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t and toxic bosses come up repeatedly in the listed films workplace bullying in real life frequently overlaps with these elements online summit conversation with andy regal building a legal framework for workplace justice in november 2024 media entrepreneur andy regal hosted an ambitious workplace bullying online summit featuring interviews with subject matter experts on various aspects of workplace bullying as part of this event andy and i had a wide ranging conversation about the role of the law in supporting justice at work andy has now posted it here on youtube andy has also launched a substack newsletter lessons from life in impossible places that discusses workplace bullying and related topics there you can also learn about his forthcoming book surviving bully culture as well as other sites and initiatives dedicated to workplace bullying to receive this newsletter to receive this newsletter and other entries to minding the workplace go to the homepage and enter your email address as indicated on the right hand column share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading workplace bullying newsletter no 7 jan 2026 january 31 2026 by david yamada in work and technology workplace bullying newsletter workplace bullying mobbing and abuse tags work and technology workplace bullying workplace bullying newsletter 1 comment jan 2026 dear readers welcome to issue no 7 of the workplace bullying newsletter each issue contains news and research summaries short commentaries and curated resources for those interested in learning about workplace bullying and related forms of workplace mistreatment as you will see below this month i took to the internet to search what the online world has to report about aspects of workplace bullying google search the mainstreaming of workplace bullying as an employee relations and mental health challenge in the u s when i began diving into the topic of workplace bullying over 25 years ago the internet was still quite the digital frontier yahoo was regarded as the go to search engine google was just starting to assert its online presence against that backdrop searches for information about workplace bullying yielded a finite number of hits here in the u s drs gary ruth namie were launching their campaign against workplace workplace soon to be rebranded as the workplace bullying institute wbi today wbi remains a premier source of information about workplace bullying in addition some quick general search engine inquiries reveal that workplace bullying has become a mainstream employee relations and mental health challenge in the u s for example here is a random selection of early hits on the simple search workplace bullying wikipedia survey article about workplace bullying new york state united teachers nysut fact sheet about workplace bullying service corps of retired executives score blog article about workplace bullying lrn corporation blog article about bullying and harassment at work hracuity blog article with guidance for hr professionals on handing bullying situations university of nebraska tip sheet on preventing workplace bullying in higher education harvard business review article on workplace bullying and how to stop it paycor article about legal and liability aspects of workplace bullying in the u s calm com blog article about addressing mental health impacts of workplace bullying american psychiatric association blog article about what employers and employers can do to address workplace bullying question for ai who is likely to be bullied at work i posted this question to a generative ai platform who is likely to be bullied at work here s what i got back workplace bullies often target high performing ethical and self sufficient employees who are seen as threats as well as those who are introverted anxious or belong to minority groups targets are frequently cooperative kind and non confrontational making them vulnerable to envy or sabotage by insecure managers or peers key characteristics of targets high performers competent workers often targeted by insecure managers or peers who feel threatened by their skills popularity or dedication do gooders ethical workers those who are cooperative collaborative and hold high moral standards are frequently targeted individuals seen as different minorities specifically hispanics and african americans and lgbtq individuals face higher rates of bullying submissive or anxious personalities introverted individuals or those with lower self esteem may be targeted due to perceived inability to defend themselves women younger employees young women are at higher risk of being targeted with for example rude remarks common risk factors environments organizational culture hierarchical structures authoritarian or laissez faire leadership and workplaces with high levels of stress are common culprits industry trends bullying is particularly prevalent in healthcare education and government sectors while no one is completely exempt being a high achieving employee who is also collaborative makes one a prime target i think it s a pretty decent response based on the overall body of research of course that s what ai does i e it draws upon the wealth of available information research and data to come up with a summary response to an inquiry but therein lies a rub in that the ai platform is using this body of work in essence for free without even attributing the sources it is using this is just one of my concerns about the use of generative ai platforms in a largely unregulated aspect of technology to receive this newsletter to receive this newsletter and other entries to minding the workplace go to the homepage and enter your email address as indicated on the right hand column share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading workplace bullying newsletter no 6 dec 2025 december 30 2025 by david yamada in dignity at work and in society freedom of speech politics power abuse in society workplace bullying newsletter tags dignity at work and in society freedom of speech politics power abuse in society workplace bullying newsletter 1 comment dec 2025 dear readers welcome to issue no 6 of the workplace bullying newsletter each issue contains news and research summaries short commentaries and curated resources for those interested in learning about workplace bullying and related forms of workplace mistreatment america s bullying culture as 2025 comes to a close i can t help but acknowledge how much of my academic work over the past 25 years has yielded insights for understanding the current national situation here in the u s i so wish this was not the case as long time readers know a considerable portion of my scholarly and public education work has been devoted to understanding bullying mobbing and harassment in the workplace this focus has resulted in a considerable body of scholarship about the legal policy and organizational implications of workplace bullying including the first comprehensive analysis of the need for new legal protections against severe bullying at work for the longest time i regarded this work as a niche specialization a deep dive typical of what academics do via their research and scholarly work but in recent years it has