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description=8 posts published by David Yamada during September 2018;

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share, this, the, workplace, of, and, at, bullying, minding, archives, work, are, mobbing, we, post, blog, recent, monthly, september, 2018, redbook, magazine, examines, women, lot, deniers, simply, playing, sick, sociopathic, game, rumination, obsession, challenge, getting, unstuck, great, recession, looking, repeat, johann, hari, on, causes, healing, responses, to, depression, skipping, bible, study, ordering, deli, platter, you, may, be, violating, company, rules, recovery, possibilities, for, traumatic, growth, have, entered, an, era, empathy, uh, well, least, not, yet, navigation, email, subscription, stats, pages, posts, comments, categories, blogroll, footer, menu, new, institute, hosted, by, david, yamada,

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ing mobbing and harassment at work fortunately we are gaining a stronger understanding of depression and how to treat it contributing to a thoughtful and provocative discussion on this important topic is johann hari s lost connections uncovering the real causes of depression and the unexpected solutions 2018 hari is an investigative journalist who has lived with depression since childhood his own experiences caused him to dig deep into understanding depression and anxiety and how we might respond to it in essence he includes but goes beyond potential organic causes of depression and looks for possible roots in our broader society consequently he is helping to prompt a more expansive exploration of depression and potential healing and treatment approaches i m going to borrow from the book s table of contents to outline his proposed causes and responses to depression causes of depression and anxiety disconnection from meaningful work disconnection from other people disconnection from meaningful values disconnection from childhood trauma disconnection from status and respect disconnection from the natural world disconnection from a hopeful or secure future the real roles of genes and brain changes reconnection as a different kind of antidepressant to other people social prescribing to meaningful work to meaningful values sympathetic joy and overcoming addiction to the self acknowledging and overcoming childhood trauma restoring the future although i m not a clinical psychologist i m confident in saying that hari is onto something here with his research analyses and insights many of the chapter headings speak directly to the impacts of work abuse i know that i ll be spending more time with this book in order to build my understanding of depression and how we can respond to it 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 skipping bible study ordering a deli platter you may be violating company rules september 9 2018 by david yamada in employment and labor law faith and religion food and drink management practices tags employment and labor law faith and religion food and drink management practices 5 comments prepping for my wework interview periodically the media treats us to stories that illustrate the power of employers to control workers lives in ways that may have little to do with the actual product or service they are providing this summer i spotted a couple of stories that fall into this category thou shalt not skip bible study npr s sasha ingber reports on an oregon construction company worker ryan coleman who filed a religious discrimination lawsuit after being fired for no longer attending christian bible study sessions as required by his employer dahled up construction according to the complaint he was hired as a painter in october 2017 and discovered on the job that he was required to attend christian bible study as part of his employment coleman who is half native american cherokee and blackfoot wasn t comfortable with those terms his attorney corinne schram told npr he says his church is a sweat lodge his bible is a drum and that s his form of worship to the creator schram said according to the document coleman expressed his discomfort with attending the bible study meetings and said the requirement was illegal but business owner joel dahl insisted that he go anyway after several months coleman finally refused to go to the religious sessions and was fired from the job according to the filing of sprouts and spinach leaves wework is a company that rents co working space to entrepreneurs and start up business ventures it has grown by leaps and bounds in cities where office real estate is expensive as david gelles reports for the new york times it also now limits company food and catering orders to vegetarian selections only wework is no longer a safe space for carnivores earlier this month the co working juggernaut announced that it was essentially going vegetarian the company will no longer serve red meat pork or poultry at company functions and it will not reimburse employees who want to order a hamburger during a lunch meeting in a memo to employees announcing the new policy miguel mckelvey wework s co founder and chief culture officer said the decision was driven largely by concerns for the environment and to a lesser extent animal welfare legal restrictions and management practices generally speaking private sector employers enjoy wide leeway in setting company hiring and work policies so long as they do not violate discrimination laws and similar protections the bible study requirement directly implicates an employee s right to be free of religious discrimination by an employer the vegetarian food order requirement however does not appear to run afoul of any employment laws legal distinctions aside i think there s a strong case for removing the company mandates in both situations i respect that a business owner may want to create a company that embraces certain values however i also think that we need to give workers room to be themselves in their everyday choices it s about getting the balance right 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 and mobbing recovery and possibilities for post traumatic growth september 6 2018 by david yamada in psychology and work workplace bullying mobbing and abuse tags psychology and work workplace bullying 4 comments what are the recovery prospects for targets of severe workplace bullying or mobbing who are experiencing psychological trauma can they access effective treatments and help can they recover and heal from their ordeals to live rich meaningful lives a few short decades ago many psychological trauma experts were pessimistic about our ability to treat ptsd and related conditions yes they were learning a lot about trauma its symptoms and its effects however their growing body of research and understanding had yet to yield many answers on treatment and healing we have come a long way since then today we are at a point where the term post traumatic growth is becoming a reality for many of those who have faced deeply traumatic experiences this in turn allows us to be optimistic about recovery prospects for workplace bullying and mobbing targets who are dealing with trauma yes magazine in a feature for the latest issue of yes magazine journalist michaela haas examines the latest research on post traumatic growth opening with the story of an army surgeon when army surgeon rhonda cornum regained consciousness after her helicopter crashed she looked up to see five iraqi soldiers pointing rifles at her it was 1991 and her black hawk had been shot down over the iraqi desert dazed from blood loss with a busted knee and two broken arms the then 36 year old