Harassment rcmp.ca - Be Bright Think Right - Bullying Feedback scouts.ca - Bullying... Talk about it -Safety tips Downloads cyberbullying.org - Be safe. Be smart. Have fun online Links stopbullyingnow.hrsa.gov - State laws related to bullying among

children and youth Bullying

Bullying What To Do Bullying Case Example Bullying FAQ Bullying Forum Bullying Survey cnt.gouv.qc.ca - A prevention guide dealing with psychological Bullying Reporting harassment at work System leymann.se - The Mobbing Encyclopedia Bullying Wiki safety-council.org - Workplace Bullying Bullying vs. Mobbing bullyonline.org - Bully OnLine home page Mobbing bullyinginstitute.org - The Workplace Bullying & Trauma Institute Laws workplaceviolence.ca - Canadian Initiative on Workplace Violence eurofound.eu.int - Publications - Preventing violence and harassment in

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Coercive Mind Control the workplace (report) Tactics eurofound.eu.int - Violence, bullying and harassment in the workplace adelaide.edu.au - Psychological Abuse at the Workplace Psychological cnrs.fr - Psychological harassment at work Harassment at Work uwaterloo.ca - Workplace Mobbing in Academe mobbing-usa.com - Emotional Abuse in the American Workplace Terms of use mobbing.ca - Mobbing information

employmentlawtoday.com - Employment Law Today (Canadian)

apa.org - FAQ about interrogations factnet.org - Coercive Mind Control Tactics - Dr.Margaret Thaler Singer, PH.D factnet.org - How does Mind Control Work - Dr.Margaret Thaler Singer, PH.D

etorture.net - Advanced Technologies and Psychological Manipulations mindjustice.org - Advanced Technologies Formerly Citizens Against Human Rights Abuse

French harcelement.org - Harcelement harcelement.info - Le Harcelement Moral au Travail

Existing Laws

Victimization at Work (1994) Sweden Moral Harassment (2002) France Article L122-49 Psychological Harassment at Work (2004) Quebec, Canada

Brainwashing

en.wikipedia.org - Brainwashing thenakedscientists.com - Brainwashing - Science Interviews people.howstuffworks.com - How Brainwashing Works home.duq.edu - Brainwashing

Psychology

amenclinics.com - Seven Ways To Optimize Your Brain and Your Life psychologymatters.apa.org - Welcome to Psychology Matters – Psychological Applications in Daily Life apa.org - American Psychological Association nmha.org - National Mental Health Association PsychCentral.com - Catalog of mental health links online, since 1992 Drphil.com - Has information, advice, tips, and links to other resources

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Suicide Hotlines

suicide.org - Suicide Prevention Information and Suicide Prevention Hotlines (many countries) suicidepreventionlifeline.org - National Suicide Prevention Lifeline befrienders.org hopeline.com samaritans.org teachhotline.org - Teach - Teen Education And Crisis Hotline suicidology.org - American Association of Suicidology suicideinfo.ca - Center for Suicide Prevention (Canadian Mental Health Association) suicideprevention.ca - Canadian Association for Suicide Prevention youthsuicide.ca - Youth Suicide apa.org - APA Suicide risk factors

Human Rights Organizations

Amnesty International - Working To Protect Human Rights Worldwide Human Rights Watch - Defending Human Rights Worldwide ICRC - International Committee of the Red Cross OHCHR - Office of the United Nations High Commissioner for Human Rights HRF - Human Rights First

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Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Bullying Home Ivan Pavlov The origin of Bullying comes from a school yard bully that uses verbal threats, physical intimidation and aggressiveness on a Technology weaker person. More recently its definition has become Psychological broader and has taken more psychological attributes (non Manipulation physical) of harassment. People still tend to associate Bullying Advanced more to the physical and physical violence, perhaps because of Technologies their school yard memories, but are becoming much more Reducing Stress aware of its psychological attributes. Stress Effects The term bully or Bullying was then applied in the workplace to Suicide Factors and describe a supervisor that was verbally aggressive and Depression threatening towards employees or would use his position of Words authority or power to abuse employees. Conclusion Portal (News) The term Bullying then expanded to encompass groups in the About Us sense that a group could unite to bully an individual like or similar to the mobbing definition. Contact Us Feedback The definitions of Bullying usually always include threats, Downloads intimidation, aggressive behavior, and verbal abuse but may Links not always have all of the same psychological or mental attributes. Although their intention is similar they don’t always Bullying have the same definitions or scope. The definition or scope of some words used is also changing or the same word can have Bullying What To Do a different definition or scope in different laws or policies. Bullying Case Example Some words used are not as clear or obvious and can also be

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Bullying FAQ deceptive in a way. The definition below may not apply to you Bullying Forum and you should find out what your workplace harassment Bullying Survey policy or law includes.

Bullying Reporting Workplace Bullying System Bullying Wiki Workplace Bullying continues to expand its definition and Bullying vs. Mobbing includes more psychological attributes that people might Mobbing usually associate to terms such as psychological abuse, Laws psychological harassment, psychological manipulation, or psychological warfare as more information is collected or

published. Coercive Mind Control

Tactics Bullying is defined as direct or indirect verbal comments, actions, behavior, or tactics such as verbal abuse or Psychological psychological manipulations that are used to harm an Harassment at Work individual or an attempt to harm an individual. The Bullying acts do not need to be repetitive since a single act or event can Terms of use have a serious or lasting effect. The use of threats or fear is common. The verbal abuse usually consists of threats or

personal attacks. For example the victim’s means of subsistence or career can be threatened or the individual’s personal beliefs such as religion can be ridiculed. Examples of psychological manipulation are to have an individual do a task that is below their capabilities for the simple intention of humiliating them in front of their peers or to give an individual a highly repetitive task that is deprived of purpose. Another example is wearing the individual out tactics that mainly consists of trying to induce as much stress on the person as possible. It’s also sometimes the intent to make the Bullying victim seem emotionally or psychologically unstable and to try to confuse or make them paranoid and aggressive.

Here are more examples:

Constant threats of dismissal or intimidation.

Attempts to destroy or harm the person’s self-esteem or confidence.

Constant negative remarks or repeated criticism or sarcasm.

Consistent over time, unrealistic work demands, or work overloading.

Isolating or systematically isolating the person.

Spreading false information or rumors.

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Tasks that are ambiguous, contradictory, or that are deprived of purpose.

False insinuations, attacks to the individual's dignity, integrity, or self-image.

Attempts to humiliate or public humiliation.

Classical Conditioning can also be used (see Psychological Manipulation ) Negative Conditioning or A Constant State of Interrogation.

School Bullying

School Bullying is more associated to physical violence and physical threats then Workplace Bullying. School Bullying usually involves children trying to dominate each other through physical strength and threats of more physical violence. The actions are usually fighting, punching or hitting followed by threats of more the same treatment or abuse. Verbal abuse is also common such as name calling. The psychological attributes usually include fear and the loss of self-esteem.

Workplace Bullying and School Bullying Are Not The Same

Children and School Bullying will sometimes use Bullying to dominate or establish themselves in a hierarchy or simply because they have experienced or learned this behavior from other children or from an adult. Although their actions can be seen as an attempt to harm other children, they are not fully aware of the consequences of their actions and neither are some adults.

Workplace Bullying falls into a different category. There are many different reasons why Workplace Bullying is sometimes used such as the person wanting to dominate others, because they feel threatened, because they wish to get rid of the other person, and in some cases even darker motives. Unlike School Bullying, Workplace Bullying can include knowledge and tactics that are highly intentional and used to harm a person psychologically and physically (see Effects of Stress). For example the person doing the Bullying can try to induce as much stress as possible and use Psychological Manipulations that are aimed at destroying a person’s self-esteem, selfworth, and self-image. The effects can induce a depression http://www.psychologicalharassment.com/bullying.htm (3 of 5) [7/12/2008 2:35:00 PM] Bullying

that has a downward spiral which can lead to suicide or the victim can be pushed to or influenced to commit suicide and this falls into the category of murder. The perpetrators of this crime would probably assume that they are invulnerable due to the invisibility of the crime, the lack of information and knowledge, common medical professional practices, and the required proof.

Cyber-Bullying

Cyber-Bullying is similar to Workplace Bullying and School Bullying but it is more visible due to the fact that it can leave an electronic trace or evidence. Cyber Bullying is done through communication technologies or the internet. The Bullying occurs in Chat rooms, Bulletin Boards, E-Mails, Websites, Instant Messages, and other available programs or communication systems. Similar to other categories of Bullying the victim can be harassed, humiliated, or threatened. Cyber Bullying has been more in the news lately due to the fact that an adult deceived and psychologically manipulated a 13 year old girl that resulted in the young girl’s suicide.

Parents: Cyber Bullying Led to Teen's Suicide

Mom's Campaign for Florida Anti-Bully Law Finally Pays Off

Windows Help and How-to

Set up Parental Controls

Limit the content that children can view on the web (see - To allow or block specific websites)

The Microsoft internet explorer parental controls do have a lot of features that may surprise you and it is worth looking into and discovering them. Many online bulletin boards do have a code of conduct for their members. You will usually find them in the Rules section. When members do not follow the code of conduct they are warned, removed, or banned. With the awareness of cyber-bullying increasing more online bulletin board services are vigilant and enforcing these rules and those that do not will find that their use is diminishing.

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Technology It’s not always easy to remain calm when your means of Psychological substance that you and your family depend on are threatened Manipulation or when your career is threatened but this is what you need to Advanced do. When Psychological Harassment, Bullying, or Mobbing is Technologies used and you are threatened you can become suspicious or Reducing Stress paranoid and this is also sometimes the intention of the people Stress Effects using these psychological tactics. So you also need to control these thoughts and paranoia. It is also sometimes the intention Suicide Factors and to make you seem emotionally or psychologically unstable and Depression you also need to control your emotions such as fear and anger. Words Conclusion The battle field is a psychological one and not a physical Portal (News) one. About Us Do not expect the people using these tactics, knowledge or Contact Us technologies to attack you physically or verbally threaten you Feedback physically. These are recognized crimes. They will use Downloads psychology or psychological manipulations to threaten you to Links induce stress and try to destroy your self-esteem and self- confidence for example. Bullying Bullying What To Do Do not let the behavior of others influence or change Bullying Case Example yours unless you believe it to be in a positive or constructive way.

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Bullying FAQ Bullying Forum If you believe people are conspiring against you, spreading Bullying Survey rumors, trying to sabotage your work, or trying to upset you do not try to do the same and do not treat them in an Bullying Reporting aggressive, angry, rude, or threatening manner. Remain calm, System composed, and respectful. You can discuss the issue and this Bullying Wiki usually clears up misunderstanding. Bullying vs. Mobbing Mobbing You need to read and learn as much as you can about Laws Psychological Harassment, Bullying, and Mobbing.

By reading more about Psychological Harassment, Bullying, Coercive Mind Control and Mobbing you will be better able to understand how you are Tactics being psychologically manipulated or harmed and what the tactics, knowledge or technologies being used against you are. Psychological You will be able to more easily identify them and explain or Harassment at Work describe them to other people such as a Human Resource representative and also find out what laws or policies apply to Terms of use you. This brings us to the next thing that you need to do.

You need to keep a journal of events that you believe where part of Psychological Harassment, Bullying, or Mobbing tactics.

You may be asked to undergo a psychological evaluation at one point and it is still common practice for psychiatrists to tell victims of Bullying that they have thoughts of persecution, paranoid delusion, stress and anxiety, burn out, feel depressed or are depressed due to a chemical imbalance and that by taking medication these ideas or thoughts will go away. This is why you need to keep a journal of events. You need to document what was said, what the actions were, how they were interpreted by you and how they made you feel, date, time, location, and who else was present. You can then use this journal to discuss these events with this medical professional and help them get a clearer understanding or make a better evaluation of your situation. It’s also true that the skill level of the people using these kinds of tactics or strategies can be lower or higher than others and that the tactics may become harder to document because they are not as obvious or more subtle. The psychological construction of what is called “catch 22’s” can also be used such as false accusations or degrading themes (see Psychological Manipulation). This tactic is an obvious one for people familiar with Psychological Harassment or Manipulation.

You need to protect your brain and body. The attacks are

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psychological but they do have a physical effect on the brain and body.

When you are going through the phenomenon of Bullying it can be very stressful. Over a long period of time it can have serious consequences on your health. You need to take the proper actions, nutrition and exercise, to protect and reduce the effects on your brain and body. For example short duration interval training of 20 minutes, walking 2 minutes and running 30-60 seconds, can counter act the cortisol and stress in your body by releasing chemicals, oxygenating your brain, reducing anxiety, and returning your body to a relaxed state. (see Reducing Stress)

Take action when you believe there may be a problem and do not procrastinate.

If you believe your supervisor has started to use Bullying tactics and is now overloading your workload for example, you need to address the situation by speaking to this supervisor and discuss why you believe you will not be able to achieve a deadline and how or when you may be able to accomplish the given task. Do not wait for the deadline to address the issue and then claim that it was an unrealistic demand. If someone engages in unwanted behavior you should let them know that it is unwanted or not appropriate as soon as possible.

Do not isolate yourself or let yourself be isolated.

Discuss the issue of Psychological Harassment, Bullying, Mobbing, and what is happening to you with friends, family members, other medical professionals or psychologists, legal representatives, your union, labor organizations, political representative and anyone else that you can think of that would be able to give you information, advice, or help. This is the last thing that the people using these kinds of technologies, tactics, and strategies would want you to do and by doing this you help promote awareness of this topic.

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Manipulation An email conversation Advanced Technologies The content has been modified to make it more readable and Reducing Stress we make no claims to the validity of the content.

Stress Effects Email Received: Suicide Factors and Depression I want to mention a tactic I believe was used against me here Words at work. Tell me what you think. This one particular employee Conclusion would stand to the side of me or behind me and stare at me Portal (News) continuously (let’s say anywhere from 30 seconds to a few minutes). He would only stop when I would return his stare. I About Us soon started doing the same to him and he now doesn't do this Contact Us anymore. Feedback Downloads Was he purposely trying to induce paranoia? Links Email Response:

Bullying How do you know he was staring at you if he is standing Bullying What To Do behind you? Bullying Case Example Standing behind a person and talking or whispering threats is a

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Bullying FAQ tactic and usually a serious one but this isn’t what’s happening. Bullying Forum Bullying Survey I don’t think this person is trying to induce paranoia in any way. You are not in a psychological war and there are no other Bullying Reporting psychological manipulations used. Who is this person and has System anything else happened in the past? Bullying Wiki Bullying vs. Mobbing It’s common for people to stare at other people for a great Mobbing number of reasons. Why don’t you ask him the next time? Not Laws in an angry fashion but just “hey, how come you’re always starring at me?” don’t assume negative or bad intentions.

