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A. Warden
Member - 6 posts
Kelly
I think this "discussion" HAS been/IS informative professionally as well as personally and, whilst I appreciate that due to this topics highly involved/emotional nature it can at times be difficult for some to be wholly objective, it does nonetheless offer a good insight into the handling (or not) of this issue in the workplace from either perspective.
I agree with David that tackling bullying should be a high(er) priority and denying its profile in any forum will not make it go away. I'm also aware of experiences such as Colin's where unfounded & fabricated allegations often transpire in an attempt to counteract any bullying/harassment claims.
As Bruce said "standing up against bullying is not bullying the bully, it takes COURAGE to raise your head above the parapet in defense of what is right".
Though I understand this forum is for professional, rather than personal, comment - and I acknowledge that as a victim of mismanagement such as this it may sometimes be difficult NOT to cloud the two - it would be a pity to discontinue this thread simply because it makes for "uncomfortable" reading -to sweep it under the carpet is to suggest that this is not an issue to be acknowledged and dealt with "professionally".
Thank you all for your insightful contributions.
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A. Warden
Member - 6 posts
John, CLEARLY you've never found yourself subjected to the type of nasty behaviour that others here have. CONGRATULATIONS!
However, it is very narrow minded of you to assume that there has been little or even no attempt to "sort it out" by any of these contributors. When you are dealing with bullies at management level, it (appears) inevitable that they will close ranks to "protect" the organisation & themselves and you simply can't fix something when one half won't admit it's broken!
I consider myself a bright, capable individual who contributes significantly to my workplace and am committed to my role. I am neither a troublemaker NOR a yes (wo)man - however I have the ability to speak my mind. I sincerely hope that you never have the misfortune of experiencing "bullying" in the workplace and that you happily remain on the pedestal from which you judge.
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A. Warden
Member - 6 posts
see also - http://www.workplacelaw.net/news/display/id/13622
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A. Warden
Member - 6 posts
Richard Burrows post (and too many others) sounded like I'd written it myself! I stood up for myself and out on a limb about 18 months ago and, though I ultimately got another (better) job, within the same department I now find that I am being "stonewalled" for any sort of training I apply for and despite all the excuses I know that the "obstructive manner" of these managers in local government will never change nor be appropriately challenged. Their "strength" is in their numbers and the way they actively protect one another (close ranks). Corruption at its best and all the policies and procedures aren't worth the paper they're written on. Their "weakness" is their own personal shortfalls and inadequacies which has led them to collectively bully & intimidate those stronger than themselves, those who are not afraid to speak up & who have a personal strength without the need for the pack mentality the bullies so need.
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A. Warden
Member - 6 posts
Onus is placed on the victim to prove wrongdoing and not on the perpetrator to prove good practice. Considering this sort of action must be extremely stressful in the first instance, it's a pity that the Lords see fit to put the complainant through such circumstances twice if they seek recompense for the perceived wrongdoing prior to constructive dismissal by raising separate action through the Court. To my mind, constructive dismissal is not considered without significant previous detrimental incidences being encountered by the complainant - thus it's all cause and effect and should be viewed as such by tribunals.
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