become evident that understanding bullying and related behaviors at work helps us to interpret current trends in society at large especially civic and political life in the us now with the return of donald trump to the white house this bullying culture has become the norm in terms of how the current administration communicates with the public and conducts the nation s business i know that some will regard my comments as being purely partisan politically speaking they would be correct in guessing that i generally don t agree with the trump administration s overall policy directions my bigger concerns however go to the integrity of our democracy abuses of power mass denials of individual dignity and the ways in which public discourse has been abused by this president and his minions especially via use of social media i wholeheartedly believe that a functioning democracy needs to create space for healthy discussion and debate that includes points of view with which i may strongly disagree what we re seeing here in the u s however is an effort by the current administration to severely restrict freedom of speech and to punish speech it finds objectionable over the years i have become familiar with many instances of severe targeted bullying in the workplace sometimes driven by individuals with likely personality disorders i never thought we would see anything as virulent and raging coming from the white house regardless of which party happens to be in power i think we have about three years left to recover civility and decency in our national public life if we fail this bullying culture will surely become our long term norm to receive this newsletter to receive this newsletter and other entries to minding the workplace go to the homepage and enter your email address as indicated on the right hand column share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading workplace bullying newsletter no 5 nov 2025 november 28 2025 by david yamada in workplace bullying newsletter workplace bullying mobbing and abuse tags workplace bullying workplace bullying newsletter leave a comment nov 2025 dear readers welcome to issue no 5 of the workplace bullying newsletter each issue contains news and research summaries short commentaries and curated resources for those interested in learning about workplace bullying and related forms of workplace mistreatment organizational cultures that discourage vs enable encourage workplace bullying those who have studied bullying at work know very well that this form of employee mistreatment rarely occurs in a vacuum healthy workplace cultures discourage workplace bullying directly and indirectly unhealthy toxic workplace cultures enable or even encourage workplace bullying i d like to share a few frameworks for organizational cultures that help to illustrate these dynamics drawing from past entries to this blog hartling sparks relational and non relational workplaces for years i have been touting an important 2002 paper by drs linda hartling and elizabeth sparks relational cultural practice working in a nonrelational world 2002 for its invaluable model that helps to explain why bullying may thrive in some workplaces and be a happy stranger to others drs hartling and sparks distinguish between relational cultures and a variety of non relational cultures a relational organizational culture is one that values growth fostering relationships mutual empathy mutuality and authenticity creating qualities of zest empowerment clarity sense of worth and a desire for more connection by contrast three types of non relational organizational cultures can hurt morale and productivity traditional hierarchical cultures that emphasize top down power pseudo relational cultures that value superficial niceness over constructive communications and brute survival cultures that pit everyone against one another in the quest for status and institutional spoils as i see it all three types of non relational cultures are likely to enable and encourage bullying and related behaviors at work traditional hierarchical cultures especially promote direct top down bullying pseudo relational cultures especially enable indirect passive aggressive forms of bullying survival cultures fuel all types of bullying and mobbing behaviors ideally the best way to prevent and discourage work abuse is to create a relational culture that includes establishing fair and transparent performance expectations encouraging civility and responsible speech applying the golden rule and effectively addressing reports about conflict and misconduct jean baker miller the five good things the relational non relational model advanced by hartling sparks draws inspiration from the work of the late jean baker miller a psychiatrist and pioneer in the field of relational psychology dr miller articulated the five good things that are part of growth fostering relationships 1 a sense of zest or well being that comes from connecting with another person or other persons 2 the ability and motivation to take action in the relationship as well as other situations 3 increased knowledge of oneself and the other person s 4 an increased sense of worth 5 a desire for more connections beyond the particular one these qualities are the opposite of those that fuel bullying and related behaviors good organizations understand that psychologically healthy work environments not only make our work lives more rewarding but also fuel productivity and positive results it s all good with no downsides milton frieson dangerous beasts comment is a thoughtful periodical grounded in christian social thought whose articles often address secular topics one of its core philosophical principles is a belief in the importance of institutions which obviously includes entities that employ people toward that end milton frieson s june 2025 piece dangerous beasts examines i nstitutional pathologies that undermine the common good frieson an urban planner and analyst with an interest in organizational change believes that institutions can amplify or compound the good we can do for one another however he adds institutions are not an unmitigated good when they succumb to various pathologies they make our life difficult exposing us to hazards that are quite different from the usual risks of disease or accidents or other maladies frieson identifies six types of pathological institutions the anglerfish the pathology of saying one thing while doing another the vampire squid the pathology of over specialization eroding responsibility the ouroboros the pathology of conformity consuming creativity the goblin shark the pathology of amassing power and protecting abuse the cellar spider the pathology of manipulating altruism the honey badger the pathology of applying the wrong logic at the wrong scale at least four of these institutional types can stoke bullying at work the anglerfish institution may preach dignity at work in its annual reports and employee manuals while engaging in bullying and related behaviors with regularity as frieson states the mission could be noble reinforced in branding and communications while the actual function accrues value upward at the expense of donors customers or staff the ouro...
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