Coercive Mind Control Email Received: Tactics I know what I know and this guy would repeatedly stare at me, Psychological I would describe it as eyes burning a hole in my back! He Harassment at Work would also do it in my peripheral vision and so I knew for a fact he was doing it. No one else would do it but him and like I

said he got a taste of his own medicine a few times and now Terms of use he's stopped doing it, coincidence? And yes other things have happened in the past too. As for whispering things behind my back, from the little foreign language he was using that I know I would say yes. The word xxxxxx (which means 'no good') were repeated many times in my presence (it is the only word they taught me in this foreign language)... coincidence? I'm not saying that there is this big conspiracy against me, but these were tactics used against me during my first 2 years of employment here. Most of them have stopped. And as for saying something in response to being stared at, I would say stuff like 'what do you want' or 'how can I help you'.

Email Response:

If it is true and the intent is used to induce paranoia don’t let these ideas get the better of you. You need to control these ideas and the paranoia that is tried to be induced. See the What To Do page and there is a part about paranoia.

I don’t really believe that this person is really using these tactics. It could be a number of different things. You don’t know what this person is thinking. Maybe he is trying to annoy you. Maybe he does know it’s bothering you but I doubt that he thinks he’s inducing paranoia or trying to induce paranoia.

People do stare at other people all the time.

As for behind your back, I meant literally stand behind you and whispering threats.

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Email Received:

The paranoia isn't that bad, perhaps the word 'makes me more self-conscious' would have been better. Yes they weren't death threats said behind my back but after hearing the words "no good" in your presence a couple a hundred times (literally) you would begin to wonder. I don't believe that threats have to be vicious to inflict harm on someone!

Yes there is always the benefit of the doubt that these acts were not deliberate. However, after repeated gestures and using different tactics, I am 100% certain these tactics were deliberate. The people I work with are not stupid; most of them have a PhD or medical degree from other countries.

There are many other ways to induce paranoia and psychological harm on people that aren't mentioned on your website. One of them is staring as I spoke about. Like I said, I did it to him many times now and I know he doesn't like it and so he stopped doing it to me. Maybe this isn't easy for you to understand and I wouldn't want you to be subjected to it either. And what can bother one person may not bother somebody else. For example, dragging ones feet on the floor can be bothersome to some people but not to others. Further, someone may feel that the other person is deliberately dragging their feet to annoy them. However, dragging of the feet is a bad habit and done everywhere and at all times, it is not intent on one person. I hope you understand what I'm trying to convey.

Email Response:

Ok, let me know what else they’ve done.

If they taught you and know you understand the foreign words “no good” and keep repeating it near you and aimed at you indirectly or indirect insinuation it probably is an attempt to attack your self-esteem.

If they have started using these tactics read the What To Do page and create your journal but don’t change your behavior, or try to do the same, and try not to let it affect you. Expose their incompetence and the fact they are cutting corners in your lab. Use HR to voice your concerns about the lab procedures and quality control. Etc..

If they are using these tactics to induce paranoia it’s to make

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you look unstable or look bad if you plan on filing a complaint. Maybe they want to put themselves up as the dominate lab group. “do it our way or we are the bosses”. Expose their incompetence, you do work there and if the reputation of the lab is harmed it can also harm you since you worked there. If you see a problem with quality control or see them cutting corners let HR know and the manager as well. Keep the emails you send them.

Trying to associate threats or negativity to common gestures is a tactic or psychological manipulation. It’s called classical conditioning. It’s used to induce disorders such as paranoia and to discredit the victim.

Email Received:

Apparently (as informed by a colleague who interviewed her) there was a woman of the same ethnic and nationality who also applied for the position I currently hold. She didn’t get the job, I aced the interview and she didn’t (she couldn’t answer the simplest questions about PCR!). These lab people wanted her there and so too did the lab director (one day he actually told me that this woman had more experience than I did). It’s a good thing these guys weren’t the ones making the final decision in hiring.

During my first two years of work, the lab people of this same ethnic and nationality kept telling me to find a better job, that there was more out there for me. So this plus the tactics makes a clear picture that they want their own person in there. I was also told by the lab director that my job there was temporary.

The funny thing about this one person is that at times he can be real nice and then commit to these behaviors?

I do document irregularities.

You learn soon in life that having good intentions at work isn't enough. I went there hoping to make a difference, for the good, help society. But soon work politics and psychological harassment takes place. I guess that’s how it is.

Email Response:

Who hired you and made the final decision to over ride all these people and what they wanted?

Is your position permanent or temporary? http://www.psychologicalharassment.com/bullying_case_example.htm (4 of 12) [7/12/2008 2:35:41 PM] Bullying Case Example

Don’t let this nice to bizarre behavior act fool you. It’s really just used to confuse and manipulate you. To leave you wondering why they are acting this way or doing this.

First they gave you hints that they didn’t want you there. And then probably started with subtle bizarre behavior to let you know something was going on to make you paranoid and seem unstable. They taught you one word “no good” and used it and did the staring thing. What else have they done? Try to remember.

Email Received:

I've been there for over 4 years now. The lab director is not of this ethnic and nationality, but the lab workers of this group are of the same ethnic and nationality and really like him (apparently he gave them a big raise, overtime hours and work premiums i.e. $).

I was interviewed by a genetics’ councilor who used to work in the lab (apparently she didn't get along well with one of those guys) and by a fellow lab technologist. I'm assuming she had the final decision.

The position is permanent.

The only word they taught me was this word “no good”. When I started saying “hello” in this language, they told me that people don't say this (I get the impression the only word they wanted me to know was “no good”).

Yes his nice act is confusing. One minute he's nice and the next he's coughing phlegm and gob all over the place. This was a tactic he repeatedly used. I'll try to describe it the best I can. He (and the other employee of this group) would clear the phlegm from their throat whenever they would approach me, whether it was in the lab, coffee room or bathroom. At first I wasn’t sure whether they had TB or were trying to annoy me. Then I realized they would do it directly behind me. Also, they only seemed to do it when they were close to me and never far from me, say down the hall. I was continuously bombarded with those noises.

No staring in a long time and no “no good” said in a long time. It's like they’ve given up on trying to get rid me.

Our positions in the lab are rotated after a period of time. My

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position hasn’t been rotated in several years.

Other tactics include trying to belittle me in front of newcomers. He once introduced me as “this is a lab technician” and then introducing the other lab technician from our lab as “this is our very best lab technician so and so.” He would also ask me personal questions like 'do I go to massage parlors?' or 'you are (an ethnic or nationality), you must snort coke right?' or telling me that 'homosexuals should be killed' (what if I was gay).

The lab director also did a few strange things. He once asked me if I can get him some pot (I said no of course). He also mentioned that he smokes every night but that he should quit. He also took me out for coffee once to confide in me that he has a terrible crush on the lab secretary. After an AIDS awareness meeting we both attended, he asked me to come over his house, hit the hot tub and sleep over (just the two of us?).

I know many of these arguments must sound silly but I would take work real seriously and these types of questions and scenarios were demeaning.

This is all that comes to mind for the moment, I'm sure there is more that will pop in my head while sleeping tonight.

As for cutting corners this is not allowed. What you can do however is try new procedures to cut time and if these work, change the protocol so that it becomes official.

I hope this doesn't sound too off the wall.

Email Response:

This does not sound off the wall at all.

These are tactics. And they probably did try to get rid of you.

Coughing phlegm and other similar actions done behind you or around you is a tactic. There’s a pattern that it is only done when behind you are in close proximity to you. It also started and ended. It’s a kind of projection towards you of something unwanted (rejection) and gross or revolting. You should address this kind of issue with them directly or with HR to let them know that it’s not just annoying and distracting but also rude, disrespectful and improper social etiquette.

They intentionally taught you one word “no good” and didn’t http://www.psychologicalharassment.com/bullying_case_example.htm (6 of 12) [7/12/2008 2:35:41 PM] Bullying Case Example

want you to use any others like “hello” and then used this word in their psychological manipulations. They used it to attack your self esteem and induce paranoia. Rejection or social rejection can also affect your self-esteem. (Disapproval)

The lab director and this group seem to have an understanding or alliance for their own benefit and not that of this lab.

Belittling other people is also a tactic.

Personal attacks or an attack to your ethnic or nationality is another.

Claiming that your position is temporary instead of the fact that it is a permanent position is a kind of threat.

The other tactics are pretty serious. They didn’t try to use any personal information in their tactics but they did try to get personal information from you. Remember that phrase “get me some dirt on that guy”. I believe they tried to obtain this kind of information from you. Some people will also act as friends for several months to get this kind of personal or confidential information. An example of this may be the lab director confiding personal information to you for you to do the same. These people are not your friends. The lab director also used a degrading theme, homosexuality, and it had a desired effect on you. I’m sure they know you are not homosexual but it is an attack to your dignity. Using false insinuations is also a tactic. The comment about killing homosexuals is probably an indirect threat and yes, what if you were homosexual. That would make it a more direct threat. Sometimes a lot of maneuvering is used to hide threats or the obviousness of a threat. Having illegal drugs on you or giving illegal drugs to a fellow employee in the workplace is usually grounds for dismissal and this could have then been used as a threat in the sense of leave or we will harm your career and personal life. The same is true for your lab director, asking employees for drugs can also be grounds for dismissal.

The affects are reduced when you realize the intentions are to cause a desired affect by attacking your dignity. Laughter is the best medicine.

Be respectful and polite at all times. Don’t confuse this with not being professional and exposing incompetence or procedure failures if you see any and you should also address the issue of position rotations. The lab director should or is well aware of the fact that your position has not been rotated as it’s

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supposed to have been for a very long time.

What was your stress level during this time period or the first 2 years? What is it now?

Email Received:

Stress level during the first two years was very high (I constantly felt guilty of something). One student from a neighboring lab once asked me why I look guilty. I am much less stressed now, but because of that conditioning thing, I sometimes expect a stare or a cough / throat clearing event to happen when they are in the vicinity.

As for the homosexual incident, it was the fellow lab technologist who said 'homosexuals should be killed'. I then went to see the lab director about this, hoping he would do something about this, but he just simply replied something like 'we are all adults here and people can say what they want and there is nothing I can do about it so just get used to it. This wasn't the response I was hoping to hear.

Email Response:

When the fellow technologist said homosexuals should be killed. How did you feel? Did you feel threatened or as if he had just threatened you?

It’s like this, If a group makes subtle hints or insinuations about you being of a certain ethnic for example (even though they probably know you are not), and then one of them says something like all the people of this ethnic should be killed, it’s an indirect threat to you because of the maneuverings or less visible or obvious but still a direct threat to you.

Another thing is that degrading themes are often used to prevent people from coming forward as mentioned on the website. This may or may not have been his intention by using a degrading theme to threaten you but it is often the way it is used. For example the person may have some reservations about claiming that he felt personally threatened by a threat that is made towards homosexuals.

As for your lab director, you addressed the issue. His response is a typical one but given the fact that he is also a participant, it is also probably a planed or calculated one.

How did you feel during that period of time? How did you see yourself or value yourself? http://www.psychologicalharassment.com/bullying_case_example.htm (8 of 12) [7/12/2008 2:35:41 PM] Bullying Case Example

How would you rate your self-esteem during this time period? Did you feel depressed during this time period?

Email Received:

At the time I was recently divorced and single. And yes I did feel it was a threat as in their minds I may have been gay (i.e. divorced guy no girlfriend). I also felt that it may have been a tactic to eliminate gay people from working in the institute (i.e. only heterosexual’s work here). This was an educated man saying this, not some ignorant relative.

Working here didn't feel good. Among other things, there was constant bombardment of noises, the staring, and the 'no good' being projected... I was able to withstand this treatment, in my opinion, due to my perseverance and putting up with the shit around you just to make a living. At first I thought my bad experience here was some kind of initiation rites (like university kids trying to get into a frat but are being mistreated at the initiation party), but it dragged on too long. At other times I felt this mistreatment was a control mechanism of theirs and in my head I kept telling myself they can try all they want but I won't be theirs. At times I wasn't sure if they were trying to get rid of me or purposely mistreating me to lower my self-esteem (as a consequence self-worth and self-esteem take a toll), resulting in me feeling of 'I'm lucky enough to have this job'. (Similar to Stockholm syndrome where the victim falls in love with his captor). But I survived and compared to people working in small time factories for example, I still believe I am still better off.

I wouldn't say I was depressed as I would jog a lot and go to the gym to 'release' the toxins of work.

Email Response:

I don’t think I got a reply about this question.

Did the phlegm thing start from day one? You noticed it all of sudden. Why? They were doing it in different places and all of sudden it was always or concentrated behind you or in your proximity? Did they associate it to something? For example did one of them say something like “no good” and then do the phlegm thing?

Email Received:

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The phlegm thing started from day one. At first I thought it was just their usual self (I’m sure they do this at home too) but they started doing it directly behind my head, beside me or as they would pass by or when they were in my vicinity. To add a funny story to this, there were times when they needed a favor from me (let’s say to help them fix an ill functioning machine) and I knew they needed a favor as they would stop the throat clearing and phlegm sounds for a while, ask me for the favor and soon after start with the sounds again. It was a game to them. This and the fact that they slowed down in frequency when I started doing it to them, made me realize that this was a tactic. I don't believe they associated it to any word however (I guess they weren't that smart after all). Actually, the only association was when they needed a favor, they were nice to me, didn't make any noises and then after the favor would make noises again (this really drove me mad).

The more questions you ask the more that comes to mind, I guess I repressed some of it.

Email Response:

So that would indicate that they know or are aware that it is affecting you in some way. They used what maybe a common behavior to them and modified it. One of the ways they used it was to frustrate you.

