Psychological Harassment Information Association

Transcription

Psychological Harassment (Bullying and Mobbing)
Psychological Harassment
Information Association
Bullying
Bullying Survey Bullying Forum
Bullying Reporting System
News & Articles Portal
Tell Your Friends
Awareness & Prevention
Health - Safety - Productivity
Bullying Tactics and Strategies
Revealed
Indirect Communication Indirect Threats
Conditioning your mind Negatively or
Positively
Rejection Hurts The Never Ending Test
Intrusive Thoughts (Degrading Themes)
Ambiguities - Self Doubt and Uncertainties
Metaphorical Speech – Hidden Threats
Responsibility and Vulnerability
Ideation used to Manipulate Victims
Credibility and Psychological Warfare
Covert Type Investigations
Fear of Fear and Attacks to the Honor
View on Reality Manipulation
Welcome
Home
Ivan Pavlov
Psychological
Manipulation
Technology
Advanced
Technologies
Psychology Videos
The Brain Video
Stress and Stress
Management
Stress Effects
Suicide Factors
Depression & Suicide
Prevention
Degrading Themes
Words
Conclusion
About Us
Contact Us
Feedback
Tools & Docs
Downloads
Portal (News)
Links
All Videos
Psychological Harassment is not a new phenomenon but it is one that is on the
rise. It’s a serious phenomenon that has serious consequences for the victims and
our society.
This website was created to provide information about Psychological Harassment
and its many forms. It also exposes psychological harassment and different
psychological manipulations used to target individuals.
Many victims of psychological harassment suffer from physical ailments, irritability,
anxiety, nervousness, insomnia, stress, fatigue, depressive states, burn outs, and
in some cases suicide. Many are unable to continue working and suffer financial
loss.
In some cases the causes are over work, unrealistic work demands, withholding
information and resources, arbitrary removal of responsibilities, public humiliation,
consistent over time, lack of professional autonomy, favoritism and nepotism,
excessive competitive work environment, disorganized working conditions,
ambiguous tasks or contradictory tasks, tasks that are deprived of purpose,
constant threats of dismissal, leadership styles, lack of communication, and
intimidation.
Violence has different forms: Physical and Psychological. Many safe guards have
been put in place to prevent physical violence in our society but few if any exist to
prevent psychological violence.
Psychological Harassment has many forms: the most common being verbal abuse.
Some tactics aim at trying to humiliate or weaken the morale of individuals or
groups.
Mobbing also referred to by some as Bullying, psychological terrorism, and
http://www.psychologicalharassment.com/ (1 of 4) [11/18/2008 10:13:03 AM]
New in - Psychological
Manipulation & Depression and
Suicide Prevention pages
Conditioning your mind
Negatively or Positively
You can condition your mind to
think positively or expect positive
outcomes.
Act Happy (condition your mind
happy)
Act the way you want to feel and
soon you will feel the way you act.
Laughter is Great Medicine
Laughter releases chemicals,
endorphins, in your brain that can
help with stress, depression, and
also strengthens your immune
system. (laughter therapy)
Interpretation and View on
Reality Manipulation - The
Workplace, The Media,
Propaganda, Brainwashing
An event or reality ->
interpretation of this event or
reality -> reinforcement of
Bullying
Bullying What To Do
Bullying Case Example
Bullying FAQ
Bullying Videos
Bullying Reporting
System
Bullying Forum
Bullying Survey
Bullying Wiki
Bullying vs. Mobbing
Mobbing
Laws
Psychological
Harassment at Work
Coercive Mind Control
Tactics
Terms of use
organizational violence is described as a collective form of psychological violence in
which many individuals unite to persecute an individual by making constant
negative remarks, repeated criticism or sarcasm, intimidation, threats,
insinuations, try to humiliate, circulate false information concerning the individual,
and to socially isolate the individual. Mobbing is a way of destroying a person
without using any physical means, a psychological war of nerves with wear the
individual out tactics. A group attacks an individual's dignity, integrity, self-image,
self-confidence, self-esteem, place in doubt of competence, threaten their careers,
and means of subsistence.
One method used to induce distress or suffering in a person is by systematically
isolating them from their peers.
After a few months some victims can suffer from psychiatric difficulties such as
paranoia, chronic fatigue, loss of self-esteem and self-confidence, and depression.
"A tactic that is sometimes used, to break a person down psychologically and
physically, is to induce as much stress as possible for a long period of time." - (see
The Effects of Stress)
One tactic is to attack or upset, emotional or mood change, the victim early in the
day or morning. This can set the mood or have a lasting effect through out the
day. (see Negative Conditioning)
Another tactic is to attack or upset the victim late in the work day on Fridays just
before a restful weekend. This has the effect of causing the victim to think or
worry, anxiety, about the attack or event through out the weekend.
A report from Téléjournal - Le Point called “Le cauchemar du harcèlement moral” documents the cases of
three people. One of the persons documented committed suicide. The article is in French: “Le cauchemar du
harcèlement moral”.
According to this report the psychiatrist Marie-France Hirigoyen, author of Le harcèlement moral : La violence
perverse au quotidien, started a social debate in France in 1998 that resulted in a new law to penalize
psychological harassment. Art L.122-49 alinea 1 du code du travail.
Psychological Harassment is viewed as direct or indirect tactics used to get rid of someone or to break them
down psychologically and should not be confused with stress related to work performance.
After a few months some people can suffer from psychological problems. Some can react with hyper
combativeness and can be classified as paranoid. Some suffer from chronic fatigue, low self-esteem,
depression, loss of employment, and suicide.
Attacks to an individual's dignity, integrity, self-image, things that can be humiliating, can become destructive
by their repetition.
Anyone can be a target of psychological harassment and there isn’t any particular psychological profile
attached to it.
interpretation and view on reality
more >>
News - Social rejection and
isolation is registered as pain by
the brain.
Social rejection and isolation
registers as pain to a part of the
brain, which registers physical
pain, called the anterior cingulate
cortex according to researchers
who measured the neural reactions
of people who thought they had
become outcasts in a game.
Rejection really hurts, UCLA
psychologists find
News - 12 year old hangs himself
In Connecticut, a 12 year old boy
hanged himself in his closet with a
necktie after being picked on for
months at school over his bad
breath and body odor.
The suicide spawned a Connecticut
law mandating schools to report
bullies to authorities.
boy hangs himself after being
bullied at school
In some cases, the difficulty is that the attacks are subtle and leave few traces so when the person is targeted
they are destabilized and do not know how to defend themselves.
Radio Canada
Stalking the Soul: Emotional Abuse and the Erosion of Identity
by Marie-France Hirigoyen, Helen Marx (Afterword), Thomas Moore (Translator)
From Publishers Weekly
"Often, emotional abuse builds over a long period of time until it becomes
so unbearable that victims lash out in frustration and anger, only to appear unstable and aggressive
themselves. This, according to Hirigoyen, is the intent of many abusers: to systematically "destabilize" and
confuse their victims (with irrational, threatening behavior that preys on the victim's fears and self-doubts), to
isolate and control them and ultimately to destroy their identity."
amazon.com
As stated above, psychological harassment can cause physical and psychological
illness. Reports, statistics, and documents relating to how many people have
suffered from burnouts, depression, suicide, and other illnesses caused by
psychological harassment are hard to find.
Statistics on suicides are available. In some countries like Canada, suicide is the
number one cause of death for men in different age groups. In the United States it
is the third leading cause of death among those aged 15-24 and the second
leading cause of death among those aged 25-34. We do not know what
percentages of these suicides were caused by psychological harassment.
Mental disorders (particularly depression and substance abuse) are associated with more than 90% of all
cases of suicide. However, suicide results from many complex socio cultural factors and is more likely to
occur during periods of socio-economic, family and individual crisis (e.g. loss of a loved one, employment,
honour).
Former site of Befrienders International.
A few websites exist that claim that advanced technology is being used on people.
The technology described can remotely induce pain, sexual stimulation, orgasms,
and other sensations. Another technology described on these websites is about
some kind of sound technology.
Victims from all over the world have contacted an organization called CAHRA Citizens Against Human Rights
Abuse to report various forms of harassment and torture. Victims have reported the use of mind control and
the use of advanced technologies. All the victims describe the technology as unbelievably sophisticated.
One of the technologies described can induce different remote sensations on the body such as pain and
sexual stimulation. The use of degrading themes such as pedophilia and homosexuality are also reported.
Another technology described involves sound and is referred to as microwave hearing or voices in the head.
Sleep deprivation and dream manipulation are also reported. Harassing manipulation of electronic equipment
such as phone, TV, and computers are reported as well. Victims describe the mind control phenomena as
cruel, debilitating, and compare it to mental rape. Many have been classified as psychologically ill and live in
financial ruin.
Mindjustice - reported mind control symptoms
eTorture - psychological manipulation and my Journal
Degrading themes are often used to try to prevent people from coming forward.
When some people hear of psychological torture they often think of sleep
depravation, repetitive sounds, and repetitive words. As already stated,
psychological harassment and its many forms can have devastating effects on the
victims, both physically and psychologically, and can induce a lot of suffering.
Strategies and tactics that are often used that victims can learn of are on the
psychological manipulation page.
© 2003-2008. All rights reserved. Terms of use.
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Bullying
Psychological
Harassment
Information
Association
Bullying Bullying
Survey Bullying
Forum
Bullying
Reporting System
Tell Your Friends
Awareness &
Prevention
Health - Safety Productivity
http://www.psychologicalharassment.com/bullying.htm (1 of 5) [11/18/2008 10:13:05 AM]
Bullying
Tactics and
Strategies
Revealed
Indirect
Communication
Indirect Threats
Conditioning
your mind
Negatively or
Positively
Rejection
Hurts The
Never Ending
Test
Intrusive
Thoughts
(Degrading
Themes)
Ambiguities Self Doubt and
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility
and Vulnerability
Ideation used to
Manipulate
Victims
Credibility and
Psychological
Warfare
Covert Type
Investigations
Fear of Fear and
Attacks to the
Honor
View on Reality
Manipulation
Bullying
Bullying
Home
Ivan Pavlov
Psychological
Manipulation
Technology
Advanced
Technologies
Psychology Videos
The Brain Video
Stress and Stress
Management
Stress Effects
Suicide Factors
Prevention
Degrading Themes
Words
Conclusion
About Us
Contact Us
Feedback
Tools & Docs
Downloads
Portal (News)
Links
The origin of Bullying comes from a school yard bully that uses
verbal threats, physical intimidation and aggressiveness on a
weaker person. More recently its definition has become broader and
has taken more psychological attributes (non physical) of
harassment. People still tend to associate Bullying more to the
physical and physical violence, perhaps because of their school
yard memories, but are becoming much more aware of its
psychological attributes.
