Lecture on ECO System on Workplace bullying- OCT 27. 2pm EST. Boston University

Posted by on Oct 16, 2021 in bullying, Discrimination, Diversity Training

  Center for Character and Social Responsibility Occasional Seminar Series (free event) 2:00– 3:30 PM October 27, 2021 People, Places, Things: A comprehensive eco system model of workplace bullying in higher education     Leah P. Hollis, Ed.D Associate Professor of Advanced Studies, Leadership, and Policy College of Education and Urban Studies Morgan State University Senior Scholar Center for Character and Social Responsibility   Join Zoom Meeting https://bostonu.zoom.us/j/96901537734?pwd=cENKS2dPbWJLOEFkdVIwMmdMSzZqUT09&from=addon In the past decade, several scholars have examined the antecedents and causes of workplace bullying. We have examined the psychological position of the bully, the involvement of leadership, and potential health problems. However, it appears to date there has not been a study that exams the ECO system of workplace bullying, that is how do all these elements work together to create hostile work environments in higher education that support bullying.  Therefore, this lecture will offer an Eco system of workplace bullying in higher education, which is the result of 18 in-depth interviews with faculty.  Not only will this lecture present the findings of the extended case study and resulting model, but we will also garner feedback from participants that may contribute to a future integration of the model. Leah P. Hollis Ed.D., Associate Professor at Morgan State is a noted national and international expert on workplace bullying. Her recent book, Human Resource Perspectives on Workplace Bullying in Higher Education Understanding Vulnerable Employees’ Experiences was released by Routledge Publishers in May 2021.  It empirically examines the structural and organizational problems that sustain workplace bullying and hurt junior faculty, women, people of color, and the LGBTQ community. Other notable work includes The Coercive Community College: Bullying and its Costly Impact on the Mission to Serve Underrepresented Populations, which was released by Emerald publications in 2016.    ...

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Miami University & Metropolitan State

Posted by on Mar 18, 2019 in bullying, Discrimination, workplace bullying

Dr. Hollis was out again this winter spreading the word about workplace bullying in higher education. First, she visited Miami University in Oxford, Ohio. Her two day trip included a training for the School of Education, and the second day she participated on a panel for the Psychology Department. This March 2019, Dr. Hollis visited Metropolitan State in St. Paul, MN. Her keynote talk for the faculty reflected on how workplace bullying hurts diversity. She also gave some solutions on how leaders can stamp out abusive bullying behaviors. If you would like Dr. Hollis to visit your campus, contact us directly. Time is overdue to STOP! workplace bullying on...

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Don’t Let A Bully Rob You Of Good Health

Posted by on Dec 20, 2018 in bullying

Don’t Let A Bully Rob You Of Good Health Don’t Let A Bully Rob You Of Good Health Don’t Let A Bully Rob You Of Good Health Julius knows he has been bullied since his arrival on the job. While Julius was a stand out during the interview and the search committee liked him, his boss is jealous that he earned his masters at Penn. Julius threw a wonderful party for his mother’s retirement. Julius was even quoted in the news. No matter how Julius succeeded, his boss turned up his nose. On most days, Julius was either strategizing on how to avoid the boss or working diligently to add to his resume and plot his departure At least once a week Julius was yelled at in open meetings. He found his office locked. No one would answer his questions and he soon found himself isolated on the job. He had a few buddies from his last job who were advising him to just get out. Nonetheless, the bullying at work was beyond a distraction. Julius returned to his old habit of smoking. He also realized that at least twice a week, he turned to over- the-counter sleep aids. Though he was once a healthy young man, while he toiled under the boss’s jealousy, Julius turned to comfort foods more often. Hamburgers and French fries with a nice beer was his favorite. He watched more television and fought off some depression. While his work didn’t suffer, Julius’ health did. Like most people who work in stressful situation, Julius found that his health was declining. What used to be a simple walk around the block, turned into a tortuous event. Julius’s comfort food choices led to cholesterol issues during his physical. He had even gained 25 pounds and had to buy new clothes. While his work didn’t suffer, his health did. In reflection, Julius realized he indulged in all his bad habits as stress relievers from work. He realized he needed to return to simple things to cut his health risk. 1. Walking – any walking whether around the gym or around the mall can help burn off the stress hormone cortisol that is released into your system during stressful situations 2. Have a support system who can listen to you ( hopefully while you are walking). Talking out the situation can help relieve stress. 3. Consider your options with the job. How long do you REALLY have to stay? Network with colleagues to find a healthier work environment. 4. Recognize that the bullying will not stop without an intervention. Unless leadership intervenes to deal with Julius’ boss, or the boss leaves, the boss will continue. 5. Sometimes the boss who is a bully is insecure. Instead of supporting or recognizing great talent, the boss abuses staff members like Julius. 6.  Dealing with stress is difficult. Forgive yourself for those questionable habits and try to return to healthy habits Though Julius...