Associating different common actions, words, or noises to a threat or negativity is also a tactic. It’s also used to induce paranoia and leave the victim wondering who else is participating or if a common action from an individual was just a common action or intent on psychological harassment. This also places innocent people in other environments or other locations at risk. An unsuspecting person could provoke a victim of these tactics by using a common word, action, or noise. (see also Constant State of Interrogation on the Psychological Manipulation page)

What you did is ok by imitating them but keep in mind that you should never do like them or try to use these kinds of tactics back on them or engage them in this kind of a war. It’s not part of your beliefs or values and there are many reasons why you shouldn’t. Being true to your beliefs and values is also a self-esteem or self confidence factor. It also involves negativity instead of positivity. Create your journal. (see the What To Do page)

It may not be obvious to you but by them stopping it doesn’t http://www.psychologicalharassment.com/bullying_case_example.htm (10 of 12) [7/12/2008 2:35:41 PM] Bullying Case Example

mean you had a kind of victory, it may be the case that you did. I don’t want to take anything away from what you did because I think at least you fought back in some way. The reason is because when you engage them using these kinds of tactics they want to manipulate you into acting or behaving the same way they are and fight the same way they are or using the same tactics. This will go contrary to your personal beliefs or values and can affect your self-esteem. They may even try to reverse it claiming that you are the one using these tactics and they never were, something wrong with you, or you are sabotaging the work or productivity of others. If you do mimic them or use the same tactics you can’t really deny that you did. You’ll claim that you did but they started and they will say no, it’s all in your head and you started doing this to them and effected productivity. This could be grounds for dismissal.

In some cases they may even ask for you to consult a qualified medical professional, a psychiatrist, which would probably further discredit you by claiming that you are suffering from a psychological disorder or paranoid delusions and that this was all in your head. Your continued stay in this employment would then probably be attached to a condition of you undergoing therapy which would involve you taking medication and acknowledging the fact that this was all in your head or caused by a psychological disorder.

Use the Journal. Document what they do and expose them. Do not do the same as they do. I know you wouldn’t but I wanted you to understand some of the reasons why.

Email Received:

Another justification came to mind as to why they would make those noises: to make me a tougher guy. I know this one sounds weird, but maybe in their minds I was a bit weak and so by constantly making those noises it would get me used to this and in effect a stronger person. But then again as I said in the previous email, they wouldn't make them when they needed a favor, so maybe that theory can be blown out the window.

Perhaps I expected a perfect world with perfect people, perhaps I always saw the good in people and not the bad, gave them the benefit of the doubt. Like I said they were nice to me at times and I found this very confusing.

Could it be that they were doing this to make me a stronger person, were they trying to help? Were they trying to control http://www.psychologicalharassment.com/bullying_case_example.htm (11 of 12) [7/12/2008 2:35:41 PM] Bullying Case Example

me and make me stay there (as I do value myself as a valuable asset)? Or am I deluding myself, maybe they do want me out? These questions will not have definitive answers, only time will tell.

Email Response:

Like I mentioned before don’t be fooled by their nice guy to bizarre behavior routine. It’s meant to confuse you.

It’s all right to think of any possibilities as to why they would do this but don’t be fooled. As a person who has benevolent intentions and good values you may believe or examine the possibilities that their intentions may somehow have a good intention, benevolent, or beneficial to you. You will also normally reject the idea that their intentions are to harm you, why would anyone want to harm you or the fact that anyone would do this to another person or someone else. This is a normal phenomenon for victims of these tactics. This phenomenon is exploited or used, but again, don’t be fooled.

Trust me; there was nothing beneficial, benevolent, positive, or good in their intentions. There is a positive result because of the way you conducted yourself, what you learned, and you are probably a wiser and stronger person because of it. It’s also a phenomenon that they may also try to take credit for or try to lead you to believe was their intention. You should note that when you take action or fight back it can build self- confidence and self-esteem and this can also be an attempt to reduce that phenomenon.

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Words Their intention is similar but they don’t usually have the same Conclusion definitions or scope. The definition or scope of some words Portal (News) used is also changing or the same word can have a different About Us definition or scope in different laws or policies. Some words Contact Us used are not as clear or obvious and can also be deceptive in a way. Feedback

Downloads Mobbing: Dr. Heinz Leymann (www.leymann.se), an industrial Links psychologist and medical scientist with an M.D. in psychiatry pioneered the research on MOBBING in Sweden in the early Bullying eighties. The Swedish government and people were the first to Bullying What To Do recognize the issue and create a law in 1994. Bullying Case Example Bullying: The origin of bullying comes from a school yard bully

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Bullying FAQ that uses physical intimidation and aggressiveness on a weaker Bullying Forum person. Bullying Survey The definitions of Mobbing and Bullying usually always include Bullying Reporting threats, intimidation, aggressive behavior, and verbal abuse System but may not have all of the psychological or mental attributes Bullying Wiki that Psychological Harassment does. Bullying vs. Mobbing Mobbing In our opinion the meaning of the words Psychological Laws Harassment is clear and obvious as to the fact that it deals with the mind (psychological). It is also clearly linked to other

similar terms using the word psychological such as Coercive Mind Control psychological abuse, psychological violence, and psychological Tactics torture. It is also clearly linked to the study or field of psychology. Psychology is usually the expertise of Psychological psychologists and psychiatrists. These two professions should Harassment at Work have more knowledge of “harmful psychology”. How psychology harms or is used to harm others (physical and Terms of use psychological effects) and why it can cause people to harm themselves or others physically. (See the Words page)

Why do some websites use the word victim and others target?

We use the word victim because its definition is clear and obvious. It also implies that a type of crime has been committed against the person (psychological and physical effects). There is no shame or weakness in the word victim and there shouldn’t be any either.

The word target isn’t always clear as to what it implies and can be applied differently as well. It’s used in the sense that the person is a target but in a movie a bad person can also be a target. Some victims can mistakenly believe or be led to believe that what is happening to them is somehow their fault. There is no confusion about the word victim.

The meaning of the words victim and target are not the same.

How does Psychological Harassment or Bullying and Mobbing affect workplace performance?

Psychological Harassment or Bullying and Mobbing can have different effects on the person's health (psychological and physical) and performance can be reduced due to their

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absences from work and also by their reduced capabilities when actually present for work. It can also be costly for many other medical reasons.

Psychological Harassment can also reduce collaboration and communication between colleges or teams and reduce their performance. Team members may actually try to sabotage each other.

A stressed person's cognitive abilities are reduced and they may not be as efficient at solving problems or issues.

An employee that is properly motivated and not highly stress by the use of threats or other factors out performs, short term and long term, an employee that is not properly motivated. An employee still has to reach or surpass performance objectives that are realistic.

Psychological Harassment can effect employee retention and increase training and recruitment costs.

A healthy work environment out performs one that isn't. There are many articles that claim that a happy employee out performs others.

An organizations reputation can be damaged for not being known as having a healthy environment and by different possible liabilities.

Are you providing information that people will use to target other people or victims?

Psychological Harassment can be unintentional or intentional.

When it’s unintentional the people involved need to understand how and why they are harming themselves in order to take preventive measures.

When it’s intentional the people using these tactics and Psychological Manipulations already have the knowledge and it’s the victim that usually does not have the information or support for help. The victim usually does not understand or is unable to explain how they are being stressed, manipulated, and harmed.

In order for workplace policies and laws to be created information is needed. If there is no information, documentation, and facts then it remains invisible. No http://www.psychologicalharassment.com/FAQ.htm (3 of 4) [7/12/2008 2:35:47 PM] Bullying and Mobbing FAQ

measures are taken and there is no prevention.

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Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Bullying Wiki Home Ivan Pavlov The section bellow was taken from Wikipedia, the free Technology encyclopedia on (28-01-2008) and will be updated regularly Psychological to add any changes, modifications, or updates. Manipulation Advanced Bullying is the act of intentionally causing harm to others Technologies through verbal harassment, physical assault, or other more Reducing Stress subtle methods of coercion such as manipulation. Bullying Stress Effects can be determined in many different ways Although the UK [1] Suicide Factors and currently has no legal definition of bullying, some US [2] Depression states have laws against it. Words Conclusion In colloquial speech, bullying often describes a form of Portal (News) harassment perpetrated by an abuser who possesses more About Us physical and/or social power and dominance than the victim. Contact Us The victim of bullying is sometimes referred to as a target. The harassment can be verbal, physical and/or emotional. Feedback Downloads Many programs have been started to prevent bullying at Links schools with promotional speakers.

Bullying Norwegian researcher Dan Olweus defines bullying as when a Bullying What To Do person is "exposed, repeatedly and over time, to negative Bullying Case Example actions on the part of one or more other persons." He

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Bullying FAQ defines negative action as "when a person intentionally Bullying Forum inflicts injury or discomfort upon another person, through [3] Bullying Survey physical contact, through words or in other ways." Bullying Reporting System Bullying can occur in any setting where human beings Bullying Wiki interact with each other. This includes school, the workplace, Bullying vs. Mobbing home and neighborhoods. Bullying can exist between social Mobbing groups, social classes and even between countries (see Laws Jingoism).

Coercive Mind Control Bullying behavior Tactics Bullying is an act of repeated aggressive behavior in order to Psychological intentionally hurt another person. Bullying is characterized by an individual behaving in a certain way to gain power Harassment at Work over another person (Besag, 1989). Behaviors may include name calling, verbal or written abuse, exclusion from Terms of use activities, exclusion from social situations, physical abuse, or coercion (Carey, 2003; Whitted & Dupper, 2005). Bullies may behave this way to be perceived as popular or tough or to get attention. They may bully out of jealousy or be acting out because they themselves are bullied (Crothers &

Levinson, 2004).

USA National Center for Education Statistics suggests that bullying can be broken into two categories: Direct bullying, and indirect bullying which is also known as social aggression. [4]

Ross states that direct bullying involves a great deal of physical aggression such as shoving and poking, throwing things, slapping, choking, punching and kicking, beating, [5] stabbing, pulling hair, scratching, biting and scraping.

He also suggests that social aggression or indirect bullying is characterized by threatening the victim into social isolation. This isolation is achieved through a wide variety of techniques, including spreading gossip, refusing to socialize with the victim, bullying other people who wish to socialize with the victim, and criticizing the victim's manner of dress and other socially-significant markers (including the victim's race, religion, disability, etc). Ross (1998)[5] outlines other forms of indirect bullying which are more subtle and more likely to be verbal, such as name calling, the silent

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treatment, arguing others into submission, manipulation, gossip/ false gossip, lies, rumors/ false rumors, staring, giggling, laughing at the victim, saying certain words that trigger a reaction from a past event, and mocking. Children's charity Act Against Bullying was set up in 2003 to help children who were victims of this type of bullying by researching and publishing coping skills.

Effects

The effects of bullying can be serious and even fatal. Mona O’Moore Ph. D of the Anti-Bullying Centre, Trinity College Dublin, said, "There is a growing body of research which indicates that individuals, whether child or adult who are persistently subjected to abusive behavior are at risk of [6] stress related illness which can sometimes lead to suicide".

Victims of bullying can suffer from long term emotional and behavioral problems. Bullying can cause loneliness, depression, anxiety, lead to low self-esteem and increased [7] susceptibility to illness.

The National Conference of State Legislatures said:

"In 2002, a report released by the U.S. Secret Service concluded that bullying played a significant role in many school shootings and that efforts should be [8] made to eliminate bullying behavior."

Characteristics of bullies

Research indicates that adults who bully have personalities that are authoritarian, combined with a strong need to control or dominate.[9] It has also been suggested that a deficit in social skills and a prejudicial view of subordinates [10] can be particular risk factors.

Further studies have shown that while envy and resentment may be motives for bullying,[11] there is little evidence to suggest that bullies suffer from any deficit in self esteem (as [12] this would make it difficult to bully).

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Researchers have identified other risk factors such as quickness to anger and use of force, addiction to aggressive behaviors, mistaking others' actions as hostile, concern with preserving self image, and engaging in obsessive or rigid [13] actions.

Bullying may also be "tradition" in settings where an age group or higher rank feels superior than lowerclassmen.

It is often suggested that bullying behavior has its origin in childhood:

"If aggressive behaviour is not challenged in childhood, there is a danger that it may become habitual. Indeed, there is research evidence, to indicate that bullying during childhood puts children at risk of criminal [6] behaviour and domestic violence in adulthood."

Bullying does not necessarily involve criminality or physical violence. For example, bullying often operates through psychological abuse or verbal abuse.

Bullying can often be associated with street gangs, especially at school.

History of bullying

High-level forms of violence such as assault and murder usually receive most media attention, but lower-level forms of violence such as bullying, has only in recent years started to be addressed by researchers, educators, parents and legislators (Whitted & Dupper, 2005).

It is only in recent years that bullying has been recognised and recorded as a separate and distinct offence, but there have been well documented cases the were recorded in a different context. The Fifth Volume of the Newgate Calendar [14] contains at least one example where Eton Scholars George Alexander Wood and Alexander Wellesley Leith were charged, at Aylesbury Assizes, with killing and slaying the Hon. F. Ashley Cooper on February 28, 1825 in an incident that would now, surely be described as "lethal hazing"[15]. The Newgate calendar contains several other examples that, while not as distinct, could be considered indicative of http://www.psychologicalharassment.com/bullying_wiki.htm (4 of 11) [7/12/2008 2:36:05 PM] Bullying Wiki

situations of bullying.

Types of bullying

School bullying

Main article: School bullying

In schools, bullying usually occurs in areas with minimal or no adult supervision. It can occur in nearly any part in or around the school building, though it more often occurs in PE, recess, hallways, bathrooms, on school buses and waiting for buses, classes that require group work and/or after school activities. Bullying in school sometimes consists of a group of students taking advantage of, or isolating one student in particular and gaining the loyalty of bystanders who want to avoid becoming the next victim. Targets of bullying in school are often pupils who are considered strange or different by their peers to begin with, making the situation harder for them to deal with. Some children bully because they have been isolated, and they have a deep need for belonging, but they do not possess the social skills to [7] effectively keep friends (see social rejection).

Bullying can also be perpetrated by teachers and the school system itself: there is an inherent power differential in the system that can easily predispose to subtle or covert abuse, humiliation, or exclusion - even while maintaining overt [17] commitments to anti-bullying policies.[16]

School shootings receive an enormous amount of media attention. The children who perpetrate these shootings sometimes claim that they were victims of bullying and that they resorted to violence only after the school administration repeatedly failed to intervene.[8] In many of these cases, the victims of the shooters sued both the shooters' families and [18] the schools.

Some suggest these rare but horrific events have led schools to try harder to discourage bullying, with programs designed to teach students cooperation, as well as training peer moderators in intervention and dispute resolution [citation needed] techniques, as a form of peer support.

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American victims and their families have legal recourse, such as suing a school or teacher for failure to adequately supervise, racial or gender discrimination, or other civil rights violations. Special education students who are victimized may sue a school or school board under the ADA or Section 504.