The term bully or Bullying was then applied in the workplace to
describe a supervisor that was verbally aggressive and threatening
towards employees or would use his position of authority or power
to abuse employees.
The term Bullying then expanded to encompass groups in the sense
that a group could unite to bully an individual like or similar to the
mobbing definition.
The definitions of Bullying usually always include threats,
intimidation, aggressive behavior, and verbal abuse but may not
always have all of the same psychological or mental attributes.
Although their intention is similar they don’t always have the same
definitions or scope. The definition or scope of some words used is
also changing or the same word can have a different definition or
scope in different laws or policies. Some words used are not as
clear or obvious and can also be deceptive in a way. The definition
below may not apply to you and you should find out what your
workplace harassment policy or law includes.
All Videos
Workplace Bullying
Bullying
Bullying What To Do
Bullying FAQ
Bullying Videos
Bullying Reporting
System
Bullying Forum
Bullying Survey
Bullying Wiki
Mobbing
Laws
Psychological
Harassment at Work
Workplace Bullying continues to expand its definition and includes
more psychological attributes that people might usually associate to
terms such as psychological abuse, psychological harassment,
psychological manipulation, or psychological warfare as more
information is collected or published.
Bullying is defined as direct or indirect verbal comments, actions,
behavior, or tactics such as verbal abuse or psychological
manipulations that are used to harm an individual or an attempt to
harm an individual. The Bullying acts do not need to be repetitive
since a single act or event can have a serious or lasting effect. The
use of threats or fear is common. The verbal abuse usually consists
of threats or personal attacks. For example the victim’s means of
subsistence or career can be threatened or the individual’s personal
beliefs such as religion can be ridiculed. Examples of psychological
manipulation are to have an individual do a task that is below their
capabilities for the simple intention of humiliating them in front of
Bullying
Tactics
Terms of use
their peers or to give an individual a highly repetitive task that is
deprived of purpose. Another example is wearing the individual out
tactics that mainly consists of trying to induce as much stress on
the person as possible. It’s also sometimes the intent to make the
Bullying victim seem emotionally or psychologically unstable and to
try to confuse or make them paranoid and aggressive.
Here are more examples:
Constant threats of dismissal or intimidation.
Attempts to destroy or harm the person’s self-esteem or confidence.
Constant negative remarks or repeated criticism or sarcasm.
Consistent over time, unrealistic work demands, or work
overloading.
Isolating or systematically isolating the person.
Spreading false information or rumors.
Tasks that are ambiguous, contradictory, or that are deprived of
purpose.
False insinuations, attacks to the individual's dignity, integrity, or
self-image.
Attempts to humiliate or public humiliation.
Classical Conditioning can also be used (see Psychological
Manipulation ) Negative Conditioning or A Constant State of
Interrogation.
School Bullying
School Bullying is more associated to physical violence and physical
threats then Workplace Bullying. School Bullying usually involves
children trying to dominate each other through physical strength
and threats of more physical violence. The actions are usually
fighting, punching or hitting followed by threats of more the same
treatment or abuse. Verbal abuse is also common such as name
calling. The psychological attributes usually include fear and the
loss of self-esteem.
Workplace Bullying and School Bullying Are Not The
Same
Children and School Bullying will sometimes use Bullying to
dominate or establish themselves in a hierarchy or simply because
Bullying
they have experienced or learned this behavior from other children
or from an adult. Although their actions can be seen as an attempt
to harm other children, they are not fully aware of the
consequences of their actions and neither are some adults.
Workplace Bullying falls into a different category. There are many
different reasons why Workplace Bullying is sometimes used such
as the person wanting to dominate others, because they feel
threatened, because they wish to get rid of the other person, and in
some cases even darker motives. Unlike School Bullying, Workplace
Bullying can include knowledge and tactics that are highly
intentional and used to harm a person psychologically and
physically (see Effects of Stress). For example the person doing the
Bullying can try to induce as much stress as possible and use
Psychological Manipulations that are aimed at destroying a person’s
self-esteem, self-worth, and self-image. The effects can induce a
depression that has a downward spiral which can lead to suicide or
the victim can be pushed to or influenced to commit suicide and
this falls into the category of murder. The perpetrators of this crime
would probably assume that they are invulnerable due to the
invisibility of the crime, the lack of information and knowledge,
common medical professional practices, and the required proof.
You will find different tactics and psychological manipulations on
the Psychological Manipulation page.
Cyber-Bullying
Cyber-Bullying is similar to Workplace Bullying and School Bullying
but it is more visible due to the fact that it can leave an electronic
trace or evidence. Cyber Bullying is done through communication
technologies or the internet. The Bullying occurs in Chat rooms,
Bulletin Boards, E-Mails, Websites, Instant Messages, and other
available programs or communication systems. Similar to other
categories of Bullying the victim can be harassed, humiliated, or
threatened. Cyber Bullying has been more in the news lately due to
the fact that an adult deceived and psychologically manipulated a
13 year old girl that resulted in the young girl’s suicide.
Parents: Cyber Bullying Led to Teen's Suicide
Mom's Campaign for Florida Anti-Bully Law Finally Pays Off
Windows Help and How-to
Set up Parental Controls
Limit the content that children can view on the web
Bullying
(see - To allow or block specific websites)
The Microsoft internet explorer parental controls do have a lot of
features that may surprise you and it is worth looking into and
discovering them.
Many online bulletin boards do have a code of conduct for their
members. You will usually find them in the Rules section. When
members do not follow the code of conduct they are warned,
removed, or banned. With the awareness of cyber-bullying
increasing more online bulletin board services are vigilant and
enforcing these rules and those that do not will find that their use is
diminishing.
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Videos | Mobbing
Bullying Reporting
System
10/12/08
Welcome to The
Cyber Bullying and
School Bullying Reporting System!
The Bullying Reporting System is free and volunteer based. It is made up of
volunteers and not professionals.
There are no fees of any kind for anyone, any schools, or any organization but
volunteers are needed for this system to function. It was created to work in
collaboration with the cyber community to address the issue of online Bullying and to
work in collaboration with any school volunteers to address the issue of school bullying
and any reported school bullying incidences or issues.
The Bullying Reporting System is not for workplace bullying but you can use the
forums located on this other website -> Forums
The Bullying Reporting System is simple to use and user friendly. Anyone can create a
ticket or report bullying content that is on a bulletin board or forum for example. It's as
easy as using and submitting a Contact Us form. For any volunteers working the
submitted reports it's as easy as using hotmail or yahoo email. The ticket worker
(volunteer) can then respond by asking for more information, email based
communication, or contact the bulletin board to inform them of the content. Most of the
cyber community are willing to address this issue, have rules, and will usually remove
the content and warn or ban offending members.
The Bullying Reporting System works the same way for schools. A student or parent
can submit a ticket or report of a bullying incident. The ticket worker (volunteer) can
then respond by asking for more information, or contact the participating school
volunteer or designated person. The communication is email based and the school
volunteer or designated person's email would be required.
The Bullying Reporting System is basically a help desk or support system. The BRS is
very flexible and can be modified in many ways for any organizations or groups. In
other words a country, state, school district, or school can have its own support center,
FAQ, knowledge base, and intro or home page. It's One location or support center that
can also have many individually modified as needed support centers. School
http://www.bullyingreportingsystem.com/ (1 of 3) [11/18/2008 10:13:25 AM]
volunteers can also use the BRS like any other volunteer so a school email is not
really required either. For example the default email can be used
([email protected]) or school or district specific
([email protected]) or volunteer specific
([email protected]).
The Cyber Bullying and School Bullying Reporting
System is flexible and can be modified to your needs or requirements.
We are in need of volunteers and if you would like to volunteer simple contact us
through this reporting system or the contact us page. Volunteer work time is flexible
and as you wish.
If you have a question or would like to tell us what your needs are simple use this
system and you will also see first hand how this system works.
Cyber Bullying
School Bullying
Click here to Report
Click here to Report
Cyber Bullying
School Bullying
News
●
Portal.PsychologicalHarassment. You will find more information about
Bullying and Psychological Harassment
com
on this other website.
●
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This site was last updated 10/12/08
Ivan Pavlov
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Revealed
Conditioning your mind Negatively or Positively
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Bullying What To Do
Ivan Petrovich Pavlov was born on September 14, 1849 at Ryazan Russia.
His main interest was physiology. What made him famous was the Classical Conditioning theory.
The bulk of his research was in the years 1891-1900 on the physiology of digestion.
In 1903 Pavlov read a paper on The Experimental Psychology and Psychopathology of Animals. The
paper gives the definition of conditioned and unconditioned reflexes. It also states that the conditioned
reflex should be considered a psychological phenomenon. It was concluded that the conditioned reflex
was part of highly developed forms of reactions in animals and humans to their environment.
It was determined that external actions, which coincided in time with an unconditioned reflex, could
become the conditioned signal for the creation of a new condition reflex. A conditioned reflex can be
created and can also be repressed if it proves to be wrong too often. Pavlov also believed that
conditioned reflexes could explain the behavior of psychotic people. He suggested that people who
withdrew from the world may associate all stimulus with possible injury or threat.
In 1904 Ivan Pavlov was awarded the Nobel Prize.