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Bullying and Brain damage

Posted by on Sep 15, 2017 in bullying

Did you know that being stressed out could cause brain damage? These are the findings from Dr. Klaus Miczek, a Tufts University psychologist. He found a way to replicate bullying for rodents. By placing a larger and aggressive rat in a cage with younger rats, Miczek observed how the more aggressive rat pushed and abused the younger rats. Those younger rats produced more stress hormones called corticosterone. He also found that his hormone could stay in the brain long after the incident. For young and developing brains of children, such stress creates a higher propensity for drug abuse, alcoholism, anxiety and depression. Dr. Miczek found that four different incidents, of only five minutes each, had a lasting effect on the rats. In children with higher stress hormones, the immune system is weaker and memory is challenged. Bullying in humans kills nerve cells. Therefore, those who face bullying for years are not only enduring the abuse at the time, the targets are compromising healthy brain activity to stay in an abusive situation. For more information on this neuroscience research, please visit Brainfacts.org http://www.brainfacts.org/in-society/in-society/articles/2015/bullying-and-the-brain Read more posts by Leah Hollis, Ed.D. here. Leah is a contributing blogger...

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Inclusion v. Tolerance: More than food for thought

Posted by on Nov 11, 2016 in bullying, inclusion

Over the past year, higher education has had an intense national conversation about the need to diversify its faculty, staff and executive administration. This time has long been coming, as a majority of the young people born are black, brown and beige. The United States is evolving into a “minority-majority” country. When I started my career in the early 1990s, often the word “tolerance” was used. TOLERANCE… and all I could think of is tolerating the taste of bad medicine, tolerating the cold. TOLERANCE. The word doesn’t mean you want me there… just that you tolerate me, put up with me. In 2016, this newer wave of activism by our young people has challenged tolerance and transcended to INCLUSION. The cultures from our community mosaic should be included, and not just in a culinary way. So often inclusion is dealt with by serving different foods from around the world… there is much more to it than that. Inclusion means tempering those micro aggressions, comments that show one’s bias about race, gender, or sexual orientation. Inclusion means allowing and truly inviting other voices to the table, without reprisal. Inclusion means equal pay for equal work, while differential pay shows whom you truly value. Inclusion means striving to understand people who grew up in different communities, backgrounds, and social economic status, and avoid jumping to conclusions about what they/we should or should not study, read, or write. We have an awesome time here; sure change is contentious, but we have a change to truly create that new nation. What we need to realize, is that the change is now, upon us know at work, in school, in our communities. Much more than food for thought. Originally posted on Annie Jennings...

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I’m not here to make friends- maybe you should be

Posted by on Aug 26, 2015 in bullying

I’m not here to make friends- maybe you should be I’m not here to make friends- maybe you should be   Steve was hired as the new associate vice president of the mid west region. The last four quarters, his division faced declining production and slipping revenue. Investors were concerned; the board was ready to take prisoners. Steve was the solution. He inherited a beleaguered staff. The morale was low, and turnover increasing. Several reports had errors and projections were not accurate. The remaining staff operated in fear. Steve figured he had to “lower the boom” to straighten out the division. He held early meetings, insisted on weekly accounts of departmental time, and shaved 15 minutes off the lunch period. The staff responded. Some quit while others spiraled further into a mild depression. After his first month he abruptly leaves a staff meeting barking, “nothing had changed!” There were still errors, still problems, and still low productivity. His assistant was on his heels as he marched into the office. He slammed the door as the assistant entered. Steve punctuated his small tantrum with the comment “I’m not here to make friends!” The assistant quietly looked up from her note pad and simply stated, “Maybe you should be…” Often new executives take on a job that requires restructuring, reorganization or some other tough decisions. A common mantra is “I’m not here to make friends.” However, while staff may not be invited for Thanksgiving dinner or birthday parties, they are people who consume most of our waking time. We should strive to be friendly. Whether someone is the boss, or a middle manager, everyone has a responsibility to be civil and courteous. Developing a rapport with staff in which office friendships can flourish can go a long way to developing internal motivation and productivity. People who MUST work will work the terms of the contract and leave when the listen blows. People who TRUST are motivated by an affinity for the job and people around them will go the extra mile to meet objectives and maintain a positive environment. Maybe the problem with office morale is someone needs to be there to form office...

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