Workplace bullying

Main article: Workplace bullying

According to the Workplace Bullying and Trauma Institute workplace bullying is "repeated, health-harming mistreatment, verbal abuse, or conduct which is threatening, humiliating, intimidating, or sabotage that interferes with work or some combination of the three."[19]. Statistics show that bullying is 3 times as prevalent as illegal discrimination and at least 1,600 times as prevalent as workplace violence. Statistics also show that while only one employee in every 10,000 becomes a victim of workplace violence, one in six experiences bullying at work. Bullying is also far more common than sexual harassment and verbal abuse.

Unlike the more physical form of schoolyard bullying, workplace bullying often takes place within the established rules and policies of the organization and society. Such actions are not necessarily illegal and may not even be against the firm's regulations; however, the damage to the targeted employee and to workplace morale is obvious.

Particularly when perpetrated by a group, workplace bullying is sometimes known as mobbing.

Cyber-bullying

Main article: Cyber-bullying

According to Canadian educator Bill Belsey, it:

...involves the use of information and communication technologies such as e-mail, cell phone and pager text messages, instant messaging, defamatory personal Web sites, blogs, online games and defamatory online http://www.psychologicalharassment.com/bullying_wiki.htm (6 of 11) [7/12/2008 2:36:05 PM] Bullying Wiki

personal polling Web sites, to support deliberate, repeated, and hostile behaviour by an individual or group, that is intended to harm others. —Cyberbullying: An Emerging Threat to the [20] Always On Generation

Bullies will even create blogs to intimidate victims worldwide. [21]

Political bullying

Main article: Jingoism

Jingoism occurs when one country imposes its will on another. This is normally done with military force or threats. With threats, it is common to ensure that aid and grants will not be given to the smaller country or that the smaller country will not be allowed to join a trading organization. Often political corruptions, coup d'états, and kleptocracies are the solution and response to the countries being [citation needed] bullied.

Military bullying

In 2000, the UK Ministry of Defence (MOD) defined bullying as: “...the use of physical strength or the abuse of authority to intimidate or victimize others, or to give unlawful punishments.”[22] A review of a number of deaths by suicide at Princess Royal Barracks, Deepcut by Nicholas Blake QC indicated that whilst a culture of bullying existed during the mid to late 1990s many of the issues were being addressed [23] as a result of the Defence Training Review.

Some argue that this behaviour should be allowed because of a general academic consensus that "soldiering" is different from other occupations. Soldiers expected to risk their lives should, according to them, develop strength of body and [24] spirit to accept bullying.

In some countries, ritual hazing among recruits has been tolerated and even lauded as a rite of passage that builds character and toughness; while in others, systematic bullying

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of lower-ranking, young or physically slight recruits may in fact be encouraged by military policy, either tacitly or overtly (see dedovschina). Also, the Russian army usually have older/more experienced candidates abusing - kicking or punching - less experienced soldiers.[25].

Hazing

Main articles: Hazing and Ragging

Hazing is an often ritualistic test, which may constitute harassment, abuse or humiliation with requirements to perform meaningless tasks; sometimes as a way of initiation into a social group. The term can refer to either physical (sometimes violent) or mental (possibly degrading) practices. It is a subjective matter where to draw to line between 'normal' hazing (somewhat abusive) and a mere rite of passage (essentially bonding; proponents may argue they can coincide), and there is a gray area where exactly the other side passes over into sheer degrading, even harmful abuse that should not even be tolerated if accepted voluntarily (serious but avoidable accidents do still happen; even deliberate abuse with similar grave medical consequences occurs, in some traditions even rather often). Furthermore, as it must be a ritual initiation, a different social context may mean a same treatment is technically hazing for some, not for others, e.g. a line-crossing ceremony when passing the equator at sea is hazing for the sailor while the extended (generally voluntary, more playful) application to passengers is not.

Hazing has been reported in a variety of social contexts, including:

● Sports teams ● Academic fraternities and sororities (see fraternities and sororities)These practices are not limited to American schools. Swedish students undergo a similar bonding period, known as nollningen, in which all members of the entering class participate. ● College and universities in general. ● Associated groups, like fan clubs, school bands ● Secret societies and even certain service clubs, or rather their local sections (such as some modern US Freemasons; not traditional masonic lodges) ● Similarly various other competitive sports teams or http://www.psychologicalharassment.com/bullying_wiki.htm (8 of 11) [7/12/2008 2:36:05 PM] Bullying Wiki

clubs, even 'soft' and non-competitive ones (such as arts) ● The armed forces — e.g., in the U.S., hard hazing practices from World War I boot camps were introduced into colleges. In Poland army hazing is called Polish fala "wave" adopted pre-World War I from non-Polish armies. In the Russian army (formerly the Red Army) hazing is called "Dedovshchina". ● Police forces (often with a paramilitary tradition) ● Rescue services, such as lifeguards (also drilled for operations in military style) ● In workplaces ● Inmate hazing is also common at confinement facilities around the world, including frequent reports of beatings and sexual assaults by fellow inmates.

Hazing is considered a felony in several US states, and anti hazing legislation has been proposed in other states.

Strategies to cope with bullying

Helping victims at school

Many of the responsibilities of members of a school team are that they need to help the victims of bullying.[26] The following strategies may be considered:

1. Speak with the victim and ask them if they want to do anything about it, if they refuse take your own part and start investigating. 2. After investigating the situation, it may be that intervention is necessary with the bully or bullies. The situation needs to be addressed. Ideally, a resolution to the problem will be found. 3. Inform the parents of the victim and of the bully. Discuss possible solutions with them. Arrange a meeting with them if possible. 4. Follow up in communicating with the victim, the parents and the teachers about the situation. 5. Monitor the behavior of the bully and the safety of the victim on a school-wide basis. 6. If the problem continues speak with the parents of the bully again and consider the idea of expulsion of the bully if problems continue, bullies normally attack not only one child but more of one, and normally 3 to 4 children are the attackers, find out exactly who they http://www.psychologicalharassment.com/bullying_wiki.htm (9 of 11) [7/12/2008 2:36:05 PM] Bullying Wiki

are. 7. Finally you should decide for yourself the punishment, it depends on how they attacked the children, how many they have been attacking, since when has it been a problem, etc.

Strategies to reduce bullying within schools

Researchers (Olweus, 1993;[27] Craig & Peplar, 1999;[28] Ross, 1998;[5] Morrison, 2002;[29] Whitted & Dupper, 2005; [30] Aynsley-Green, 2006;[31]) provide several strategies which address ways to help reduce bullying, these include:

● Make sure an adult knows what is happening to their children. ● Make it clear that bullying is never acceptable ● Recognise that bullying can occur at all levels within the hierarchy of the school (ie, including adults) ● Hold a school conference day or forum devoted to bully/victim problems ● Increase adult supervision in the yard, halls and washrooms more vigilantly ● Emphasize caring, respect and safety ● Emphasize consequences of hurting others ● Enforce consistent and immediate consequences for aggressive behaviours ● Improve communication among school administrators, teachers, parents and students ● Have a school problem box where kids can report problems, concerns and offer suggestions ● Teach cooperative learning activities ● Help bullies with anger control and the development of empathy ● Encourage positive peer relations ● Offer a variety of extracurricular activities which appeal to a range of interests ● Teach your child to defend himself, verbally and physically, if necessary. ● Keep in mind the range of possible causes: eg, medical, psychiatric, psychological, developmental, family problems, etc.

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Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Bullying and Mobbing Home Ivan Pavlov Bullying vs. Mobbing Technology Psychological Click here for more on psychological harassment Manipulation Advanced The following words Bullying, Mobbing, Victimization, Technologies Emotional Abuse, Psychological Abuse, and Psychological Reducing Stress Violence may have different definitions from each other but Stress Effects Psychological Harassment does include them all. Suicide Factors and Depression The following page was taken from Workplace Mobbing in Words Academe Conclusion Portal (News) Kenneth Westhues, Department of Sociology, University of About Us Waterloo, 2007 Contact Us Feedback Bullying vs. Mobbing: a Difference of Priorities and Downloads Outlook Links While some researchers of workplace conflict treat bullying Bullying and mobbing as synonyms, most acknowledge that the two words point to different kinds of aggression. Bullying Bullying What To Do suggests a physically belligerent, hostile, overbearing Bullying Case Example individual, usually a manager, who takes pleasure in lording

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Bullying FAQ it over one or more subordinates. Mobbing connotes a Bullying Forum number of ordinary workers at whatever level who unfairly Bullying Survey gang up on a manager, peer, or subordinate, tormenting the Bullying Reporting person in usually nonviolent ways. System Both forms of aggression are worth studying, since both do Bullying Wiki serious harm to the person or people targeted, as well as to Bullying vs. Mobbing the overall climate of social relations and the quality and Mobbing productivity of the workplace. Laws The difference between bullying and mobbing runs deeper, Coercive Mind Control however, than the kinds of aggression the words point to. Tactics The difference extends also to different priorities for workplace relations, even different outlooks on life. Psychological Harassment at Work Here is a true story of workplace conflict (actually a composite, with identifying information omitted) that I tell in Terms of use my classes. My students vary in which of the parties they sympathize with. As you read the story here, ask yourself where your own sympathies lie. After the story, I will suggest what can be inferred from your answer for which of the two problems, bullying or mobbing, concerns you more.

A Case of Workplace Conflict in Health Care

The story is set in the maternity ward of a community hospital. A woman at full term has gone into labor. She is in the delivery room. The baby's birth is imminent. The woman's husband is with her, standing at the head of the bed holding her hand and comforting her. At the foot of the bed is the obstetrician, coaching and encouraging, saying when to push and when to take deep breaths. To his left and a little behind him is the nurse. She stands beside a tray of instruments. The delivery is proceeding normally.

As the baby begins to come out, the doctor is poised to receive it in his hands. Without looking back at the nurse, he asks her for something on the tray — a towel, clamp, whatever — and holds out his left hand to receive it. Nothing is placed in his hand.

He turns to his left. He sees that the nurse has

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left the room.

He himself grabs whatever he was asking for. The delivery is successful. The doctor places the newborn on its mother's breast. The parents are overwhelmed with joy.

The doctor excuses himself for a moment, steps out of the delivery room, quickly finds another nurse and asks her to give the newborn standard postnatal care. He asks this nurse what happened to the one who was assisting him. She answers that the first nurse's shift ended and she went home.

The doctor says nothing to the second nurse, nor to the new parents, but he is outraged that the first nurse walked out in the middle of the delivery. He considers her action the height of irresponsibility, especially because she did not even tell him she was leaving. Had there been a last-minute problem, her abrupt departure could have endangered the baby's or the mother's life.

As the doctor is entering the hospital the next morning, he happens to pass this nurse in the corridor.

"I have something to say to you," he tells her. She stops. Her back is against the corridor wall. He is standing in front of her, close enough that she feels uncomfortable. He wags his finger at her and says quietly, "If you ever walk out on a delivery again, I will have your ass fired." Then he walks on.

Later that day, this doctor and nurse are again working together on some procedure. Things go smoothly, There are no harsh words. The doctor makes a silly joke. The nurse smiles.

The doctor gives no further thought to the incident. It is in his memory, of course, as are his words to the nurse, but he does not expect she will repeat the misconduct for which he

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reprimanded her.

The nurse, however, has been traumatized by the doctor's misconduct. She is deeply upset, terrified at the thought of losing her job. Other staff were in the corridor when she was scolded. They probably saw the doctor shaking his finger at her, and guessed that she was being chewed out. She feels abused and publicly shamed.

It was not as if she left the delivery room on a whim. She had to leave promptly at the end of her shift, as always on that day of the week, to pick up her two pre-schoolers from daycare. She is a single mother living in a creepy townhouse, driving a rustbucket of a car, and dealing day after day with the stress of juggling childcare and career.

The nurse is so angry and depressed she cannot sleep that night, then loses her temper with her children the next morning, as she gets them ready and hustles them out the door for the ride to the daycare centre.

The nurse shares her concerns with two co- workers, also nurses. They commiserate with her. They have stories of their own to tell about the doctor in question. He is known to be gruff with hospital staff and to have low tolerance for mistakes, as if the whole world should revolve around his patients. The co-workers urge the nurse to consult with the grievance officer of the staff union, and assure her they will testify as witnesses on her behalf if the dispute ends up in a formal hearing.

The grievance officer is also sympathetic to the nurse's complaint. In his view, it is one more example of the unfair treatment routinely inflicted on union members by doctors and administrators. The collective agreement clearly forbids requiring staff to work overtime on short notice. It also forbids abusive and threatening language. It spells out clear procedures through the chain of command if a physician wants to http://www.psychologicalharassment.com/bullying_vs_mobbing.htm (4 of 10) [7/12/2008 2:36:32 PM] Bulling vs. Mobbing

complain about a nurse. The procedures do not include angry, public confrontation in a hospital corridor.

In the course of explaining what happened to the grievance officer, the nurse breaks down in tears, saying over and over, "I can't go on like this." The grievance officer suggests she go immediately for medical help. Her physician prescribes a mild antidepressant and places her on stress leave for the rest of the week.

At a meeting on an unrelated matter with the hospital CEO a few days later, the grievance officer mentions that a grievance may soon be filed over abuse of a nurse by a physician. The grievance officer is careful not to identify the parties, but the CEO can guess who they are, since gossip about the incident in the corridor has already reached him. The CEO listens to the grievance officer impassively, but he thinks to himself that he will not likely go to bat for the accused in this case. This doctor is not a team player. He has challenged the CEO in staff meetings over alleged laxity in standards of patient care. He needs to be taught a lesson, taken down a notch.

The grievance policy requires that a formal grievance be filed not later that two weeks after the event being grieved. Just before the deadline, the physician picks up from his mailbox a letter marked "confidential" from the union president. It indicates that copies have been sent to the nurse-complainant, the grievance officer, the director of nursing, the CEO, and the chief of medical staff. The letter states the complaint against him, that he abused, intimidated and threatened a nurse by word and gesture in a public corridor, using obscene and derisive language, and causing her emotional distress serious enough to require medical treatment. The letter also states the complainant's desired remedy: a formal apology from the doctor, and an appropriate penalty for him to be determined by the CEO, in keeping

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with principles of progressive discipline.

An arbitration for resolving the grievance is scheduled at the soonest possible date, which turns out to be six weeks ahead. Meanwhile, pending resolution of the grievance, the CEO suspends the physician's hospital privileges in accordance with policy requiring proactive intervention to safeguard staff from potential threats to their health and safety.

What Your Sympathies Imply for Your Approach to Workplace Conflict

If, having read this story, you find yourself sympathizing mainly with the nurse, you are probably more interested in the problem of workplace bullying. What leapt out at you in the narrative, the key fact of the case, was the doctor's verbal attack on the nurse in the corridor and the distress it caused.