He created the first learning theory which precedes the reinforcement learning theory. Classical
conditioning does not include rewards and punishments which are key terms in the reinforcement
learning theory. Classical conditioning is creating relationships by association.
An example of Ivan Pavlov experiments went something like this:
A dog sees his food and salivates. An unconditioned response.
Food ->Salivation.
Unconditional Stimulus ->Unconditioned Response.
A bell is rung at the same time that a dog sees his food and salivates.
This is repeated several times.
A bell is rung without the food and the dog salivates.
Bell ->Salivation
Conditioned Stimulus ->Conditioned Response
A bell is rung and no food is given to the dog.
This is repeated several times.
A bell is rung without food and the dog no longer salivates.
Bell -> No Salivation
http://www.psychologicalharassment.com/ivan_pavlov.htm (1 of 3) [11/18/2008 10:14:25 AM]
Ivan Pavlov
Bullying FAQ
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System
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Bullying Wiki
Mobbing
Laws
Psychological
Harassment at Work
Stimulus -> No Response
Psychological manipulation "mind control" has been documented for over a hundred years.
Classical Conditioning Video - Ivan Pavlov
Tactics
Terms of use
Behavior and Fear Conditioning Video
Negative Conditioning
Constant State of Interrogation
Conditioned Words - The Identification Word or The Trigger Word
People and Discoveries Ivan Pavlov 1849-1936
Nobel e-Museum Ivan Pavlov - Biography
CLASSICAL CONDITIONING
Ivan Pavlov
Psychological Harassment Technology
Psychological
Harassment
Information
Association
Bullying Bullying
Survey Bullying
Forum
Bullying
Reporting System
Tell Your Friends
Awareness &
Prevention
http://www.psychologicalharassment.com/technology.htm (1 of 3) [11/18/2008 10:14:29 AM]
Bullying
Tactics and
Strategies
Revealed
Indirect
Communication
Indirect Threats
Conditioning
your mind
Negatively or
Positively
Rejection
Hurts The
Never Ending
Test
Intrusive
Thoughts
(Degrading
Themes)
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility
and Vulnerability
Ideation used to
Manipulate
Victims
Credibility and
Psychological
Warfare
Covert Type
Investigations
Fear of Fear and
Attacks to the
Honor
View on Reality
Manipulation
Technology
Home
Ivan Pavlov
Psychological
Manipulation
Technology
Advanced
Technologies
Psychology Videos
The Brain Video
Stress and Stress
Management
Stress Effects
Suicide Factors
Prevention
Degrading Themes
Words
Conclusion
About Us
Contact Us
Feedback
Tools & Docs
Downloads
Portal (News)
Links
In today’s corporate environment many tools exist to monitor
phone calls, emails, internet usage, view the activities on
individuals computer monitor, hidden microphones, and use hidden
cameras to monitor individuals physical activities. These tools are
usually used for quality control and corporate security. Most people
understand the need for these tools.
Some people may feel that they are under constant surveillance
and this is a form of harassment.
Unfortunately, these technologies can also be used to intentionally
harass individuals and induce different psychological disorders.
Other individuals can constantly indirectly comment on the
individual's computer and phone call activities. This not only gives
the individual the impression of being under constant surveillance
but also keeps part of his attention focused on the group's indirect
comments. The comments are usually of a negative nature to
attack the individuals self esteem. Whether or not the comments
are negative or positive, they are an indirect form of
communication, a form of conditioning. This is a subject that is
further covered in the Psychological Manipulation (State of
Constant Interrogation) page and induced psychological illness.
This tactic is also used to induce paranoia.
All Videos
Bullying
Bullying What To Do
Bullying FAQ
Bullying Videos
Bullying Reporting
System
Bullying Forum
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Bullying Wiki
Mobbing
Laws
Psychological
Harassment at Work
Tactics
Terms of use
Videos | Mobbing
Advanced Technologies
Psychological
Harassment
Information
Association
Bullying Bullying
Survey Bullying
Forum
Bullying
Reporting System
Tell Your Friends
Awareness &
Prevention
http://www.psychologicalharassment.com/advanced_technologies.htm (1 of 3) [11/18/2008 10:14:33 AM]
Bullying
Tactics and
Strategies
Revealed
Indirect
Communication
Indirect Threats
Conditioning
your mind
Negatively or
Positively
Rejection
Hurts The
Never Ending
Test
Intrusive
Thoughts
(Degrading
Themes)
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility
and Vulnerability
Ideation used to
Manipulate
Victims
Credibility and
Psychological
Warfare
Covert Type
Investigations
Fear of Fear and
Attacks to the
Honor
View on Reality
Manipulation
Home
Ivan Pavlov
Psychological
Manipulation
Technology
Advanced
Technologies
Psychology Videos
The Brain Video
Stress and Stress
Management
Stress Effects
Suicide Factors
Prevention
Degrading Themes
Words
Conclusion
About Us
Contact Us
Feedback
Tools & Docs
Downloads
Portal (News)
Links
All Videos
Bullying
Bullying What To Do
Bullying FAQ
Bullying Videos
Bullying Reporting
System
Bullying Forum
Bullying Survey
Bullying Wiki
Mobbing
Laws
Psychological
Harassment at Work
When Bullying or Mobbing is used, the person targeted can be
diagnosed with a psychological disorder and this usually reduces or
destroys a person’s credibility.
A network or groups can be created that use Bullying or Mobbing
technologies, a form of organized stalking. An individual's view on
reality can also be influenced.
“Researchers at MIT media Lab Europe have already come up with
a design for a tooth implant that receives digital signals from radios
and mobile phones.
A micro-vibration device and a wireless receiver (Blue tooth,
presumably) are implanted into a natural tooth during dental
surgery. Sounds transmitted to the device are transferred from the
tooth into the inner ear by bone resonance creating, claim its
designers, “pure sound streaming into the consciousness.” Ask your
dentist for one today.
Wireless implants will also have some serious applications, says
Kuss Wiseman, a wireless product creation guru and consultant. He
foresees “embedded drug-delivery and muscle-control devices that
can be controlled wirelessly from remote medical facilities.”
Source: The New World of Communication 1-2003 – From spying
insects to tooth implants, some of the most profound wireless and
outlandish inventions are currently incubating in laboratories
around the world.
Scientist have for many years predicted that Nanotechnologies
could be used to control individual's or whole populations.
Excuse Me, Is Your Tooth Ringing? "The vibrations are on a
molecular level, so the user only experiences pure sound streaming
into their consciousness," …"We realize that having unwanted
sound information arriving directly into the user's brain would
resemble technological schizophrenia, therefore maximum control
is essential."
Schizophrenia is a psychological disorder that millions of people
suffer from.
Hypersonic Sound.
"Think about the ability to focus sound into a crowd of people on a
football field and talk only to a selected few."
Ultrasound, beyond the hearing level, used to create audible sound.
Sound produced by heavy machinery that is under 20 Hz can also
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affect the body and harm intestines.
When people are targeted by advanced technologies they may feel
a sense of powerlessness "helplessness", the "who will believe you"
factor. The more advanced the technologies used to target
individual's become, the less likely they will be believed.
We are not aware of any measures or safe guards that exist to
protect people from advanced technologies, such as
nanotechnologies, now or in the future.
We do not know if there are any measures or safe guards to
determine if advanced technologies are being used on people, now
or in the future, if they mimic different psychological or physical
disorders.
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Videos on Psychology - Classical Conditioning (Ivan Pavlov), Behavior and Fear Conditioning.
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Have you ever noticed that some people have all the talent in the world to become super star athletes
but don't succeed because of their lack of determination or training and knowledge but other less
talented athletes do succeed because of their persistence, determination, discipline, training, and knowledge.
The same is true for the brain. The brain is plastic and you can literally "upgrade" your brain.
The Brain can change positively or negatively or in other words for the better or worse
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Medical professionals have know for a long time that stroke victims brain "re-wires" its self with
therapy. Your thoughts can also change your brain.
When you learn new information and new skills your brain changes. Learning to learn is very important
and not every one learns the same way. Some styles are better than others for different people. For
example some people need to see the whole picture in order to start absorbing the information
properly while others need more of a step by step approach. It's important that you work on your
learning skills and identify what works best for you quickly in order to make it as efficient, easy,
and enjoyable as possible.
Learning a new musical instrument like the piano and a variety of different songs work the memory but
also many other important parts of the brain. Many studies have show that music works and exercises
more then just the memory, it also exercises parts of the brain used for mathematics, spatial
intelligence, pattern recognition, and much more.
A study conducted in the US showed that the group of applicants most likely to be admitted to
medical school is made up of music majors and that music majors scored highest on reading tests. It
also showed that after three years of piano instruction students pattern recognition and
mental representation scores improved significantly. Music participants received more academic honors
and awards than non-music students. One study showed that the IQ effect got a boost when children
around the age of six years old received piano and voice lessons. Another study showed that high
school music students scored higher on SATs in both verbal and math than their peers who did not
study music. A study conducted on seniors showed that those who played the piano or a musical
instrument and engaged in social activities maintain their cognitive abilities longer.
Learning new skills, new subjects, new games, and playing a variety of games, improving your skill level
and intensity, pushing yourself and your comfort zone to learn things that are not familiar to you and
that are different will all help to enhance your brain. More examples of skills you can learn are learning a
The Brain
new sport or a new dance, a new language, more vocabulary, and a new musical instrument.
You can also improve or train your logical thinking, creativity, strategic and analysis thinking, problem
and puzzle solving skills, pattern recognition and detection, power of deduction, categorizing and
comparing skills.
The brain changes or can be changed. Other example are the cab drivers, see the above video, who's
brain memory areas have increased in size and in another study people who had been sleep deprived
brain MRI was similar to that of a psychotic person. Psychological disorders, like depression, can also
be induced.
Multiple Intelligence Theory
Linguistic intelligence
Logical and Mathematical intelligence
Musical intelligence
Bodily Kinesthetic intelligence
Spatial intelligence
Interpersonal intelligence
Naturalistic intelligence
Cell Phones
If you are concerned that cell phone microwave emissions may cause cancer you should consider
purchasing a Bluetooth device. A bluetooth device is about 100 times less powerful then the
microwave emissions from a cell phone. A few inches away from your body do also make a
difference. Another habit that you should consider is to wear the Bluetooth device only when driving
or taking a call.
