leah p. hollis, ed.d. school of advanced studies
TRANSCRIPT
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Leah P. Hollis, Ed.D. School of Advanced
Studies
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This book emerged from my previous study on workplace discrimination… that incivility is not just bound by the protected classes of race, gender, religion etc.
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An opportunity to look at the intersection of bullying and harassment and discrimination…
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Goal is to move past self preservation tactics…
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https://col129.mail.live.com/mail/#
More collaborative models
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Brass tacks... The terms…
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Bullying
Bullying: bullying means harassing offending, socially excluding someone or negatively affecting someone's work tasks…the person confronted ends up in an inferior position (Einarsen, Hoek, Zapf & Cooper 2003).
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Harassment
Harassment is unwelcome conduct that is based on race, color, religion, sex, national origin, age … enduring the offensive conduct becomes conditions of continued employment. The conduct is severe enough or pervasive enough to create a work environment that a reasonable person would consider hostile (EEOC).
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The result for the target is still the same.
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Bullying and harassment are close cousins on the family tree of incivility…
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…both from power struggles leaving the target humiliated and berated.
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“Anything that affects 37% of the public is an epidemic. But
it’s a silent epidemic.”
-Gary Namie, Director, Workplace Bullying Institute
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Affects 54 million people
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$64 billion
LOST to dealing with workplace bullying
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No one looking at bullying in American higher education
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“…Family members say [Morrissey] had been complaining to the university about workplace bullying by his boss…. But they contend the institution did virtually nothing to help…”
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The study
In the spring of 2012, I designed and administered a thirty-five-question survey to examine workplace bullying dynamics in higher education at 4-year institutions.
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Mixed Methods
Many survey participants were middle managers. The qualitative interviews included provosts, vice presidents, and deans to examine impact on the organization.
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Research Questions
1. What is the extent of workplace bullying in higher education administration?
2. What is the cost of workplace bullying specifically to higher education administration?
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Theoretical Frame
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Independent study on higher education
revealed that 62% reported being affected by workplace bullying in last 18 months.
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• Results
These findings which are based on a survey of 175 colleges and universities reveal a rate of workplace bullying 58% higher than the general population.
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Respondents said the boss and executive leadership were the
problem…
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> 18 % coached the bully
> 19 % supported the bully
> 19 % transferred the bully
> 28% did nothing with the bully
Reports the organization’s reaction
FINDINGS
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Yelling & insults 54 %
Harsh Memos 47 %
Subject to gossip 43 %
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Bullied 2-3 years 26 %
Bullied over 3 years 25 %
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• African American 80 %• Women bullied 73 %• LBGT bullied 46 %
Who is bullied?
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Independent study shows that an average 3.9 hours spent by staff recovering from a bully.
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• This translates to 195 hours a year or approximately 5 weeks wasted annually.
• This means if a staff member making $50,000 wastes 5 weeks that is $9,615 annually.
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Spend time talking about issue or recruiting support
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…defending themselves,
networking for support,
thinking about the situation,
and being demotivated
and stressed
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Aligns with findings…
“Leadership is the architect of
the academy….
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17% reported that they consider leaving higher ed.
22 % report they think about leaving
Losing institutional memory
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Those in power, the leader, can set the POSITIVE tone and set the expectations.
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OR those in power can model poor behavior which allows bullying to flourish in the office culture…
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Qualitative findings
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“ The organization adopted bullying tactics of
bully department head….
Bully in the Ivory Tower (2012)
Participant quote…
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“It’s not about the job. It’s about the
POWER people have over people….
Bully in the Ivory Tower (2012)
Participant quote…
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“The president has made civility a
priority for years….
Bully in the Ivory Tower (2012)
Participant quote…
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“…hostility and the cover-up have become the
new normal here….
Bully in the Ivory Tower (2012)
Participant quote…
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“…I don’t have to take this, I can LEAVE
Bully in the Ivory Tower (2012)
Participant quote…
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“They offered me a promotion. They can’t pay
me enough to get more involved here.
Bully in the Ivory Tower (2012)
Participant quote
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Purple PB
Study on workplace bullying
• Of bullied employees 16 % left a prior institution.• Resort to counseling, crying, denial & frustration.• Start a job hunt & would leave sooner if economy allowed
for more mobility.
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Purple PB
Study on workplace bullying
• Staff report doing half the job because they are distracted.
• Staff reported hair loss.• Sought stress reducing medication.• Some staff had Title VII rights and filed complaint.
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And if you are leading from the middle…
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If you saw someone stealing petty cash… you would report
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Strong leadership eradicates bullying
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Leadership solutions
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First and foremostmanagement MUST support a cultural change. Remember bullies exist because the organization permits their behavior.
1
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Establish clear policy about anti- bullying. Include next to anti-harassment and anti-retaliation policies.
2
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FOLLOW your own policy for everyone in organization.
3
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Develop or add an anti-bullying component to a regular training calendar on discrimination and harassment.
4
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360 evaluations for department heads and executive leadership.
5
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Include civility as core competency in performance appraisals.
6
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Data analysis of turnover and exit interviews when staff leave.
7
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Primary Research
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Over 50 schools attended my presentations to learn how to change policy.
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15th Annual Diversity Update
240 books for conference participants and executive leadership
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Research Projects by Leah P. Hollis, Ed.D.
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