If your sympathies are mainly with the doctor, you are probably more interested in the problem of workplace mobbing. What struck you most about the story, the key fact of the case, was that the nurse walked out in the middle of a baby's birth, and then joined with others in an attack on the doctor who reprimanded her, involving at minimum a six- week disruption of his practice.

Here are seven pervasive themes in the research literature on workplace bullying: (1) The nub of the problem is a cruel, overbearing individual who makes life miserable for one or more subordinates or co- workers; (2) Bullies and victims may be of either sex, but the stereotypical bully is male (the doctor in this story) and the stereotypical victim is female (the nurse); (3) Bullying is usually an overstepping or abuse of authority (the higher-status doctor uses his power over the lower- status nurse to tyrannize her); (4) Bullying is an infringement of a worker's rights (the point about overtime), a denial of the human dignity guaranteed by legislation, human rights codes, and collective agreements; (5) In any organization, the chain of command must be respected, and complaints made through proper channels (as http://www.psychologicalharassment.com/bullying_vs_mobbing.htm (6 of 10) [7/12/2008 2:36:32 PM] Bulling vs. Mobbing

opposed to taking matters in one's own hands, as the doctor did in the story); (6) The bully's attacks may involve formal punishment but usually consist mainly of hurtful, abusive verbal attacks that damage the target's self-esteem and emotional equilibrium, leading to a breakdown of health; (7) What defines the bullying is above all the target's experience, his or her perception of deep, demeaning hostility from the bully.

Here are seven corresponding themes in the research literature on workplace mobbing: (1) The nub of the problem is the ganging up of workers to demonize, humiliate, and scapegoat a target who has done little if anything wrong; (2) Mobbers and targets may be of either sex, but women are often over-represented among mobbers, whether the target is male or female; (3) The target of mobbing usually excels in his or her work, sets high standards for both self and others (like the doctor in this story): (4) Mobbing diminishes the quality of work (in this example, a doctor trying to ensure safe childbirth ends up being punished); (5) Most problems that arise in a workplace can be solved by workers themselves, without managerial intervention (in this story, the doctor warned the nurse privately, instead of reporting her to her supervisor); (6) The mob's attack has an informal aspect (like gossip and shunning), but consists mainly of official sanctions (like suspension of the doctor's hospital privileges): (7) The mobbing is defined not by anybody's personal feelings but by the facts of what happened (nurse walks out on delivery, doctor scolds her for it, and so on).

For Further Insight into Your Reaction to the Story

This story helps clarify the reader's outlook and priorities on work not only because it is based on actual events but also because, like most workplace conflicts, it is not clear-cut. Most readers can see both the doctor's and the nurse's sides. Sure, the nurse should not have walked out on the delivery, but neither should the doctor have accosted her in the corridor.

To become further aware of your own thinking, ask

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yourself how your sympathies might shift if the story were slightly different. Suppose: (1) That the nurse had asked her supervisor in advance not to be assigned to this delivery, on account of having to leave immediately at the end of her shift; or (2) That the nurse had arranged with another nurse to replace her in the delivery room a little before the end of her shift, but the other nurse forgot; or (3) That the nurse had said before she left, "My shift is over and I have to leave, so I'm going out to find somebody to replace me here"; or (4) That when the doctor confronted the nurse in the corridor, he yelled at her so that others could hear, "You are a worthless bitch who has no business working in this hospital; I intend to have your ass thrown out of here"; or (5) That the doctor had a long record of storming angrily at others, including his own patients, possibly to cover up his own mistakes.

Under any or all of these five conditions, the doctor's berating of the nurse would seem less justified, and most observers would be more concerned about his bullying.

Contrariwise, ask yourself how the following other possible differences in the story might alter how you would characterize the conflict. Suppose: (1) That other nurses and doctors had complained that this nurse and her friends were uncaring and lackadaisical, and that this was the third formal complaint she had made in the past year that somebody was bullying her; or (2) That the doctor was a woman and the nurse was a young single man who walked out on the delivery to meet friends in a bar; or (3) That the board of trustees was on the brink of firing the CEO on grounds that he failed to maintain proper standards of patient care; or (4) That when the doctor confronted the nurse in the corridor, he said, "If you ever walk out on a delivery again, I will feel obliged to file a complaint against you with the Director of Nursing"; or (5) That there had been last-minute complications in the delivery, and that on account of the nurse's absence, the baby almost died.

Under any or all of these five conditions, the collective action against the doctor would seem less justified, and most

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observers would be more concerned about his (or her) being mobbed.

Solutions

In an ideal world, the doctor and the nurse in the story would have met to discuss how to prevent the problem happening again, by more flexible scheduling, better communication, advance planning, or some other way. Moving directly to formal arbitration of the grievance and interim suspension of the doctor's hospital privileges was clearly premature. A skilled CEO or director of nursing might have mediated between doctor and nurse, smoothed things over, validated the concerns of both parties, and renewed both parties' commitment to patients' health and well-being.

But we do not live in an ideal world. Humans sometimes behave badly, with resultant upheavals in workplaces of all kinds, hospitals not least. Researchers of workplace conflict try to produce knowledge that fits the facts and points toward better ways of doing things. Certain cases of conflict can only be described as bullying. Others are clearly mobbing. Very many can be described with either word, depending on the researcher's or observer's outlook and priorities.

As is plain from this website, my interest is mainly workplace mobbing. In the story told above, I see three regrettable events. First, a nurse walks out on her job at a critical moment. Second, a doctor accosts her in the corridor on that account. Third, the nurse, her friends, the union, and the CEO mount a concerted attack on the doctor's position and name: they mob him. I count this the most regrettable, amazing, and horrifying event of the three, partially because of the harm done to him, but mainly because of the damage to what should be the hospital's top priority. I would not want any woman to give birth or any baby to be born in a hospital that puts staff feelings ahead of patients' health.

In the view of some commentators, overconcern with workplace bullying (mobbing, too, in so far as it involves hurt feelings) has relegated to the sidelines what should be front and centre in any workplace: getting the work done well. In 2006, a large award by a British court to a victim of harassment by co-workers sparked intense debate over who, in fact, got taken advantage of by whom. In his 2007 essay http://www.psychologicalharassment.com/bullying_vs_mobbing.htm (9 of 10) [7/12/2008 2:36:32 PM] Bulling vs. Mobbing

on "The Hypersensitive Workplace." David Butcher argues that there is an important line, however elusive, between rudeness and harassment, support and handholding. In a trenchant entry on his Scientific Misconduct Blog, Aubrey Blumsohn laments a situation where "civility, decorum and status" displace genuine ethics.

Research and public concern about both bullying and mobbing will doubtless continue, and so will a certain difference of "feel" between the two fields of inquiry. Scholars who prefer to talk about bullying will continue to be a little wary of those who prefer to talk about mobbing, and vice versa. This webpage has been intended to clarify the reasons for that wariness, and to help readers situate themselves in the debate.

Workplace Mobbing in Academe - Home

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Information Bullying - Association Mobbing - Victimization Psychological Tell Your Friends (Abuse - Awareness & Violence) Prevention Psychological Manipulation Bullying Reporting Bullying System Survey Health - Safety - Productivity News & Articles Mobbing Home Ivan Pavlov This page was taken from Workplace Mobbing in Academe Technology Psychological Click here for more on psychological harassment Manipulation Advanced In the early 1980s, a Swedish psychologist named Heinz Technologies Leymann identified a grave threat to health and safety in Reducing Stress what appear to be the healthiest, safest workplaces in the Stress Effects world. German was Leymann’s first language, Swedish his Suicide Factors and second, but he labeled the distinct menace he had found Depression with an English word: mobbing. Words Conclusion Over the next twenty years, news of Leymann’s discovery Portal (News) spread across Europe and beyond. Untranslated, the English name he gave it entered the vocabulary of workplace About Us relations throughout Scandinavia and in Germany, Italy, and Contact Us other countries. All across Europe, not only specialists in Feedback occupational health but managers, union leaders, and the Downloads public at large came to recognize workplace mobbing as a Links real, measurable kind of harm, a destroyer of health and life.

Bullying Strangely, recognition of Leymann’s discovery has been Bullying What To Do slower in coming to the English-speaking world. Newsweek Bullying Case Example published a popular summary of research on workplace mobbing in 2000, but only in its European edition. In Britain

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Bullying FAQ and America, attention has focussed less on mobbing than Bullying Forum on the different but related problem of bullying, and, Bullying Survey occasionally, on one of its extremely rare possible results: Bullying Reporting the outbursts of extreme violence, that from time to time make headlines across the country. System Bullying Wiki Workplace mobbing was almost never discussed in Canada Bullying vs. Mobbing until the coroner's inquest following the murder of four Mobbing workers at OC Transpo in Ottawa in 1999. In that case, a Laws former employee, Pierre Lebrun, had ended the shooting spree by also taking his own life. It turned out that Lebrun Coercive Mind Control had been ridiculed relentlessly by co-workers for his stutter, Tactics and then, after he had slapped one of them in retaliation, been forced to apologize to his tormentors. Had Lebrun been Psychological mobbed at work? Was this the phenomenon Leymann had in mind? Media reports and the inquest itself tentatively said it Harassment at Work was.

Terms of use In 2000 and 2001, The National Post publicized my research on mobbing in the academic workplace, the process by which even tenured professors are ganged up on, humiliated, and run out of their jobs. While trying to make sense of some bizarre and hugely destructive university conflicts in 1994, I had stumbled upon Leymann’s work and found it powerfully illuminating of the data in my files.

In the meanwhile, the concept of workplace mobbing caught the attention of the Ontario Nurses Association, the College Institute Educators Association of British Columbia, and a smattering of other union and management groups, which then sponsored workshops on the topic, much as occurred in Germany a decade earlier.

The trauma of being mobbed

To describe mobbing as possibly the gravest threat most workers face is not to ignore threats posed by slippery floors, dangerous machines, toxic chemicals, and the other material hazards that health and safety committees properly make their top priority.

In practical terms, however, the worst kind of harm most Canadians have to fear at work is the kind that arises from faulty human relations, some kind of glitch in how people treat one another. Montreal researcher Hans Selye won the Nobel Prize for Medicine in 1964, for the best single-word

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description of today’s main workplace ills: stress. This short English word struck a chord in both the scientific community and the public, as mobbing would decades later, and quickly found its way into other languages. By now, research has shown in a thousand ways the stark, even lethal effects of too much of the wrong kind of stress on physical and mental health.

Mobbing can be understood as the stressor to beat all stressors. It is an impassioned, collective campaign by co- workers to exclude, punish, and humiliate a targeted worker. Initiated most often by a person in a position of power or influence, mobbing is a desperate urge to crush and eliminate the target. The urge travels through the workplace like a virus, infecting one person after another. The target comes to be viewed as absolutely abhorrent, with no redeeming qualities, outside the circle of acceptance and respectability, deserving only of contempt. As the campaign proceeds, a steadily larger range of hostile ploys and communications comes to be seen as legitimate.

Mobbing is hardly the only source of debilitating stress at work, and it was not the only one on which Leymann did research. He interviewed bank employees who had undergone the terror of armed robbery, and subway drivers who had watched helplessly as their trains ran over persons who fell or jumped onto the tracks. Leymann documented the depression, absenteeism, sleeplessness, and other symptoms of trauma resulting from such stressful experiences.

Bank robberies and subway suicides were no match, however, for being mobbed by co-workers in the personal devastation that ensued. Not infrequently, mobbing spelled the end of the target’s career, marriage, health, and livelihood. From a study of circumstances surrounding suicides in Sweden, Leymann estimated that about twelve percent of people who take their own lives have recently been mobbed at work.

How it happens

Mobbing is relatively rare, and many workplaces hum along for decades without a single case of it. But by Leymann’s and others' estimates, between two and five percent of adults are mobbed sometime during their working lives. The other 95 http://www.psychologicalharassment.com/mobbing.htm (3 of 9) [7/12/2008 2:36:53 PM] Mobbing

percent, involved in the process only as observers, bystanders, or perpetrators (though occasionally also as rescuers or guardians of the target), mostly deny, gloss over, and forget the mobbing cases in which they took part. That is one reason it has taken so long for the phenomenon to be identified and researched.

That children and teenagers sometimes join in collectively humiliating one of their number is well known--most people can cite examples from their own school days. The widely publicized deaths of two girls in British Columbia–Reena Virk, beaten and drowned in 1999, and Dawn Marie Wesley, driven to suicide in 2000–have heightened public awareness of the cruel reality of swarming or collective bullying among both girls and boys.

Leymann’s contribution was to document beyond any doubt the same reality among adults, even in the cool, rational, professional, bureaucratic, policy-governed setting of a workplace. The tactics differ. Workplace mobbing is normally carried out politely, without any violence, and with ample written documentation. Yet even without the blood, the bloodlust is essentially the same: contagion and mimicking of unfriendly, hostile acts toward the target; relentless undermining of the target’s self-confidence; group solidarity against one whom all agree does not belong; and the euphoria of collective attack.

An example from a factory

One of the cases that first opened my eyes to workplace mobbing serves also to illustrate related concepts commonly but mistakenly applied. A former student of mine asked if he and his wife could meet with me. She was being sexually harassed, he said, in the factory where she had worked for most of her adult life.

The label this woman and her husband had placed on her problem fit the facts they presented to me. She was regularly paired for certain tasks with a male co-worker who day after day humiliated her with insults to her work and degrading sexual slurs. Years earlier, when she had threatened to report him to the boss, he had grabbed her arm in a threatening manner.

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Yet as this shy, soft-spoken lady shared more facts with me, sexual harassment appeared to be a very partial characterization of her predicament. She had in fact complained to both union and management about the man's offensive behavior, but to no avail. She and her husband were at wit’s end. The leader of the union was a paragon of political correctness. A zero-tolerance policy on sexual harassment was posted where all could see. Yet her harasser carried on as before.

Explanation could be found only in the larger dynamics of the work group. This woman ranked at the bottom of the pecking order. She was apart from her workmates in three crucial ways. First, she had a partial disability, the result of an accident at work years before, that under terms of the collective agreement precluded her doing certain jobs. For want of physical dexterity, she was exempt from tasks at which everybody else took a turn. She was also paid at an hourly rate, while most others were on piecework.

Second, though most workers in the group were from immigrant groups, this woman was from a different one than everybody else. Ethnically, she was a minority of one.

Third, while most of her peers sprinkled their speech with obscenities, took crude banter in stride, and seemed to thrive on a relatively coarse workplace culture, this woman did not. She was devoted to her family and her faith.