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Psychological stress can cause psychological and physical disorders.
Stress weakens the immune system and has other serious effects
on the brain and body such as cardiovascular problems, and mental
illness such as depression.
Stress also kills brain cells and lowers your learning abilities or
capabilities. Specifically, long periods of stress destroys brain cells
in the hippocampus and learning and memory capabilities can be
greatly reduced. Another factor is that the brain absorbs
information better when it is relaxed, in a positive state of mind,
and receptive to the information.
A tactic that is sometimes used, to break a person down
psychologically and physically, is to induce as much stress as
possible for a long period of time.
The key is the immune system. It can be weakened to leave the
person vulnerable to serious illness like cancer or it can be
strengthened to fight off powerful invaders and even cancer it's self.
Humans developed survival instincts. Things that threaten our
means of subsistence, being part of a group, and finding a mate
can induce a lot of stress. Things that can be perceived as danger
or a threat and environmental factors such as elevated sound levels
or elevated illumination can cause stress. Stress can be defined as
a person’s physiological response to a stimulus that triggers the
fight-or-flight response. In times of stress the body responds with
what is called the fight-or-flight response. The body releases the
stress hormones into the blood stream such as adrenaline
(epinephrine), norepinephrine, and cortisol. These stress hormones
increase in response to stress. The result is that it prepares the
body by making a person stronger and faster and ready for action.
Stress can lead to many disorders such as anxiety, withdrawal
(isolation), and depression.
Adrenaline (epinephrine) and catecholamine hormones do some
of the following: Accelerates the heart, inhibits the digestive
system, inhibits sexual response, inhibit tear production and
salivation, constrict the blood vessels in many parts of the body,
and hearing and vision loss (tunnel vision).
Norepinephrine accelerates the heart and also affects a part of
the brain that is responsible for attention or focus and where
responding actions are controlled.
Cortisol is a corticosteroid hormone and is created by the adrenal
gland. It is sometimes referred to as the stress hormone. Cortisol
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suppresses or weakens the immune system. Cortisol also plays a
part in the regulation of blood pressure and cardiovascular
functions. Cortisol can increases blood pressure, blood sugar
(glucose) levels (gluconeogenesis), causes impaired cognitive
performance, hardening of the arteries, increased fat storage
especially on the abdomen, lower growth hormone and
testosterone production, hyperglycemia, osteoporosis (bone loss),
muscle loss, inhibits protein synthesis, loss of collagen in the skin,
and inhibits collagen formation, and also associated to abnormal
ACTH levels, depression. It increases the effectiveness of
catecholamines. Long periods of elevated cortisol levels cause
damage to the brain and memory. The hippocampus, a part of the
brain, is damaged and this reduces learning abilities.
Sleep deprivation can cause cortisol levels to increase by over
50%. It causes the depletion of neurotransmitters, mood regulating
hormones, and this has the effect of making people more
vulnerable to or to become more easily depressed. Impaired
cognitive ability, out of check emotions, and poor judgment or poor
logic also results from sleep deprivation. It causes a disconnect
between the amygdala between the brains frontal lob, the region
that controls reasoning, rational thought, and decision making and
this means that the person's emotional response in not being kept
in check or under control. The brain MRI pattern becomes similar to
people with psychotic behavior. The brain has high per active
response in emotion centers when shown negative or disturbing
images. It can also lead to pre-diabetes or diabetes. The drop in
leptin level tells the person that they are hungry and it contributes
to obesity.
Premature Aging. Cell aging is controlled by a part of the DNA,
the ends of chromosomes, called telomeres. As we age the
telomeres get shorter. When it gets disrupted by stress the
telomere frays away and the cell dies.
Mental Illness. Long periods of stress and sleep deprivation can
lead to or cause mental illness.
Common examples of stressors are:
Environmental factors such as sound levels, physical exertion,
extreme temperatures, and a cluttered environment.
Life events and conditions such as births, deaths, personal
relationships, marriage, marital or family conflicts, divorce, new
employment, unemployment, and poverty.
Work related events such as responsibilities, disorganization, work
deadlines, excessive competition, and over work.
School related events such as exams, term papers or project
deadlines.
The thymus gland plays a key role in our immune system by
producing t-cell lymphocytes, cells called macrophages, which kill
off bacterial invaders. The hormone Cortisol weakens Macrophages.
Long periods of stress and the release of Cortisol can disrupt your
blood sugar metabolism, lead to weight gain, diabetes,
cardiovascular disease, high blood pressure, heart attacks, fatigue,
muscle and joint pain, decreased levels of testosterone, muscle and
bone loss, decrease sexual function, women can develop new facial
hair growth, skin disease, Cushing’s syndrome, Addison's disease,
headaches, asthma, constipation, diarrhea, irritable bowel
syndrome, eye problems, anxiety, insomnia, memory problems,
trigger emotional problems, irritability, burnouts, depression,
premature aging, and cancer. The adrenal glands can shrink and
reduce production.
The stress hormones have been shown to be directly toxic to
memory centers and also kill brain cells. Chronic stress disrupts
neuro path ways and also kills brain cells.
Oxidative Stress, referred to as rusting, is the production of
reactive oxygen species which include free radicals and peroxides.
Free radicals can cause high levels of cellular damage, DNA
damage, and cell death. It causes premature aging. Oxidative
stress is associated to diseases such as atherosclerosis,
Parkinson’s, and Alzheimer’s. Anti-oxidants reduce oxidative stress
damage.
Post-traumatic stress disorder is when an individual recalls past
events and memories, past trauma, that induce the stress response
or the emotions felt at that time.
Immune System Suppression Caused by Stress
(Psychoneuroimmunology)
Stress decreases the number of helper T cells, suppressor T Cells,
cytotoxic T cells, B cells, and the Natural Killer cells (NK). It also
decreases T cell function, T cell proliferation response to
phytohaemagglutinin [PHA] and concanavalin A [Con A]. Cortisol
prevents proliferation of T-cells by rendering the interleukin-2
producer T-cells unresponsive to intereukin-1 and unable to
produce the T-cell growth factor. Naturalistic stressors are also
associated to increases in number of circulating neutrophils.
Stress Management and Reducing Stress
Stress management involves understanding the psychology behind
or that is causing the stress and finding strategies to deal with,
reduce, or eliminate the stress.
Stress can result from viewing yourself or your situations
negatively or with insecurity. Stress reduction results from
managing or viewing situations in a positive way, taking action,
organizing, planning, and finding solutions. By doing this you will
also feel a sense of control over the situation and your life.
When your mind starts negative or insecure thinking, go to positive
thinking such as planning or your plan to deal with the issue,
finding and brainstorming possible solutions, and focus on any
possible positive results. This may become reflexive after a period
of time.
Laughter and Humor are very powerful. It has great health benefits
such as reducing the stress hormones and strengthen the immune
system. It also releases endorphins, the feel good and happy
hormone, in the brain. Your point of view of a situation can change
the way it affects you. For example if you are in a threatening
situation but view it in a humorous way or as a challenge instead of
a threat it can greatly reduce the stress it causes. The emotions of
other people and their attitude of being negative or positive can
affect you. For example a person that is pessimistic or always views
things and interprets things negatively or a person that is always
joyful and laughing can rob off on you and can change you.
Remember the expression "Laughter is contagious". (Negative to
Positive)
Stay away from Anger and emotions that promote the stress
hormone.
Crying because of grief is an emotional release and helps us deal
with loss or the emotions we have and relaxes the person and the
body.
Stress Management strategies
Cognitive Therapy, Laughter and Humor, Conflict Resolution,
Meditation, Positive Affirmations, Guided Imagery, Visualizations,
Hypnosis, Autogenic, Social Interaction and Support, Organizational
and Time management, and Anger Management.
Exercise, Deep Breathing, Yoga, Progressive Muscle Relaxation and
Relaxation Techniques, Sex, Biofeedback, Aromatherapy, Relaxing
Music, and Massage Therapy
Nutrition and Natural Supplements
Ways of reducing stress, it's effects, and help maintain good
mental health.
Always stay calm and speak to others in a positive and respectful
manner.
Learn about time management, get organized, create a to-do list,
and tackle your tasks or issues one at a time.
Fill your mind with thoughts of peace, courage, health, and hope.
Keep a positive attitude.
Physical exercise is the best way to relieve stress. Aerobic exercise
and physical activity help reduce the effects of stress on the body.
See a comedy show or movie.
Take vitamins such as a daily multivitamin. Periods of stress can
cause the body to deplete nutrients more quickly.
Vitamin C has been shown in research to reduce the effects of
stress.
Foods rich in omega 3 fatty acids are essential to brain function.
Frequent breaks with stretching and massages help reduce tension.
Stop or limit caffeine and alcohol consumption.
Eat regularly scheduled, healthy, and well balanced meals.
Drink plenty of water and stay hydrated.
Rest as much as you can. Try to get at least eight hours of sleep
and go to bed at scheduled hours.
Laughter is a good way of reducing stress.
Live in "day-tight compartments."
Clear your desk and keep it organized.
Speak to your friends and family.
Speak to a qualified professional.
Consult a human resource representative.
Physical exercise helps with stress, anxiety, and depression:
Physical exercise releases chemicals that can help counter the
effects of stress and depression. Short (20 minutes) time efficient
and high intensity interval training on a tread mill can help and can
also be repeated daily. To be able to repeat this training daily the
key is not to over exert yourself in one training session. Keep it
short and intense so that you are able to recover quickly. This
counters the effects of the stress hormone, releasing chemicals,
burning the adrenaline and cortisol, pushing blood to the brain, and
returning the body to a relaxed state. You should always warm-up
the body and heart before intense exercise.
Laughter is great medicine:
Laughter releases chemicals, endorphins, in your brain that can
help with stress and depression and many people advocate
laughter therapy. It also lowers the stress hormones and
strengthens the immune system. The simple act of smiling releases
good chemicals.