medic was subjected to a mock execution by her captors sexually assaulted and kept prisoner in a bunker for a week her crisis included textbook causes for post traumatic stress a near death experience sexual assault utter helplessness and yet after her release and medical rehabilitation she surprised psychiatrists by focusing on ways she improved i became a better doctor a better parent a better commander probably a better person she says one might suspect cornum was suppressing the real toll of her ordeal but her experience is far from unique post traumatic growth a term coined by university of north carolina psychologists richard tedeschi and lawrence calhoun describes the surprising benefits many survivors discover in the process of healing from a traumatic event haas then identifies and discusses seven strategies trauma psychologists have found particularly helpful to turn struggle into strength mindfulness vulnerability self compassion finding meaning gratitude a holistic approach a team effort she elaborates upon each of these strategies such the value of team support nobody ever does it alone civil rights icon maya angelou recognized years after being raped at the age of 8 resilience is always a team effort moving forward after a crisis depends not only on the individual s resources and their genetic makeup or upbringing but also on their connections to the people around them and the quality of support the best kind of support encourages survivors to focus on their strength but doesn t gloss over their wounds nothing is as powerful as knowing we are not alone it s an excellent article with plenty of useful content for folks who are recovering from the trauma of work abuse an exemplar janice gilligan white a survivor of workplace mobbing in the aviation industry is emerging as an insightful and compassionate voice on recovering from abuse at work in a series of guest pieces posted to dr sophie henshaw s free spirited me blog janice takes us through her journey of experiencing understanding and recovering from mobbing at work in the process she exemplifies a path of and toward post traumatic growth i m going to highlight her second entry how to find closure after workplace bullying as i believe it speaks to many readers who have experienced severe work abuse closure after workplace bullying it s what every target desperately searches for the elusive treasure chest filled with peace if not found we risk our health we can lose our connection to people and our ability to find fulfilling work we can find ourselves stuck in a current state of discord unable to move forward at least that s what was happening to me she then examines her steps towards recovery explaining each one leaving naming my experience finding the right therapist coach getting past the obsession countering the power of bullying by reconnecting finding my voice again janice s closure is a work in progress she finishes this post with final words that mark where she is and where she sees herself going while there is still a bit more work to do i am getting closer than ever to finding closure after workplace bullying i need to discover what s next after leaving my job naming my experience finding the right therapist coach getting past the obsession countering the power of bullying by reconnecting and finding my voice again i don t know what that is yet but i see something beautiful glistening in the distance it s the treasure chest unburied unlocked and filled with peace and a far better life than i could have ever imagined prior to this event there s a lot of wisdom humanity and hope in these words i d suggest checking out janice s other posts if they resonate with you 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 have we entered an era of empathy at work uh well at least not yet september 2 2018 by david yamada in dignity at work and in society diversity and discrimination economics experience of work labor unions management practices psychology and work strategies for change workplace bullying mobbing and abuse tags dignity at work and in society diversity and discrimination economics experience of work labor unions management practices psychology and work strategies for change workplace bullying 3 comments four years ago business school professor rita gunther mcgrath columbia u suggested in a piece for the harvard business review that we are entering an era of empathy at work i wasn t sure what to make of that assertion when i first read her commentary so i kept the article on file and told myself that i d return to it someday i figured this labor day weekend is a good time to revisit it according to dr mcgrath we ve seen three ages of management since the industrial revolution with each putting the emphasis on a different theme execution expertise and empathy the rise of an industrial economy prompted the era of execution focussing on execution of mass production and managerial solutions such as specialization of labor standardized processes quality control workflow planning and rudimentary accounting were brought to bear then came the era of expertise signaled by the emergence of university business schools and the establishment of journals such as the harvard business review during the late 1800s and early 1900s these developments marked progress toward the belief that management was a discipline of growing evidence and evolving theory now wrote mcgrath we have entered a third era that of empathy today we are in the midst of another fundamental rethinking of what organizations are and for what purpose they exist if organizations existed in the execution era to create scale and in the expertise era to provide advanced services today many are looking to organizations to create complete and meaningful experiences i would argue that management has entered a new era of empathy this quest for empathy extends to customers certainly but also changes the nature of the employment contract and the value proposition for new employees we are also grappling with widespread dissatisfaction with the institutions that have been built to date many of which were designed for the business as machine era they are seen as promoting inequality pursuing profit at the expense of employees and customers and being run for the benefit of owners of capital rather than for a broader set of stakeholders at this level too the challenge to management is to act with greater empathy the era of empathy hasn t reached the workplace yet as dr mcgrath suggests all the research knowledge and analytical tools are in place to usher in this age of empathy into the workplace we re aware of burgeoning income and wealth inequality we re aware of negative changes in employment relations especially the demise of unions we re aware that bullying mobbing sexual harassment and other forms of worker mistreatment continue to inflict huge individual and organizational tolls we re also aware that treating employees with a baseline of dignity is a great way to grow and maintain a stable productive and loyal workforce but here s the disconnect despite all this research knowledge and analysis too many employers are preserving the status quo or doing even worse on this labor day weekend income and wealth inequality continue to expand especially as measured by the widening gap between highest and lowest paid employees in organizations employers backed by inadequate enforcement of labor laws continue to vigorously oppose unions and collective bargaining work abuse in the forms of bullying mobbing and harassment continues to ignored and sometimes fueled by too many senior managers and executives i don t think the era of empathy is...