These and other factors made her an outcast. Her problem was far worse than one man’s harassment and bullying. It was the humiliation of daily loathing by her peers. What drove her over the edge were comments from two female co- workers on a hot summer day when job assignments were being rotated. One called out so that all could hear, “I don’t want to work with the cripple.” Another, distributing sweatbands to combat the heat, passed this worker by saying, “You don’t work hard enough to get one.”

At that point, this veteran of years of co-workers' hostility began crying then and could not stop. She was taken to the nurse, who sent her home. Her husband took her to the hospital emergency room. She was diagnosed with clinical depression and placed on sick leave. She returned to work months later, was again paired with the man who led the harassment and later suffered a severe heart attack. The http://www.psychologicalharassment.com/mobbing.htm (5 of 9) [7/12/2008 2:36:53 PM] Mobbing

formal grievances she had lodged were resolved with her early retirement about ten years after the mobbing began.

The case illustrates the escalation that is essential to workplace mobbing. Each higher level of authority, in both company and union, to which this woman and her husband appealed, was faced with overturning the will of a successively larger group of subordinates. Steadily more and higher-level employees over time voiced the common sentiment: this woman is impossible to work with, she has to go.

Mobbing was exacerbated in this case by its leader's special status in the group. Some female workers found him sexy. He had connections for getting cigarettes and alcohol tax- free, and in this way had forged semi-secret ties with other employees. Acting in the role of chief eliminator, he led the campaign to rob one partially disabled worker of her job, her dignity, and her health. The process took years, but it eventually achieved its aim.

Mobbing versus other exits

Why didn’t this factory worker quit? In the answer to this question lie clues to why mobbing is more common in some employment situations than others. Mobbing rarely happens to a worker who can easily relocate to a different employer.

Mobbing is also rare in the case of workers on at-will contracts, since they can be summarily fired. A manager faced with ten subordinates who get along and get work done reasonably well, all of whom despise a certain other subordinate and want to be rid of him or her, ordinarily heeds the collective will. If for some reason the manager does not, there is conflict but not mobbing, since opinion about the acceptability of the worker in question is divided.

Further, in situations where a worker can be terminated only for cause, mobbing seldom occurs if legitimate cause exists. On the basis of clear evidence of substandard performance or serious misconduct, workers are routinely terminated– firmly, but often with compassion and regret.

The worker most vulnerable to being mobbed is an average or high achiever who is personally invested in a formally

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secure job, but who nonetheless somehow threatens or puts to shame co-workers and/or managers. Such a worker provides no legally defensible grounds for termination, yet usually fails to pick up subtle hints and leave voluntarily. An attractive solution, from the majority point of view, is to bring or wear this worker down, one way or another, however long it takes.

As the process drags on, both sides, collective and individual, dig in their heels. It is often as if the targeted worker has grabbed a hot wire and cannot let go, despite the pain and injury it inflicts. The worker’s investment of self and sense of having been deeply wronged prevent the one resolution that would satisfy the other side.

Ironically, it is in workplaces where workers’ rights are formally protected that the complex and devious incursions on human dignity that constitute mobbing most commonly occur. Union shops are one example, as in the case of the factory worker described above. University faculties are another, on account of the special protections of tenure and academic freedom professors have. It happens in police forces, too, since management rights in this setting are tempered by the oath officers swear to uphold the law. Mobbings appear to be much more frequent in the public service as a whole, as compared to private companies.

Mobbing also appears to be more common in the professional service sector–such as education and health care–where work is complex, goals ambiguous, best practices debatable, and market discipline far away. Scapegoating is an effective if temporary means of achieving group solidarity, when it cannot be achieved in a more constructive way. It is a turning inward, a diversion of energy away from serving nebulous external purposes toward the deliciously clear, specific goal of ruining a disliked co-worker's life.

What to do about it

As a clinician, Leymann made his priority the healing of post- traumatic stress in those most severely affected by mobbing. With the support of the Swedish health service, he opened a clinic for mobbing victims in 1994, and published detailed research on the first 64 patients treated there. That clinic no longer exists and Leymann himself died in 1999, but 200 http://www.psychologicalharassment.com/mobbing.htm (7 of 9) [7/12/2008 2:36:53 PM] Mobbing

patients are currently treated in a similar clinic that opened in Saarbruecken, Germany, this year.

Competent, well-informed treatment of the many mobbing targets who suffer mental breakdown is obviously in order, especially since they have often in the past been misdiagnosed as having paranoid delusions.

Psychiatric injury, however, is but one possible harmful result of being mobbed. Some mobbing targets keep their sanity but succumb to cardiovascular disease–hypertension, heart attack, or stroke. Most suffer loss of income and reputation. Marital breakdown and isolation from friends and family are also common outcomes.

An ounce of prevention is worth a pound of cure, although experts do not agree on the ingredients of the desired ounce. Believers in human perfectibility favor enacting laws and policies that forbid workplace mobbing under pain of punishment. Organizations as diverse as Volkswagen in Germany and the Department of Environmental Quality in the American state of Oregon already have anti-mobbing policies in place. It is too soon to say what effect, if any, such policies will have on the incidence of the phenomenon.

The impulse to gang up, to join with others against what is perceived to be a common threat, lies deep in human nature. It is not easily outlawed. A policy forbidding it may, in practice, become a weapon for convicting some mobbing target of a punishable offense and thereby aiding in his or her humiliation. The evidence is clear by now that policies against sexual harassment have often been used as tools for harassing innocent but disliked workmates. Anti-mobbing policies may turn out to be even more versatile tools for such mischief.

The tiny percentage of mobbing victims–like Pierre Lebrun– who lash back in violent attack would probably have lived out their lives peaceably and productively had they been spared the excruciating pain of relentless humiliation.

All can agree, at least, on the desirability of public awareness of the vital but sad discovery Heinz Leymann made two decades ago, and on the continuing need for careful, critical scholarship that builds on his. The better we understand ourselves, including our darker impulses, the more able we http://www.psychologicalharassment.com/mobbing.htm (8 of 9) [7/12/2008 2:36:53 PM] Mobbing

are to keep one another healthy and safe.

------

For further reading, see the easy-to-read, practical paperback: Noa Davenport, Ruth Schwartz, and Gail Elliott, Mobbing: Emotional Abuse in the American Workplace (Ames, Iowa: Civil Society Publishing, 1999).

Heinz Leymann's original website continues to be maintained.

Workplace Mobbing in Academe - Home

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Information Bullying - Mobbing - Association Victimization Psychological (Abuse - Violence) Tell Your Friends Psychological Awareness & Prevention Manipulation Bullying Survey Bullying Reporting Health - Safety - System Productivity News & Articles Laws Home Ivan Pavlov Psychological Harassment Laws Technology Psychological Please note that the following information was taken from different Manipulation websites and the information may have changed, be inaccurate or Advanced modified, or out of date. Technologies Reducing Stress Quebec France Sweden Stress Effects Suicide Factors and Depression Words Quebec a province of Canada Conclusion Portal (News) (June 1st, 2004) About Us Contact Us for the actual website please click here: Commission des normes du travail Feedback Quebec Downloads Links PSYCHOLOGICAL HARASSMENT AT WORK

Bullying Sect. 81.18

Bullying What To Do Interpretation Bullying Case Example For the purposes of this Act, “psychological harassment” means any Bullying FAQ vexatious behaviour in the form of repeated and hostile or unwanted Bullying Forum conduct, verbal comments, actions or gestures, that affects an employee’s Bullying Survey dignity or psychological or physical integrity and that results in a harmful Bullying Reporting work environment for the employee. System Vexatious behaviour Bullying Wiki A single serious incidence of such behaviour that has a lasting harmful effect Bullying vs. Mobbing on an employee may also constitute psychological harassment. Mobbing ______Laws 2002, c. 80, s. 47.

Coercive Mind Control Sect. 81.19

Tactics Right of the employee

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Psychological Every employee has a right to a work environment free from psychological Harassment at Work harassment.

Duty of employers Terms of use Employers must take reasonable action to prevent psychological harassment and, whenever they become aware of such behaviour, to put a stop to it. ______2002, c. 80, s. 47.

Sect. 81.20

Collective agreement The provisions of sections 81.18, 81.19, 123.7, 123.15 and 123.16, with the necessary modifications, are deemed to be an integral part of every collective agreement. An employee covered by such an agreement must exercise the recourses provided for in the agreement, insofar as any such recourse is available to employees under the agreement.

Mediation At any time before the case is taken under advisement, a joint application may be made by the parties to such an agreement to the Minister for the appointment of a person to act as a mediator.

Employees not governed by a collective agreement The provisions referred to in the first paragraph are deemed to form part of the conditions of employment of every employee appointed under the Public Service Act (chapter F-3.1.1) who is not governed by a collective agreement. Such an employee must exercise the applicable recourse before the Commission de la fonction publique according to the rules of procedure established pursuant to that Act. The Commission de la fonction publique exercises for that purpose the powers provided for in sections 123.15 and 123.16 of this Act.

Members and officers of bodies The third paragraph also applies to the members and officers of bodies. ______2002, c. 80, s. 47.

for the complete or more sections and details click here

France

for the actual website please click here: Ministere Du Travail

MORAL HARASSMENT (Le harcèlement moral)

Articles L. 122-49 à L. 122-51 (principes), L. 122-52 (charge de la preuve), L. 122-53 (rôle des organisations syndicales), L. 122-54 (médiation) du Code du travail Article 222-33-2 du Code pénal (sanctions)

Summary:

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Defined by the Labour Code; Moral harassment is manifested by repeated gestures that have the goal or effect of degrading the working conditions and that are susceptible of violating a persons rights at work and his dignity, effect his physical or mental or compromises his professional career. The author being: an employer, a staff member, a colleague of the victim…

(more to come soon)

Sweden

for the actual website please click here: Swedish Work Environment

(March 31st, 1994)

VICTIMIZATION AT WORK

Ordinance of the National Board of Occupational Safety and Health containing Provisions on measures against Victimization at Work, together with General Recommendations on the implementation of the Provisions.

Adopted 21st September 1993

AFS 1993:17

Ordinance of the Swedish National Board of Occupational Safety and Health containing Provisions on measures against

Victimization at Work

Adopted 21st September 1993 ______The following Provisions are issued by the National Board of Occupational Safety and Health pursuant to Section 18 of the Work Environment Ordinance (SFS 1977:1166).

Scope and definitions

Section 1 These Provisions apply to all activities in which employees can be subjected to victimization. By victimization is meant recurrent reprehensible or distinctly negative actions which are directed against individual employees in an offensive manner and can result in those employees being placed outside the workplace community.

General provisions

Section 2 The employer should plan and organize work so as to prevent victimization as far

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as possible.

Section 3 The employer shall make clear that victimization cannot be accepted in the activities.

Routines

Section 4 AFS 1993:17

In the activities there shall be routines for the early detection of signs of, and the rectification of such unsatisfactory working conditions, problems of work organization or deficiencies of co-operation as can provide a basis for victimization.

Section 5 If signs of victimization become apparent, counter-measures shall without delay be taken and followed up. In doing so, a special investigation shall be made to ascertain whether the causes of shortcomings of co-operation are to be found in the way in which work is organized.

Section 6 Employees who are subjected to victimization shall quickly be given help or support. The employer shall have special routines for this.

Entry into force

These Provisions enter into force on 31st March 1994. ..

Guidance on individual Sections

Definitions

Guidance on Section 1 Victimization in the form of various kinds of reprehensible behaviour can be committed both by employees and by the employer personally or his representatives.

The phenomena commonly referred to, for example, as adult bullying, mental violence, social rejection and harassment - including sexual harassment - have come to be seen more and more as problems of working life in their own right and will be collectively referred to here as victimization.

These are difficult and sensitive problems. What is more, they can have serious and harmful effects on individual employees and on entire working groups if carelessly assessed and handled. Harmful effects on exposed persons may be revealed by both mental and physical pathological states - sometimes chronic - and also by social

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rejection from working life and the workplace community.

The following are some instances of victimization:

- Slandering or maligning an employee or his/her family.

- Deliberately withholding work-related information or supplying incorrect information of this kind.

AFS 1993:17

- Deliberately sabotaging or impeding the performance of work.

- Obviously insulting ostracism, boycott or disregard of the employee.

- Persecution in various forms, threats and the inspiration of fear, degradation, e.g. sexual harassment.

- Deliberate insults, hypercritical or negative response or attitudes (ridicule, unfriendliness etc.).

- Supervision of the employee without his/her knowledge and with harmful intent.

- Offensive "administrative penal sanctions" which are suddenly directed against an individual employee without any objective cause, explanations or efforts at jointly solving any underlying problems. The sanctions may, for example, take the form of groundless withdrawal of an office or duties, unexplained transfers or overtime requirements, manifest obstruction in the processing of applications for training, leave of absence and suchlike.

Offensive administrative sanctions are, by definition, deliberately carried out in such a way that they can be taken as a profound personal insult or as an abusive power and are liable to cause high, prolonged stress or other abnormal and hazardous mental strains on the individual.

The attitudes involved in offensive acts are, briefly, characterized by gross lack of respect and offend against general principles of honourable and moral behaviour towards other people. The actions have a negative effect, in both the short and long term, on individuals and also on entire working groups.

For the sake of clarity, it should be added that occasional differences of opinion, conflicts and problems in working relations generally should be regarded as normal phenomenas - always provided, of course, that the mutual attitudes and actions connected with the problems are not intended to harm or deliberately offend any person. Victimization does not occur until personal conflicts lose their reciprocity

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and respect for people's right to personal integrity slips into unethical actions of the kind mentioned above and individual employees are dangerously affected as a result.

for the complete or more sections and details please click here

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About Us 1. To force to act or think in a certain manner Contact Us 2. To dominate, restrain, or control by force Feedback 3. To bring about by force. Downloads Coercive psychological systems are behavioral change Links programs which use psychological force in a coercive way to cause the learning and adoption of an ideology or designated Bullying set of beliefs, ideas, attitudes, or behaviors. The essential Bullying What To Do strategy used by the operators of these programs is to Bullying Case Example systematically select, sequence and coordinate many

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Bullying FAQ different types of coercive influence, anxiety and stress- Bullying Forum producing tactics over continuous periods of time. In such a Bullying Survey program the subject is forced to adapt in a series of tiny Bullying Reporting "invisible" steps. Each tiny step is designed to be sufficiently small so the subjects will not notice the changes in System themselves or identify the coercive nature of the processes Bullying Wiki being used. The subjects of these tactics do not become Bullying vs. Mobbing aware of the hidden organizational purpose of the coercive Mobbing psychological program until much later, if ever. These tactics Laws are usually applied in a group setting by well intentioned but deceived "friends and allies" of the victim. This keeps the Coercive Mind Control victim from putting up the ego defenses we normally Tactics maintain in known adversarial situations. The coercive psychological influence of these programs aim to overcome the individual's critical thinking abilities and free will - apart Psychological from any appeal to informed judgment. Victims gradually Harassment at Work lose their ability to make independent decisions and exercise informed consent. Their critical thinking, defenses, cognitive Terms of use processes, values, ideas, attitudes, conduct and ability to reason are undermined by a technological process rather than by meaningful free choice, rationality, or the inherent merit or value of the ideas or propositions being presented.