Get a therapeutic massage:
A therapeutic massage stimulates the skin and releases chemicals
in your brain, linked to affection, that can help with stress and
depression. (massage therapy and touch therapy)
Take Omega 3:
Omega 3's have beneficial effects on the brain and many research
articles also claim that it can prevent or help with depression. They
are good for the brain, the heart, prevent cancer, and help you lose
weight.
Nutrition:
Food and supplements that are rich in anti-oxidants can help
reduce oxidative stress and the effects of stress on the brain and
body.
Take a hot bath with scented oils.
Taking a hot bath and adding scented oils (Aromatherapy) before
bed time also relaxes you and your body and should help you sleep
better.
see Depression and Suicide Prevention for more.
amenclinics.com
"Happy and hopeful thoughts had an overall calming effect on the
brain, while negative thoughts inflamed brain areas often involved
with depression and anxiety."
"You can train your thoughts to be positive and hopeful or you can
just allow them to be negative and upset you. That's right, it's up
to you! You can learn how to change your thoughts and optimize
your brain."
"Caffeine constricts blood vessels and has been shown to decrease
brain activity.... Stay away from substances known to be toxic or
those that decrease brain activity."
''In a similar way, sleep deprivation also decreases brain activity
and limits access to learning, memory, and concentration. A recent
brain imaging study showed that people who consistently slept less
than 7 hours had overall less brain activity. Sleep problems are
very common in people who struggle with their thoughts and
emotions. Getting enough sleep everyday is essential to brain
function."
"Caffeine constricts blood vessels and has been shown to decrease
brain activity.... Stay away from substances known to be toxic or
those that decrease brain activity."
ABC Stress Video 10092008
Coping With Stress - 20 tips, managing, +
Stress Relievers:25 ways to reduce stress
Stress - Effects and Relieving Workouts
positive attitude can keep a person healthy - Study shows brain
activity influences immune function
Cool colors tend to have a calming effect - The color of calm
The Physical Effects of Long-Term Stress
eurekalert.org - Researchers-again-pinpoint why stress kills
stress.about.com
Cortisol Information
The Stress and Cortisol Information Hub
Ask Jeeves - Stress
Ask Jeeves - Cortisol
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Suicide Factors that are linked to or can lead to suicide.
I Ideation - Sometimes it's carried out under the sway of a highly
distorted or psychotic idea.
S Substance Abuse - Increasing alcohol or drug use.
P Purposelessness - Expressing no reason for living; no sense of
purpose in life.
A Anxiety - Anxiety, agitation, inability to sleep or sleeping all the
time.
T Trapped - Feeling trapped - like there’s no way out.
H Hopelessness – Hopelessness and despair.
W Withdrawal - Withdrawing from friends, family and society
(social isolation).
A Anger - Rage, uncontrolled anger, seeking revenge, aggressive
tendencies.
R Recklessness - Acting recklessly or engaging in risky activities,
seemingly without thinking, Impulsive.
M Mood Change - Dramatic mood changes.
L Loss and Loss of Honor - Reputation, career, financial,
relational, employment, or social loss.
Loss of Self-Esteem often leads to depression.
About 90% of suicide victims are depressed or suffer from
depression.
A person putting their affairs in order and giving away prized
possessions is also a factor. A suicide in the family is also a factor.
Many research articles claim that long periods of stress can cause
depression and that sleep deprivation (insomnia) can also cause or
lead to depression. Like stress it’s self, sleep deprivation also
weakens the person’s immune system.
Psychological harassment is usually associated to long periods of
stress, loss of self-esteem, and depression.
Psychological harassment victims can also often have many of the
factors that are associated to suicide:
Psychological harassment can induces a lot of stress on the victim.
The victim can suffer from A Anxiety and insomnia. A victim of
psychological harassment can have dramatic M Mood Changes
due to the level of stress involved. Sleep deprivation can also cause
the victim to start losing control on their emotions and not just
simple irritability that most people are familiar with. It also
weakens the mind.
When the means of subsistence of the victim are threatened or
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eliminated through the use of psychological harassment the victim
may suffer (emotionally) from a lot of A Anger and resentment.
They may also become desperate and act R Recklessly.
People can have a lot of pride or honor in the work they do and
they can also associate a status to the work they do (position, field,
reputation). When people lose their employment they can suffer
from a sense of a L Loss of Honor or pride. There is also usually
financial loss and their careers and reputations can also be
damaged or have a sense of loss. A psychological harassment tactic
is also to try to repetitively humiliate the victim and as indicated on
the home page repetitive humiliation becomes destructive to the
person.
When a victim is subjected to psychological harassment they may
also become paranoid and hyper combative or aggressive. This
may cause them to withdraw or isolate themselves from colleagues
and others. Classical conditioning can also be used to associate
different threats to different things or induce different psychological
disorders that can also induce more paranoia and withdrawal.
Systematically isolating the victim is also another tactic used in
psychological harassment and can also be threatening and induce
paranoia. Using psychological manipulation the victim’s beliefs or
view on reality, I Ideation, can also be manipulated or changed.
If the victim of psychological harassment believes that there are no
provisions or recourse when subjected to psychological harassment
they may feel that they are in a H Hopeless situation or feel T
Trapped.
In some cases the victim of psychological harassment can turn to
or increase the use of S Substance Abuse to self medicate or help
them deal with the situation. Many people also mistakenly believe
that some substances like alcohol may help them sleep better.
When a person loses their employment all of a sudden they may
feel that they are not contributing in some way or have a sense of
P Purposelessness.
Depression and Suicide Prevention
If you have some of these factors or simply want more information
you can call one of the hotlines on the links page.
suicide.org - Suicide Prevention Information and Suicide Prevention
Hotlines (many countries)
suicidepreventionlifeline.org - National Suicide Prevention Lifeline
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Never Ending
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Intrusive
Thoughts
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Themes)
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility
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Ideation used to
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Warfare
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Things that may help prevent depression and suicides
Take Action and Make an Action Plan:
By taking action you will feel that you are taking control and in
control of the situation. This can also build self-confidence and selfesteem. Think on paper and create an action plan. Go through the
following and see how you can include them in your action plan,
how you will apply them, and how you think they will help you.
Physical exercise helps with stress, anxiety, and depression:
Physical exercise releases chemicals that can help counter the
effects of stress and depression. Short (20 minutes) time efficient
and high intensity interval training on a tread mill can help and can
also be repeated daily. To be able to repeat this training daily the
key is not to over exert yourself in one training session. Keep it
short and intense so that you are able to recover quickly. This
counters the effects of the stress hormone, releasing chemicals,
burning the adrenaline and cortisol, pushing blood to the brain, and
returning the body to a relaxed state. You should always warm-up
the body and heart before intensive exercise. Long distance
runners are familiar with the "runners high" which is brought on by
the release of endorphins in the brain.
Laughter is great medicine:
Laughter releases chemicals, endorphins, in your brain that can
help with stress and depression and many people advocate
laughter therapy. It also lowers the stress hormones and
strengthens the immune system. The simple act of smiling releases
good chemicals.
Smiling and Acceptance (opposite of rejection):
The simple act of smiling releases endorphins in the brain. Both
laughter and smiling are contagious. When you smile at someone
they usually reciprocate with a smile and this is associated to
acceptance and making a connection with someone. It's the
opposite of rejection. Smiling also enhances peoples view of you.
Some studies show that people who are depressed have weaker
smiling muscles and advocate smiling therapy in which the person
practices making the smiling facial expression with eyes wide open
and reaps the same benefits as a normal smile. Try this exercise
and see what results you get. Make the smiling expression with
eyes wide open for a few seconds and then rub or massage your
face and head for several seconds. Do not do this in front of a
mirror if you will view yourself negatively and look for flaws. If you
do it in front of a mirror while smiling and rubbing your face, think
positive and loving thoughts.
Get a therapeutic massage:
Tactics
Terms of use
A therapeutic massage stimulates the skin and is linked to
affection. It releases chemicals in your brain, endorphins, and can
help with stress, depression, and strengthen your immune system.
(massage therapy and touch therapy)
It relaxes muscles, increases blood circulation and lymph flow, and
can alleviating pain in migraine sufferers.
Condition your mind positively:
One of the symptoms of depression is that you probably have
feelings of hopelessness and despair. Your mind can also be
conditioned negatively to always see the negative side of things or
expect the worse. The opposite is also true. You can condition your
mind to think positively or expect positive outcomes. It’s not easy
at first and does require effort but eventually it can change and
become almost automatic where you will be thinking positively
instead of negatively. You have a lot of imagination so play the
positive imagination game. You may have heard these expressions:
look on the bright side, put a positive spin on it or spin it positively.
(see also Conditioning your mind negatively or positively)
Act Happy (condition your mind happy):
Act the way you want to feel and soon you will feel the way you
act. This is common in self confidence building therapies or courses
where you are asked to act the part of or like a confident person.
You soon develop that skill or behavior which results in the person
having more confidence. There is increasing evidence that acting
enraged, obsessed, malevolent, or depressed maybe bad for you.
Actor Leonard DiCaprio developed obsessive-compulsive disorder
while playing Howard Hughes in the block buster The Aviator. This
often happens to actors who get "caught up" in the role they play
or keep many of the same character traits of the role they played.
Heath Ledger who played the Joker in the Batman movie died and
was allegedly clinically depressed. If you act having an enraged or
angry conversation with someone, you will usually find that your
emotions do get engaged even though you are simply acting the
part. When you are acting happy, you are thinking happy thoughts
that go with the acting role you are playing, so it's like conditioning
your mind to be happy. So try acting happy and you can also
consider it acting happy therapy.
Change your negative self talk to a positive self talk:
If your self talk is negative and you are always criticizing or putting
yourself down, you should change this self talk to a more positive
one. Try seeing errors and mistakes as a learning experience for
example. Something that you can use to learn from and improve
on. Many people consider life its self as a learning experience.
Visual and Auditory Brain Stimulation (positivity):
You can try listening to classical or new age music while watching
your favorite scenic video or using the visualization function on
your music player (windows media player, winamp, itunes).
Many studies indicate that classical music stimulates the brain in
many positive ways, adding the visualization function of your player
with many different patterns and colors can also stimulate your
brain in positive ways.
Listen to calming or uplifting rhythmical music:
There are many positive effects from music and people also
advocate that some types of music such as Mozart can also make
you smarter by working different regions of the brain. You can also
try singing one of your favorite positive and uplifting songs (similar
to positive self talk and affirmations).
Get a dose of sun light and bright colors:
Light therapy is becoming more popular for seasonal depression.
Light therapy can also strengthen your immune system.
Getting a dose of bright colors from watching a colorful movie or
cartoons can also have positive effects on the brain.
Positive Visualization:
Many Professional athletes use positive visualization to practice a
perfect performance or outcome in their minds. You can do the
same or something similar. Visualize good performances, success,
and positive outcomes instead of negative outcomes. Practice
recalling positive images of your favorite scenic pictures, using your
imagination (ex: calm ocean and beach), positive memories, and
positive events or actions (ex: helping friends or people. ex:
successful events such as graduations).
Use positive affirmations:
Using positive affirmations can change your thinking and
subconscious. (similar to positive self talk)
Take steps to build self-esteem (set goals and help others):
Setting goals, taking action, accomplishments, success, and helping
others (how you value yourself and self-worth) can be very
rewarding and can help you build self-esteem.
When you complete a task or a major task your brain releases
endorphins (happy and feel good hormone). You feel happy and
your self-esteem usually also goes up too. When you complete a
major task, reward yourself to enhance these feelings and to
further condition this habit of setting and accomplishing goals.
Take Omega 3:
Omega 3's have beneficial effects on the brain and many research
articles also claim that it can prevent or help with depression. They
are good for the brain, the heart, prevent cancer, and help you lose
weight.
Get enough or the required sleep and exercise:
When you are stressed and worried (anxiety) you can suffer from
insomnia and insomnia is linked to depression. Sleep deprivation
also increases the stress hormone, cortisol, in your body. A person
who is sleep deprived brain can look like that of psychotic person's
brain in an MRI scan. You can exercise to counteract the effects of
stress (Stress Management). Exercise increases blood flow to your
brain, counteracts the stress hormones, cortisol and adrenaline,
and releases endorphins in your brain, the feel good and happy
hormones. The result is that you will be more calm, relaxed, and
sleep better.
Take a hot bath with scented oils:
Taking a hot bath and adding scented oils (Aromatherapy) before
bed time also relaxes you and your body and should help you sleep
better.
Stay active and preoccupied:
Stay active by doing house cleaning for example. By staying
preoccupied your brain has less time to dwell on dark or negative
thoughts. You'll also feel organized and productive and get the
positive effects of this feeling. Tidiness has also been know to
reduce stress and improve psychological health.
Socialize and do not Isolate yourself:
Socializing is therapeutic, works the brain, and makes you smarter.
It can also preoccupy you and keep you from dwelling on negative
thoughts. The positivity of those you socialize with can also rub off
on you. Try to participate in activities and social events that contain
comedy and laughter.
Sex makes you smarter and can also help with depression:
Sex is linked to affection and pleasure and releases endorphins in
the brain. Many studies indicate that it can help with depression
and can also make you smarter.
The Brain is Changed
If you take a brain image of an ordinary person with no signs of
any psychological disorders and submit them to psychological
harassment for a long period of time the brain image will probably
be different and have increased or decreased levels of activity in
area's of the brain that are associated to psychological disorders or
disease.
Also, as indicated on the stress effects page, one of the effects of
long periods of stress is that it kills brain cells.
amenclinics.com :
''In a similar way, sleep deprivation also decreases brain activity
and limits access to learning, memory, and concentration. A recent
brain imaging study showed that people who consistently slept less
than 7 hours had overall less brain activity. Sleep problems are
very common in people who struggle with their thoughts and
emotions. Getting enough sleep everyday is essential to brain
function.
Scientists have only recently discovered how stress negatively
affects brain function. Stress hormones have been shown in
animals to be directly toxic to memory centers. Brain cells can die
with prolonged stress. Managing stress effectively is essential to
good brain function.''
"Happy and hopeful thoughts had an overall calming effect on the
brain, while negative thoughts inflamed brain areas often involved
with depression and anxiety."
"You can train your thoughts to be positive and hopeful or you can
just allow them to be negative and upset you. That's right, it's up
to you! You can learn how to change your thoughts and optimize
your brain."
"Stay away from substances known to be toxic or those that
decrease brain activity."
Magic Mineral Lifts Your Mood
A chemical found in everyday foods may help atypical depression.
Duke University scientists found that consuming chromium
picolinate, a trace mineral naturally found in whole grains,
mushrooms, liver and many other foods, has significant effects on
individuals suffering from atypical depression.
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Q. How are degrading themes used and how are they used
as a threat?
Degrading Themes by themselves can have a shocking value and
have a lasting affect. It will probably stay in your memory and
thoughts for a long time.
The way they are used is usually to threaten and humiliate a
person and in many cases for both reasons.
The way it works is that insinuations will be made that you are a
pedophile or a homosexual for example and then make the threat
towards that group ex:"all pedophiles or homosexuals should be
killed". So basically what it ads up to in your mind is that you think
that the people making the insinuations think that you are a
pedophile or a homosexual and that they want to kill you. given the
fact that homosexuality is more socially acceptable, pedophilia is
usually the one that is used because of its seriousness and hatred
towards pedophiles. Different groups can also be used like ethnics,
religions, criminal organizations, and nationalities.
Strategy and Tactics
The way Degrading Themes are usually used in the
workplace:
1- Shock, prep, and smoke screen.
Weird comments or discussions will occur that can also have a
shocking value. It's also used as a prep or smoke screen for what is
to come or what follows.
2- Insinuations
Insinuations that you belong to or are part of this group will be
made. Ambiguous comments are usually used also. Ambiguities are
usually used to induce doubt or uncertainty.
3- Indirect Threat
A threat will be made towards that group, which is an indirect
threat towards you. Since you have been lead to believe that the
people making these insinuations think you are a part of this group,
its a threat aimed at you.
The desired result is that you feel threatened or fear.
4- Threats and Fear (preventing the victims from coming
forward and exposing the perpetrators)
The victims of these tactics maybe reluctant to come forward
because the threat was made at a group and not directly at them.
They may feel the affects of the threat, but may not understand the
Degrading Themes
Tactics
Terms of use
psychological manipulations behind them. The victims, for example,
may not want to come forward when the threat was made towards
homosexuals and they are unable to explain why they feel
threatened. The victim may also believe that they will not be
believed given the fact that the documentation about these
psychological technologies do not exist or can not be found.
Psychiatry may also be involved and used as a threat in the sense
of building false profiles for false accusations.
Friends
Personal or sensitive information can also be used to humiliate or
threaten a person. Personal or sensitive information that is shared
with a friend can be used to humiliate the person when the
relationship ends or takes a turn for the worst. The person can also
jump to the wrong conclusion.
Psychiatry
Psychiatry can be used as a threat in the sense of building false
profiles or to build false profiles to wrongly accuse and convict
people of a crime that they did not commit.
Q. What are these strangers or auditory hallucinations saying?
A. They are saying that I'm a pedophile, part of a criminal
organization, and that I experience great pleasure and joy in killing
people.
Q. What else are they saying?
A. They keep repeating and saying that there is a "catch".
Q. Tell me about your mother.
The threat of "filling up" a profile or creating a false profile.
Psychiatry can also be used to cover up or hide the use of these
psychological manipulation technologies and also to discredit the
victims with a false diagnosis or by using the victims confused state
of mind and claims. The sensitive information that is shared with
psychiatry, that can also be obtained with listening devices, can
also be used to further humiliate and threaten the victims. The
usual response from psychiatry would be to claim that as more
information is shared, the more the symptoms of mental illness can
increase and that these manifestations and symptoms need to be
controlled with a higher dose of medication. It's also true that given
the fact that most patients are indeed mentally ill, that this person
could be mentally ill also.
more on degrading themes
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Psychological
1. Mental or emotional as opposed to physical in nature; "give
psychological support"; "psychological warfare".
2. Of or relating to or determined by psychology; "psychological
theories".
Harassment
1. A feeling of intense annoyance caused by being tormented; "so
great was his harassment that he wanted to destroy his
tormentors".
2. Tormenting by continued persistent attacks and criticism.
Psychology
1. The science of mental life.
Webster's Online Dictionary
Some words (Mobbing, Victimization, Moral, Bullying) may not be
clear to most people in the general population that their definition
may include psychological or mental attributes.
When people see acts of violence, suicide, murder, or mass murder
it may leave them wondering why or what happened.
The key is the field of psychology (psychological) and this should be
made clear.
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Workplace physical violence is on the rise. Many Countries have
been shocked by extreme physical violence in their workplace and
schools. If measures are taken to prevent and reduce Psychological
Harassment or Bullying and Mobbing, it will probably reduce
physical violence.
Psychological Harassment can have devastating effects on those
targeted. It can affect people financially, physically, psychologically,
and has driven many to suicide.
It is believed, or known, by many people that Psychological
Harassment and Psychological Manipulation is used on people
intentionally to push them over the edge or to a breaking point.
Your Country, State, or Province may not have any provisions to
prevent Psychological Harassment or Bullying and Mobbing.
The Network
Many people claim that a network exists that uses Psychological
Manipulation “mind control”, negative conditioning, degrading
themes, and advanced technologies to target them. They are
intentionally driven to poverty, homelessness, and suicide.
With the technologies such as the one concerning sound, described
on some websites, the possibilities for Psychological Harassment,
Psychological Manipulation "mind control", and torture are endless.
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For a Safer, Healthier, and Productive Environment.
We provides information about psychological harassment, bullying,
mobbing, psychological abuse, psychological violence, and
psychological torture. It's many forms and it's effects.