How Do They Work? The tactics used to create undue psychological and social influence, often by means involving anxiety and stress, fall into seven main categories.

TACTIC 1

Increase suggestibility and "soften up" the individual through specific hypnotic or other suggestibility-increasing techniques such as: Extended audio, visual, verbal, or tactile fixation drills, Excessive exact repetition of routine activities, Sleep restriction and/or Nutritional restriction.

TACTIC 2

Establish control over the person's social environment, time and sources of social support by a system of often- excessive rewards and punishments. Social isolation is promoted. Contact with family and friends is abridged, as is contact with persons who do not share group-approved attitudes. Economic and other dependence on the group is fostered.

TACTIC 3

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Prohibit disconfirming information and non supporting opinions in group communication. Rules exist about permissible topics to discuss with outsiders. Communication is highly controlled. An "in-group" language is usually constructed.

TACTIC 4

Make the person re-evaluate the most central aspects of his or her experience of self and prior conduct in negative ways. Efforts are designed to destabilize and undermine the subject's basic consciousness, reality awareness, world view, emotional control and defense mechanisms. The subject is guided to reinterpret his or her life's history and adopt a new version of causality.

TACTIC 5

Create a sense of powerlessness by subjecting the person to intense and frequent actions and situations which undermine the person's confidence in himself and his judgment.

TACTIC 6

Create strong aversive emotional arousals in the subject by use of nonphysical punishments such as intense humiliation, loss of privilege, social isolation, social status changes, intense guilt, anxiety, manipulation and other techniques.

TACTIC 7

Intimidate the person with the force of group-sanctioned secular psychological threats. For example, it may be suggested or implied that failure to adopt the approved attitude, belief or consequent behavior will lead to severe punishment or dire consequences such as physical or mental illness, the reappearance of a prior physical illness, drug dependence, economic collapse, social failure, divorce, disintegration, failure to find a mate, etc.

These tactics of psychological force are applied to such a severe degree that the individual's capacity to make informed or free choices becomes inhibited. The victims become unable to make the normal, wise or balanced decisions which they most likely or normally would have made, had they not been unknowingly manipulated by these http://www.psychologicalharassment.com/coercive_mind_control_tactics.htm (3 of 5) [7/12/2008 2:37:20 PM] Coersive Mind control Tactics - Dr.Margaret Thaler Singer Ph.D

coordinated technical processes. The cumulative effect of these processes can be an even more effective form of undue influence than pain, torture, drugs or the use of physical force and physical and legal threats.

How does Coercive Psychological Persuasion Differ from Other Kinds of Influence?

Coercive psychological systems are distinguished from benign social learning or peaceful persuasion by the specific conditions under which they are conducted. These conditions include the type and number of coercive psychological tactics used, the severity of environmental and interpersonal manipulation, and the amount of psychological force employed to suppress particular unwanted behaviors and to train desired behaviors.

Coercive force is traditionally visualized in physical terms. In this form it is easily definable, clear-cut and unambiguous. Coercive psychological force unfortunately has not been so easy to see and define. The law has been ahead of the physical sciences in that it has allowed that coercion need not involve physical force. It has recognized that an individual can be threatened and coerced psychologically by what he or she perceives to be dangerous, not necessarily by that which is dangerous.

Law has recognized that even the threatened action need not be physical. Threats of economic loss, social ostracism and ridicule, among other things, are all recognized by law, in varying contexts, as coercive psychological forces.

Why are Coercive Psychological Systems Harmful?

Coercive psychological systems violate our most fundamental concepts of basic human rights. They violate rights of individuals that are guaranteed by the First Amendment to the United States Constitution and affirmed by many declarations of principle worldwide.

By confusing, intimidating and silencing their victims, those who profit from these systems evade exposure and prosecution for actions recognized as harmful and which are illegal in most countries such as: fraud, false imprisonment, undue influence, involuntary servitude, intentional infliction of emotional distress, outrageous conduct and other tortuous acts. http://www.psychologicalharassment.com/coercive_mind_control_tactics.htm (4 of 5) [7/12/2008 2:37:20 PM] Coersive Mind control Tactics - Dr.Margaret Thaler Singer Ph.D

www.factnet.org - Margaret Thaler Singer, Ph.D www.factnet.org - F.A.C.T.net

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Suicide Factors and Psychological harassment is vexatious behaviour that Depression manifests itself in the form of conduct, verbal comments, Words actions or gestures characterized by the following four Conclusion criteria: Portal (News) They are repetitive*; About Us They are hostile or unwanted; Contact Us They affect the person’s dignity or psychological integrity, Feedback and Downloads They result in a harmful work environment. Links Sexual harassment at work is also included in this definition.

Bullying What is vexatious behaviour? Bullying What To Do It is humiliating or abusive behaviour that lowers a person’s Bullying Case Example self-esteem or causes him torment.

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Bullying FAQ Bullying Forum It is also behaviour that exceeds what the person considers to be appropriate and reasonable in the performance of his Bullying Survey work. Bullying Reporting System Psychological harassment may come from a superior, a Bullying Wiki colleague, a group of colleagues, a customer, a supplier… Bullying vs. Mobbing Mobbing * A single serious incidence of such behaviour may also constitute psychological harassment if it undermines the Laws person’s psychological or physical integrity and if it has a lasting harmful effect. Coercive Mind Control Tactics A few common ways in which harassment is expressed

Psychological Making rude, degrading or offensive remarks. Harassment at Work Making gestures that seek to intimidate, engaging in reprisals. Terms of use Discrediting the person: spreading rumors, ridiculing him, humiliating him, calling into question his convictions or his private life, shouting abuse at him or sexually harassing him. Belittling the person: forcing him to perform tasks that are

belittling or below his skills, simulating professional misconduct. Preventing the person from expressing himself: yelling at him, threatening him, constantly interrupting him, prohibiting him from speaking to others. Isolating the person: no longer talking to him at all, denying his presence, distancing him from others. Destabilizing the person: making fun of his convictions, his tastes and his political choices.

Management rights and normal conditions of employment

Psychological harassment must not be confused with the normal exercise of the employer’s management rights, in particular his right to assign tasks and his right to reprimand or impose disciplinary sanctions.

Insofar as the employer does not exercise these rights in an abusive or discriminatory manner, his actions do not constitute psychological harassment.

Prevention first

Prevention in the undertaking remains the best means of

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combating psychological harassment. It is the employer’s responsibility to take reasonable steps to prevent psychological harassment and to put a stop to such behaviour when it is brought to his knowledge.

Sound management practices

Promote respectful interpersonal communication. Manage the members of his staff fairly. Take quick and appropriate action to manage conflicts; do not allow the situation to deteriorate. Clearly define the responsibilities and tasks of each employee. Put in place in his undertaking a procedure that is known, efficient, credible and adapted to reality, to allow persons to report cases of harassment confidentially. Resort, in certain cases, to specialized resources to help put a stop to a psychological harassment situation and to prevent other such situations from arising.

What should you do in the event of psychological harassment at work?

Wherever possible:

Talk about the problem you are experiencing with someone that you are close to, a person that you trust. Do not remain isolated; Express very clearly to the person who is the source of the unwanted behaviour your wish to see such behaviour cease immediately. Check inside the undertaking if there is a procedure making it possible to report the unwanted behaviour confidentially. Bring the matter to the attention of your employer who must put a stop to this behaviour by taking appropriate steps.

The Act respecting Labor Standards provides a recourse in the event of psychological harassment at work, which is available to every employee, whether unionized, non- unionized, or at the senior managerial level. The Act sets a 90-day period to file a complaint

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http://www.psychologicalharassment.com/psychological_harassment_at_work.htm (4 of 4) [7/12/2008 2:37:37 PM] Quebec Psychological Harassment Law Psychological Harassment Terms of use

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Bullying FAQ Sect. 81.19 Bullying Forum Every employee has a right to a work environment free from Bullying Survey psychological harassment. Bullying Reporting Employers must take reasonable action to prevent System psychological harassment and, whenever they become aware Bullying Wiki of such behaviour, to put a stop to it. Bullying vs. Mobbing ______Mobbing 2002, c. 80, s. 47. Laws Sect. 81.20 Coercive Mind Control The provisions of sections 81.18, 81.19, 123.7, 123.15 and Tactics 123.16, with the necessary modifications, are deemed to be an integral part of every collective agreement. An employee Psychological covered by such an agreement must exercise the recourses Harassment at Work provided for in the agreement, insofar as any such recourse is available to employees under the agreement. Terms of use At any time before the case is taken under advisement, a joint application may be made by the parties to such an agreement to the Minister for the appointment of a person to act as a mediator. The provisions referred to in the first paragraph are deemed to form part of the conditions of employment of every employee appointed under the Public Service Act (chapter F- 3.1.1) who is not governed by a collective agreement. Such an employee must exercise the applicable recourse before the Commission de la fonction publique according to the rules of procedure established pursuant to that Act. The Commission de la fonction publique exercises for that purpose the powers provided for in sections 123.15 and 123.16 of this Act. The third paragraph also applies to the members and officers of bodies. ______2002, c. 80, s. 47.

Recourse against psychological harassment

Sect. 123.6

An employee who believes he has been the victim of psychological harassment may file a complaint in writing with the Commission. Such a complaint may also be filed by a non-profit organization dedicated to the defence of employees’ rights on behalf of one or more employees who consent thereto in writing.

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______2002, c. 80, s. 68.

Sect. 123.7

Any complaint concerning psychological harassment must be filed within 90 days of the last incidence of the offending behaviour. ______2002, c. 80, s. 68.

Sect. 123.8

On receipt of a complaint, the Commission shall make an inquiry with due dispatch. Sections 103 to 110 shall apply to the inquiry, with the necessary modifications. ______2002, c. 80, s. 68.

Sect. 123.9

If the Commission refuses to take action following a complaint, the employee or, if applicable, the organization with the employee’s written consent, may within 30 days of the Commission’s decision undersection 107 or 107.1, make a written request to the Commission for the referral of the complaint to the Commission des relations du travail. ______2002, c. 80, s. 68.

Sect. 123.10

The Commission may, at any time, during the inquiry and with the agreement of the parties, request the Minister to appoint a person to act as a mediator. The Commission may, at the request of the employee, assist and advise the employee during mediation. ______2002, c. 80, s. 68.

Sect. 123.11

If the employee is still bound to the employer by a contract of employment, the employee is deemed to be at work during mediation sessions. ______2002, c. 80, s. 68.

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Sect. 123.12

At the end of the inquiry, if no settlement is reached between the parties and the Commission agrees to pursue the complaint, it shall refer the complaint without delay to the Commission des relations du travail. ______2002, c. 80, s. 68.

Sect. 123.13

The Commission des normes du travail may represent an employee in a proceeding under this division before the Commission des relations du travail. ______2002, c. 80, s. 68.

Sect. 123.14

The provisions of the Labour Code (chapter C-27) relating to the Commission des relations du travail, its commissioners, their decisions and the exercise of their jurisdiction, except sections 15 to 19, as well as section 100.12 of that Code apply, with the necessary modifications. ______2002, c. 80, s. 68.

Sect. 123.15

If the Commission des relations du travail considers that the employee has been the victim of psychological harassment and that the employer has failed to fulfil the obligations imposed on employers under section 81.19, it may render any decision it believes fair and reasonable, taking into account all the circumstances of the matter, including

1. ordering the employer to reinstate the employee; 2. ordering the employer to pay the employee an indemnity up to a maximum equivalent to wages lost; 3. ordering the employer to take reasonable action to put a stop to the harassment; 4. ordering the employer to pay punitive and moral damages to the employee; 5. ordering the employer to pay the employee an indemnity for loss of employment; 6. ordering the employer to pay for the psychological support needed by the employee for a reasonable period of time determined by the Commission;

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7. ordering the modification of the disciplinary record of the employee. ______2002, c. 80, s. 68.

Sect. 123.16

Paragraphs 2, 4 and 6 do not apply to a period during which the employee is suffering from an employment injury within the meaning of the Act respecting industrial accidents and occupational diseases (chapter A-3.001) that results from psychological harassment. Where the Commission des relations du travail considers it probable that, pursuant to section 123.15, the psychological harassment entailed an employment injury for the employee, it shall reserve its decision with regard to paragraphs 2, 4 and 6. ______2002, c. 80, s. 68.

http://www.psychologicalharassment.com/quebec.htm (5 of 5) [7/12/2008 2:37:59 PM] Sweden Victimization At Work Law Psychological Harassment Terms of use

Information Bullying - Mobbing - Association Victimization Psychological (Abuse - Violence) Tell Your Friends Psychological Awareness & Prevention Manipulation Bullying Survey Bullying Reporting Health - Safety - System Productivity News & Articles Sweden Home Ivan Pavlov VICTIMIZATION AT WORK Technology Psychological Adopted 21st September 1993 Manipulation Advanced Translation Technologies In the event of disagreement concerning the interpretation and content of Reducing Stress this text, the Swedish version shall have priority. Stress Effects Suicide Factors and VICTIMIZATION AT WORK Depression Words Ordinance of the National Board of Occupational Safety and Health containing Provisions on measures against Victimization at Work, Conclusion together with General Recommendations on the implementation of Portal (News) the Provisions. About Us Contact Us Adopted 21st September 1993 Feedback Downloads AFS 1993:17

Links Ordinance of the Swedish National Board of Occupational Safety and Health containing Bullying Provisions on measures against Bullying What To Do Bullying Case Example Victimization at Work

Bullying FAQ Adopted 21st September 1993 Bullying Forum ______Bullying Survey The following Provisions are issued by the National Board of Occupational Bullying Reporting Safety System and Health pursuant to Section 18 of the Work Environment Ordinance (SFS Bullying Wiki 1977:1166).