Many people are harming themselves and others unintentionally
and intentionally and the reasons are psychological. This web site
was created so that people can learn about this topic and
technologies and can then take preventive measures that will result
in a safer, healthier, and productive environment.
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Documents from this web site that you can print and redistribute
Click Here to download a PDF of Web Site (11-13-2008): download
Click Here to download a PDF psychological harassment letter (1111-2008): download
Click Here to download a PDF psychological harassment legal (1111-2008): download
Click Here to download a PDF psychological harassment 11x17 (1111-2008): download
Click Here to download a PDF depression letter (11-11-2008):
download
Click Here to download a PDF depression legal (11-11-2008):
download
Click Here to download a PDF depression 11x17 (11-11-2008):
download
Click Here to download a PDF stress letter (11-11-2008): download
Click Here to download a PDF stress legal (11-11-2008): download
Click Here to download a PDF stress 11x17 (11-11-2008): download
Click Here to download a PDF bullying what to do letter (11-112008): download
Click Here to download a PDF bullying what to do legal (11-112008): download
Click Here to download a PDF bullying what to do 11x17 (11-112008): download
Click Here to download a PDF degrading themes letter (11-112008): download
Click Here to download a PDF degrading themes legal (11-112008): download
Click Here to download a PDF degrading themes 11x17 (11-112008): download
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The following documents are taken from: Commission des normes
du travail Quebec - Publications
A work Environment Free From Psychological Harassment It's
everyone's business!: download
Prevention psychological harassment is everyone's business!:
download
Awareness promotion guide for employers and employees:
download
Prevention guide for employers of the small business sector:
download
Prevention guide for employers of the big business sector: download
Videos | Mobbing
Links - Bullying web sites
Psychological
Harassment
Information
Association
Bullying
Survey
Bullying
Bullying
Forum
Bullying
Reporting System
Tell Your Friends
Awareness &
Prevention
http://www.psychologicalharassment.com/links.htm (1 of 11) [11/18/2008 10:15:56 AM]
Bullying
Tactics and
Strategies
Revealed
Indirect
Communication
Indirect Threats
Conditioning your
mind Negatively or
Positively
Rejection Hurts
The Never Ending
Test
Intrusive Thoughts
(Degrading Themes)
Ambiguities - Self
Doubt and
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility and
Vulnerability
Ideation used to
Manipulate Victims
Credibility and
Psychological
Warfare
Covert Type
Investigations
Fear of Fear and
Attacks to the
Honor
View on Reality
Manipulation
Psychological Harassment - Bullying and Mobbing
Home
Ivan Pavlov
Psychological
Manipulation
Technology
Advanced
Technologies
Psychology Videos
The Brain Video
Stress and Stress
Management
Stress Effects
Suicide Factors
Prevention
Degrading Themes
Words
Conclusion
About Us
Contact Us
Feedback
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Links
All Videos
Bullying
Bullying What To Do
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Bullying Videos
Bullying Reporting
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Bullying Forum
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Mobbing
Laws
Psychological
Harassment at Work
bullyingreportingsystem.com - The Bullying Reporting
System - Support System or HelpDesk to Report Cyber
Bullying and School Bullying
pta.org - PTA Parent Teacher Association - Understanding Bullying
mentalhealth.samhsa.gov - National Mental Health Information Center
- About Bullying
lfcc.on.ca - Information on Bullying for Parents and Teachers (1996)
bullying.org - Where you are not alone
pathwayscourses.samhsa.gov - CSAP's Prevention Pathways: The
ABC's of Bullying
stopbullyingnow.hrsa.gov - HRSA stop bullying
k12.wa.us - School Safety Center Washington state - Bullying/
Harassment
rcmp.ca - Be Bright Think Right - Bullying
scouts.ca - Bullying... Talk about it -Safety tips
cyberbullying.org - Be safe. Be smart. Have fun online
stopbullyingnow.hrsa.gov - State laws related to bullying among
children and youth
safecanada.ca - Government of Canada (Bullying)
en.wikipedia.org - Bullying Wiki
bullyingcanada.ca - Bullying Canada
kidshelpphone.ca - Kids Help Phone Bullying
pbskids.org - PBS It's My Life (Bullies: What is Bullying)
safeyouth.org - National Youth Violence Prevention Resource Center
(Bullying)
bullyingnoway.com.au - Bullying No Way! (Australia's educational
communities)
bbc.co.uk - BBC Bullying
aacap.org - American Academy of Child & Adolescent Psychiatry
(Bullying)
canadianparents.com - Canada's Parenting Community (Bullying)
ccl-cca.ca - Bullying in Canada—how intimidation affects learning
larchecanada.org - BullYing: A Parents' Guide
region.peel.on.ca - Peel Public Health (Bullying...It's NOT a Laughing
Matter)
shariff-research.mcgill.ca - International Cyber-Bullying Project
nobullyforme.org - No Bully For Me
bewebaware.ca - Web Aware (Challenging Cyber Bullying)
childline.org.uk - UK ChildLine Bullying
bullying.co.uk - Bullying UK
talk-helps.com - talk Helps (lets talk about bullying)
cnt.gouv.qc.ca - Quebec - Psychological Harassment at work
Tactics
Terms of use
leymann.se - The Mobbing Encyclopedia
safety-council.org - Canada Safety Council (Bullying in the Workplace)
safety-council.org - Canada Safety Council (Targeting Workplace
Bullies)
bullyonline.org - Bully Online home page
bullyinginstitute.org - The Workplace Bullying & Trauma Institute
workplaceviolence.ca - Canadian Initiative on Workplace Violence
eurofound.eu.int - Publications - Preventing violence and harassment
in the workplace (report)
eurofound.eu.int - Violence, bullying and harassment in the workplace
adelaide.edu.au - Psychological Abuse at the Workplace
cnrs.fr - Psychological harassment at work
uwaterloo.ca - Workplace Mobbing in Academe
mobbing-usa.com - Emotional Abuse in the American Workplace
mobbing.ca - Mobbing information
employmentlawtoday.com - Employment Law Today (Canadian)
apa.org - FAQ about interrogations
workplacebullyinglaw.org - Workplace Bullying Institute
coolnurse.com - Cool Nurses: Bullying: Don't Be or Become a Victim
To It!
factnet.org - Coercive Mind Control Tactics - Dr.Margaret Thaler
Singer, PH.D
factnet.org - How does Mind Control Work - Dr.Margaret Thaler
Singer, PH.D
etorture.net - Advanced Technologies and Psychological Manipulations
mindjustice.org - Advanced Technologies Formerly Citizens Against
Human Rights Abuse
School Bullying - USA
stopbullyingnow.com - Stop Bullying Now: Learn What You Can Do!
42explore2.com - Bullying: The Basics
educationworld.com - Education World: Bullying
ncpc.org - National Crime Prevention Council: Bullying
ncpc.org - National Crime Prevention Council: Parents and Bullying
bully.org - PTA Parent Teacher
safechild.org - Safe Child: Dealing with Bullies
bullies2buddies.com - Bullies to Buddies
kathynoll.com - Taking the Bully by the Horns
bullypolice.org - Bullying Police
girlshealth.gov - Girls Health Bullying
ag.ndsu.edu - Laura DeHaan, Ph.D., Assistant Professor of Child
Development
nea.org - National Bullying Awareness Campaign
clemson.edu - Olweus Bullying Prevention Program
bullybeware.com - Bully be Aware
netbullies.com - Net Bullies
pacer.org - National Center for Bullying Prevention
focusas.com - Bullying: What Parents and Teachers Must Know
eyesonbullying.org - Eyes on Bullying: Preventing bullying in children's
lives!
lincoln.midcoast.com - Maine Project Against Bullying
bullyfreeworld.com - Bullying Free World
stopbullyingworld.org - International Bullying Prevention Association
goodcharacter.com - HOW NOT TO BE A BULLY
nmha.org - Mental Health America: Bullying and Gay Youth
ojjdp.ncjrs.org - Bullying: Combating Fear and Restoring Safety in
Schools
nobully.com - No Bully: Anti-Bullying Programs for Schools
schoolcounselor.org - American School Counselor Association: The
Buzz on Bullying
nichd.nih.gov - National Institute of Child Health and Human
Development: Bullying Widespread in U.S. Schools, Survey Finds
cybersmartcurriculum.org - Cyber Smart: Dealing with Online Bullies
wcwonline.org - Wellesley Centers for Woman: Teasing and Bullying
cyberbullying.us - What's New on cyberbullying.us
www2.scholastic.com - Scholastic: Teasing and Bullying: No Laughing
Matter
state.sc.us - A RESOURCE GUIDE TO: a Resource Guide to Bullying
njbullying.org - NJ Bullying
globalvoicesonline.org - Global Violence Bullying
dyslexia-parent.com - Dyslexia Parents Resource: Dealing with Bullying
stopcyberbullying.org - Stop Cyber Bullying
state.ky.us - Every Child Bullying Resources: State of Kentucky
Department of Eduction
glsen.org - GLSEN A National Report on School Bullying
tipsofallsorts.com - Tips of all Sorts Bullying
ed.gov - ED Gov: Bullying
mayoclinic.com - Mayo Clinic Bullying: Help your child handle a school
bully
hoagiesgifted.org - Hoagies' Gifted education Page: Bullies and Bullying
kzoo.edu - What is a Bully?
bullyinghurts.com - The Bullying Hurts Program
targetbully.com - Target Bullying Survey & Intervention System
tolerance.org - Teaching Tolerance: The ABCs of Bullying
media.iearn.org - iEarn Bullying Project
smhp.psych.ucla.edu - UCLA bullying
connectforkids.org - C hild advocacy 360: Cyber Bullying
crime-research.org - Computer Crime Research Center: Cyber Bullying
Common
highmarkhealthyhigh5.org - Highmark Healthy High 5: Communities
can stop bullying
pathwayscourses.samhsa.gov - CSAP's The ABCs of Bullying
kellybear.com - Teacher Tips: Educator's Guide to Bullying
lclark.edu - Ijime: A Social Illness of Japan
greatschools.net - Great Schools: Understanding Bullying
suicide.org - Suicide Prevention, Awareness, and Support: Bullying
and Suicide
kidsource.com - Kidsource Bullying
educationworld.com - Education World: Bullying Intervention
Strategies That Work
drphil.com - Dr. Phil Bullies
safeschoolscoalition.org - BULLYING REPORT: HOW ARE WASHINGTON
STATE SCHOOLS DOING?