Bullying vs. Mobbing Scope and definitions Mobbing Laws Section 1 These Provisions apply to all activities in which employees can be subjected to Coercive Mind Control victimization. By victimization is meant recurrent reprehensible or distinctly Tactics negative actions which are directed against individual employees in an offensive

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Psychological manner and can result in those employees being placed outside the workplace Harassment at Work community.

General provisions Terms of use Section 2 The employer should plan and organize work so as to prevent victimization as far as possible.

Section 3 The employer shall make clear that victimization cannot be accepted in the activities.

Routines

Section 4 AFS 1993:17

Section 6 Employees who are subjected to victimization shall quickly be given help or support. The employer shall have special routines for this.

Entry into force

These Provisions enter into force on 31st March 1994.

SIVERT ANDERSSON

Kurt Baneryd Göran Lindh

AFS 1993:17

General Recommendations of the Swedish National Board of Occupational Safety and Health on the implementation of the Provisions on measures against Victimization at Work

The following General Recommendations are issued by the National Board of Occupational Safety and Health on the implementation of its Ordinance (AFS 1993:17) on measures against Victimization at Work.

Background

Underlying causes of destructive behaviour in the form of

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victimization

The background to victimization can, for example, be shortcomings in the organization of work, the internal information system or the direction of work, excessive or insufficient workload or level of demands, shortcomings of the employer's personnel policy or in the employer's attitude or response to the employees.

Unsolved, persistent organizational problems cause powerful and negative mental strain in working groups. The group's stress tolerance diminishes and this can cause a "scapegoat mentality" and trigger acts of rejection against individual employees.

The fact that causes of the problems are to be looked for in conditions at the workplace is especially apparent when several persons have been ostracized over a longer period, one by one, through various kinds of victimization.

Sometimes, of course, there may also be causes of victimization or attempts at ostracization which are to be found in individual persons' choice of action or behaviour. Sometimes, though, one can find that, even in these cases, the root cause is unsatisfactory work situations in which individual employees, in their anxiety or hopelessness, find cause for more and more overtly displaying their displeasure and acting in a way which can harm or provoke others around them

Consequences of victimization

AFS 1993:17

Serious consequences of victimization can become apparent, for example, in the following ways:

Among individual employees:

- Increasing friction in the form of aversion, irritability or pronounced indifference. Deliberate breaking of rules or exaggerated adherence to rules, reduced performance.

- High stress level, low stress tolerance with over-reactions, sometimes traumatic crisis experience.

- Physical illness, substance abuse problems or mental reactions, e.g. sleep disturbances, loss of self-confidence, anxiety, "brooding", depression or manic symptoms, sometimes powerful aggression and severe tiredness.

- Inability to look ahead or unreasonable demands for vindication.

- Thoughts of suicide or violence to oneself. If the victimization does not cease immediately (and if the basic problems of the workplace are not investigated and dealt with), there is a risk of the

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symptoms becoming permanent in a chronic state which can require prolonged medical and psychological expert help.

Among the working group:

- Reduced efficiency and productivity.

- Erosion of existing rules or freezing of rules.

- Mounting criticism of the employer, lack of confidence, a general sense of insecurity.

- Increasing friction, e.g. lack of understanding for other ways of doing things, withdrawals from the group or from duties, attempts to cease power or the formation of powerful cliques.

- High sickness absenteeism, substance abuse problems, large personnel turnover and a growing number of applications for leave of absence.

AFS 1993:17

- Low tolerance of stresses and strains, and general symptoms of dissatisfaction.

- Magnification of minor problems.

- A continuing search for new scapegoats. The ability and readiness of the working group to take part in the solution of internal problems will increase, palpably diminish or disappear, depending on how the conflict is observed and treated by the employer. If nothing at all is done, the risk situation will grow worse as time passes.

Guidance on individual Sections

Definitions

Guidance on Section 1 Victimization in the form of various kinds of reprehensible behaviour can be committed both by employees and by the employer personally or his representatives.

social rejection from working life and the workplace community.

The following are some instances of victimization:

- Slandering or maligning an employee or his/her family.

- Deliberately withholding work-related information or supplying incorrect information of this kind.

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- Deliberately sabotaging or impeding the performance of work.

- Obviously insulting ostracism, boycott or disregard of the employee.

- Persecution in various forms, threats and the inspiration of fear, degradation, e.g. sexual harassment.

- Deliberate insults, hypercritical or negative response or attitudes (ridicule, unfriendliness etc.).

- Supervision of the employee without his/her knowledge and with harmful intent.

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reciprocity and respect for people's right to personal integrity slips into unethical actions of the kind mentioned above and individual employees are dangerously affected as a result.

General measures for the prevention of victimization

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Guidance on Section 2 The Ordinance of the National Board of Occupational Safety and Health on Internal Control of the Working Environment (AFS 1992:6) defines the responsibility devolving on the employer under Chap. 3, Section 2 a of the Work Environment Act. That responsibility includes many different aspects of the working environment. The following are some examples of general and overarching measures which the employer can take for the prevention of victimization at work.

- Design a distinct work environment policy which among other things also declares the employer's general aims, intentions and attitude to the employees.

- Design routines for ensuring that psychological and social work environment conditions, including personal response, work situation and work organization, will be as good as possible.

- Take steps to prevent people meeting with a negative response at work, e.g. by creating norms which encourage a friendly and respectful climate at the workplace. It is above all the employer and the employer's representatives who must set an example to others in creating a good working climate.

- Give managers and supervisory personnel training and guidance on matters relating to the rules of labour law, the effect of different working conditions on people's experiences, interaction and conflict risks in groups and skills for rapid response to people in situations of stress and crisis.

It is important, not least with a view to their own work situation and working environment, that managers directly involved in the supervision of personnel should have sufficient insight and knowledge in these fields.

- Provide a good introduction which will enable the employee to adjust well to the working group. It is also important that the rules applying at the workplace should be made quite clear.

- Give each employee the best possible knowledge of the activities and their objectives. Regular information and workplace meetings will help to achieve this.

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- Give all employees information about and a share in the measures agreed on for the prevention of victimization.

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- Try to ensure that duties have substance and meaning and that the capacity and knowledge of the individual are utilized.

- Give the employees opportunities of improving their knowledge and developing in their jobs, and encourage them to pursue this end.

Guidance on Section 3 Important principles for all persons in working life include the following:

Offensive behaviour or treatment can never be accepted, no matter who is involved or who is the target.

It is especially important that the employer should take active steps to prevent any employee being subjected to victimization by other employees.

Managers and supervisory staff have a key part to play in shaping the atmosphere and the norms which are to prevail at workplaces. One necessary principle is that the employer must never subject an employee to victimization, e.g. through abusive power or any other unacceptable behaviour or response. The employee's position of dependence has a very important bearing on employer-employee contacts. Misunderstandings can occur very easily, and the employer, therefore, should always take an attitude which inspires confidence.

The best chances of achieving a good atmosphere and workable norms occur when the employer, through his or her own behaviour, creates a reliable basis for a twoway dialogue, communication, and a genuine desire to solve problems. This generally causes the risks of victimization to diminish or disappear.

It is important that norms for co-operation should be concretized and specially clarified in the work environment policy and in the introduction of new employees, and that they should be continuously followed up.

It is important that employees should have a part in measures which are taken to solve the overriding problems of the workplace. This means that, in cases where the employer and employees have together decided which principles are to apply to the planning of work and to co-operation at the workplace, all employees should be familiar with those principles and should know how to relate to them.

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Special measures and routines

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Guidance on Section 4 Preventive and early inputs and measures are critically important. Accordingly, when organizational problems or discrimination occur, the employer must be told as soon as possible, so as to be able to take suitable measures. Nobody should help to conceal victimization, even if risks of conflicting loyalties are liable to occur.

All problems at the workplace should be dealt with quickly, relevantly and in a respectful manner. Solutions should be looked for through talks and measures aimed at improving the working conditions of those concerned. If criticism is levelled at an employee, the latter should be told of the criticism and given an opportunity of replying to it. Personal opinions and loosely founded assumptions about an employee or the way in which the employee does his or her job should not be made a basis of discrimination. In cases where it is quite obvious that an employee has actually provoked the aversion of others, the employer should draw the employee's attention to his or her duty of helping to create a good working environment and a good atmosphere at work. At the same time, the employer needs to be aware that provocative behaviour can be a sign of unsatisfactory situations at work and must take the initiative in achieving a concrete solution of these problems.

It is important to take an objective, positive, problem-solving attitude to the problems put forward, to listen to all concerned and to support the weakest. Policy decisions over the head of the person concerned are liable to make that person's situation a great deal worse.

As a part of preventive work environment policy, employers must consciously create preparedness for dealing with the psychological, social and organizational aspects of the working environment, to the same extent as questions of a physical or technical nature. This is also part of the employer's duty under the Work Environment Act. See also the Board's Ordinance on Internal Control of the Working Environment (AFS 1992:6) and General Recommendations on Psychological and Social Aspects of the Working Environment (AFS 1980:14).

The employer should have routines of such a kind, for contacts with individual employees, that the existence of frictions in working relations can be observed or ascertained at an early stage. This makes it important for work to be arranged in such a way that the supervisory staff can get to know each member of the working group, and will have the opportunity of regular talks with group members. AFS 1993:17

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Guidance on Section 5

It is very seldom indeed that friction is due to one person only. The causes should as a rule be looked for in the way in which work is organized and not laid at the door of the individual employee. At the same time, it is important that each employee should be aware of his or her own ability and duty to help create a good climate at work. Solutions to problems can primarily be looked for through the development of working methods, work allocation, communication and suchlike. As an aid to this end, an analysis of the way in which work is organized as regards, for example, duties, requirements and authority, can form a basis for discussions and planning. Occupational health services can be a useful resource in this connection and can support the process of problem-solving.

Victimization is in itself a risk to more employees than those who are directly involved and, while it lasts, often imposes a heavy mental burden on other persons as well. What is more, the difficulties of finding and dealing with basic problems increase with the passing of time and commensurately with the deadlocking of personal positions and pin points in connection with the accusations, excuses and counter-accusations which are frequently exchanged when victimization becomes noticed. It is important, therefore, that the employer should take immediate action to deal with abuses which can trigger or already has triggered victimization.

One appropriate first step is a confidential talk with the person subjected to victimization. It is important that this interview should proceed with respect and in a frank, open atmosphere. When talking to the persons involved, one should be aware of the danger of allowing oneself to be influenced by negative standpoints. People's natural attitude in situations like this is often to construct a powerful defence for their actions, and as mentioned earlier, views can be characterized among other things by rigid positions, group pressures and loyalties. Often, therefore, the blame for victimization is put on the person subjected to it. At the same time one has to realize that many people dislike the way in which a fellowemployee is being treated and will gladly play a part in breaking the destructive pattern of things. Gathering the entire working group for a discussion is not to be recommended except as the final stage of action planning with a view to achieving

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practical improvements in working routines and in the working situation of the group as a whole.

The prospects of achieving good consensus solutions diminish the longer an employee is away from work or the problems are left untackled. Negative personal opinions can become inflexible on both sides, with the result that good ways back to work are no longer to be found. In certain cases the problems may in time develop into a complete deadlock, with perpetual new misunderstandings and,

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finally, if the worst comes to the worst, the complete elimination of the employee from working life.

It can be hard for an employer to take an objective view of all aspects of the problems, and so it is often advisable to call in a consultant for this purpose, e.g. through the occupational health services.

Help and support for individual and working group

Guidance on Section 6 An employee who has been sicklisted on account of the health effects of victimization should be supported in returning to work as quickly as possible. Normalization of everyday life and personal and emotional support are the most important means of counteracting severe after-effects in people who have been through traumatic experiences.

Swift readjustment is greatly dependent on contact being maintained with the individual (whether sicklisted or not) and on the individual having good opportunities for talking privately, both to fellow-employees and to the employer, about what has happened. In these talks one can discuss various possible reasons for what happened, try to find ways of improving and changing the working environment, and assess the economic or practical resources available in relation to what is desired.

Invitations or exhortation to consult a psychologist or suchlike can sometimes be interpreted as a personal offence, and so it is important that wishes of this kind should be expressed by the individual concerned.

Sometimes it may be necessary to consider the possibilities of defusing acute disagreements or intractable interpersonal problems at the workplace by making an offer of training or transfer to other duties. This recourse can be used, for example, in order to protect an employee from further discrimination or risks of http://www.psychologicalharassment.com/sweden.htm (10 of 12) [7/12/2008 2:38:26 PM] Sweden Victimization At Work Law

injury. If so, it is extremely important that the solutions offered should have substance and meaning and that, accordingly, the employee will have an opportunity for further development at work and good social contacts. Furthermore, the deliberations should take place in direct consultation with the employee personally and with reference to the employee's perceived potentialities and preferences. One important principle is that the measures taken should, as far as possible, entail no impairment of working conditions.

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In addition to the help which can be offered to an individual employee, it is very important to deal with the practical problems which, in most cases, underlie the "scapegoat mentality" in a group, so that the group will find ways of achieving better co-operation in future. There is a serious risk of events repeating themselves, with new cases of victimization as a result, unless the basic, work-related problems are discussed carefully and a common determination is found to take measures for their elimination.

The longer the basic problems remain unsolved, the greater the risk of serious consequences becomes and the greater will be the number of persons affected at the workplace. More often than not, the employees in a group have a close knowledge of the organizational problems which need to be dealt with. It is important that those problems should be made clear when there is victimization of individuals. Otherwise there is a serious risk of the offended individual and his or her problems being regarded as the sole, paramount topic.

In cases where the process in the working group has gone too far for constructive measures to succeed at the workplace concerned, qualified expert assistance may be needed for causal analyses, proposals for solutions and individual and group discussions. In relevant cases, resources of occupational health services may be of great assistance here as well.

Other relevant rules etc.

Ordinances etc. issued by the Swedish National Board of Occupational Safety and Health

AFS 1980:14 Psychological and Social Aspects of the Working Environment

AFS 1992:6 Internal Control of the Working Environment *) http://www.psychologicalharassment.com/sweden.htm (11 of 12) [7/12/2008 2:38:27 PM] Sweden Victimization At Work Law

Other publications

The Equal Opportunities Ombudsman: The Frida-report: Sexual Harassment towards Women in Working Life Official report, 1987

National Board of Occupational Safety and Health for AFS 1993:17

Government Employees: "Social Rejection at the Workplace". Policy for the local work environment activities agreed by the labour-market parties.

The Confederation of Professional Employees (TCO) "The First Stone. On Mental Violation in Working Life." Study book. "A more Humane Working Life." Study book.

*) Available in English

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