bullyfreeatwork.com - Welcome to Bully Free at Work: The BLOG
readwritethink.org - Read.Write.Think: A Bad Case of Bullying: Using
Literature Response Groups With Students
mindohfoundation.org - Mind OH! Foundation: Cyberbullying
Resources for Youth, Families and Educators
physorg.com - PHYSORG Bullying common in cyberspace
jaredstory.com - Jared Story: Bullying Depression Suicide
familyfirstaid.org - Family First Aid: School Bullying and Teen Bullying
Statistics
bullysafeschools.com - Bully Safe School
cfchildren.org - Committee for Children: Bullying
dpi.wi.gov - Wisconson Department of Public Instruction
oecdobserver.org - OECD observer Bullying at school: tackling the
problem
safeyouth.org - Youth Violence Prevention: Bullying Facts and Statistics
stoppingschoolviolence.com - Stopping School Violence
slowleadership.org - Bullying Bosses and Macho Cultures
youthviolence.edschool.virginia.edu - Middle School Bullying
ncpamd.com - Protecting Against Bullies Throughout the Life Cycle
nationalsave.org - STUDENTS AGAINST VIOLENCE EVERYWHERE DEALING WITH BULLIES WITHOUT MAKING THINGS WORSE
psychologymatters.org - APA School Bullying is Nothing New, But
Psychologists Identify New Ways to Prevent It
apa.org - APA American Psychology Association BULLYING
bullyeq.com - Bully EQ Home
bullyfrog.com - Bully Proof Your School
management-issues.com - Management Issues: Bullying
browardschools.com - School Board of Broward County: Anti-Bullying
Policy
state.nj.us - New Jersey Department of Education: PROHIBITING
HARASSMENT, INTIMIDATION AND BULLYING ON SCHOOL PROPERTY
extension.unh.edu - University of New Hampshire: Bullying
teach-nology.com - Teachnology Bullying
partnersagainsthate.org - Partners against Hate: Why You Should
Take Bullying Seriously
eqfed.org - Bullying is NOT a necessary part of growing up. Eliminate
bullying.
teengrowth.com - Teen Growth: Put a Stop to Bullying Behavior
ncvc.org - Teen Victim Project: Bullying and Harassment
antibullying.net - Anti-Bullying Network
overcomebullying.org - Overcome Bullying!
School Bullying PDF- USA
isafe.org - iSafe Cyber Bullying
ncjrs.gov - U.S. Department of Justice: Addressing the Problem of
Juvenile Bullying
nwrel.org - NORTHWEST REGIONAL EDUCATIONAL LABORATORY:
SCHOOLWIDE PREVENTION OF BULLYING
wvde.state.wv.us - Eyes on Bullying: What Can You Do
preventchildabuse.org - Prevent Child Abuse America: Bullying
ama-assn.org - American Medical Association: Youth Bullying
cops.usdoj.gov - U.S. Department of Justice: Bullying in Schools
indiana.edu - Safe and Responsive Schools: Bullying Prevention
theiacp.org - Juvenile Justice: Developing an Anti-Bullying Program
bullyingresources.org - HRSA Misdirections in Bullying Prevention and
Intervention
preventschoolviolence.org - CSPV's FACT SHEET #2: Bullying
Prevention: University of Delaware
pubs.cas.psu.edu - Pennstate: A Guide for Parents
amaalliance.org - Alliance: CHILDHOOD BULLIES AND VICTIMS
jimwrightonline.com - Preventing Classroom Bullying: What Teachers
Can Do
michigan.gov - MICHIGAN STATE BOARD OF EDUCATION: MODEL
ANTI-BULLYING POLICY
brightfutures.org - Bright Futures Tool For Families: How to Address
Bullying
hamfish.org - George Washington University: The 411 Bullying
Workplace Bullying - Canada
ccohs.ca - Canadian Center for Occupational Health and Safety CCOHS
(Bullying in the Workplace)
safety-council.org - Canada Safety Council (Bullying in the Workplace)
labour.gov.on.ca - Ontario Minister of Labor (Workplace Violence Harassment, Bullying and Discrimination)
gov.pe.ca - InfoPEI Workplace Safety Program
School Bullying - Canada
edu.gov.mb.ca - Manitoba Bullying (Preventing Violence and Bullying)
gov.mb.ca - Manitoba Gov (Bullying and Physical Violence in School)
education.gov.sk.ca - Saskatchewan Gov (Caring and Respectful
Schools - Bullying Prevention)
acsp.cpha.ca - Canadian Public Health Association (Assessment Toolkit
for Bullying)
rcmp-grc.gc.ca - Royal Canadian Mounted Police (Be Right Think Right
- Bullying)
myhamilton.ca - City of Hamilton (Bullying)
halifax.ca - Halifax Police (Bullying)
calgarypolice.ca - Calgary Police Service (Bullies Beware)
edu.gov.on.ca - Ontario Ministry of Education (Preventing Bullying)
torontopolice.on.ca - Toronto Police Service (Bullies)
cihr-irsc.gc.ca - Canadian Institutes of Health Research (School
bullying: kids may learn from mom and dad)
edu.gov.on.ca - Ontario Ministry of Education (Registry of Bullying
Prevention Programs)
cdli.ca - Newfoundland Labrador (Bullying Resources For Students and
Teachers)
education.alberta.ca - Alberta Education (Bullying)
education.alberta.ca - Albert Education (Bullying Prevention)
education.alberta.ca - Alberta Education (Nature of Bullying)
education.alberta.ca - Albert Education (Prevention Initiatives)
education.alberta.ca - Albert Education (Interventions)
bullyfreealberta.ca - Alberta Gov (Bullying Teens)
bullyfreealberta.ca - Alberta Gov (Bullying Teen Tips)
bullyfreealberta.ca - Alberta Gov (Bullying Tips)
bchealthguide.org - British Columbia Health Guide (Bullying)
bchealthguide.org - British Columbia Health Guide (How Adults Can
Help Stop Bullying)
bced.gov.bc.ca - British Columbia (PDF Files - Safe, Caring and
Orderly Schools - Resources and Links to Organizations)
pssg.gov.bc.ca - British Columbia Gov (Safe, Caring and Orderly
Schools)
prevnet.ca - Promoting Relationships and Eliminating Violence
b-free.ca - b-free (Bullying How to make it stop)
lfcc.on.ca - Center for Children and Families in the Justice System
(Bulling)
ottawa.ca - Ottawa (Bullying Prevention)
ottawa.ca - Ottawa (Bullying, it’s not a game! What is bullying?)
ps-sp.gc.ca - Public Safety Canada (Bullying prevention in schools)
publicsafety.gc.ca - Public Safety Canada (Bullying prevention in
schools: Executive summary)
publicsafety.gc.ca - Public Safety Canada (Bullying Prevention: Nature
and Extent of Bullying in Canada)
publicsafety.gc.ca - Public Safety Canada (Bullying prevention in
schools)
ps-sp.gc.ca - Public Safety Canada (First Steps to Stop Bullying and
Harassment: Adults helping youth aged 12 to 17)
ps-sp.gc.ca - Public Safety Canada (First steps to stop bullying: Adults
helping children aged 4 to 11)
ps-sp.gc.ca - Public Safety Canada (Help Put an End to Psychological
Bullying)
ps-sp.gc.ca - Public Safety Canada (Success Stories: Focus on Bullying)
ps-sp.gc.ca - Public Safety Canada (Helping Children to Make a
Difference in Psychological Bullying)
ps-sp.gc.ca - Public Safety Canada (Bullying prevention in schools)
ps-sp.gc.ca - Public Safety Canada (Bullying in Canada)
ps-sp.gc.ca - public Safety Canada (Bullying Fact Sheet)
sacsc.ca - Safe and Caring Schools and Communities (Bullying and
Violence Prevention)
deal.org - Know Zone (Bullying - Violence)
deal.org - Tool Box Bullying (Additional Presentations)
deal.org - Tool Box (Bullying)
bullyfreehamilton.ca - Bully Free Hamilton
bullying-in-school.info - School Bullying and Violence
redcross.ca - Canadian Red Cross (Bullying can make back-to-school a
torment)
redcross.ca - Canadian Red Cross (How Should I Handle Bullying and
Harassment?)
redcross.ca - Canadian Red Cross (Kids - you can really do something
to stop bullying!)
redcross.ca - Canadian Red Cross (Let's Stop Bullying - Tips for Youth)
redcross.ca - Canadian Red Cross (standup 2 Bullying)
redcross.ca - Canadian Red Cross (Tips on addressing bullying)
redcross.ca - Canadian Red Cross (Tips For Schools)
redcross.ca - Canadian Red Cross (Safer Schools Start at Home)
hrsdc.gc.ca - Human Resources and Social Development Canada
(Bullying and Victimization Among Canadian School Children - October
1998)
teamheroes.ca - S-Team Heroes (Learn How To Stop Bullying)
canadiancrc.com - Canadain Children's Rights Council Inc (Information
about Bullying in Canada)
londonabc.ca - London Anti-Bullying Coalition
Cyber Bullying - Canada
media-awareness.ca - Media Awareness Network (Game:CyberSense
and Nonsense: The Second Adventure of The Three CyberPigs)
internet101.ca - Sarah's Story
edmontonpolice.ca - Edmonton Police Service (Protecting Your
Children From Cyber bullies)
chrc-ccdp.ca - Canadian Human Rights Commission (Hate on the
internet)
cyberbullying.ca - Always on? Always Aware!
bullyingcourse.com - Learn to BE the change!
bullyingawarenessweek.org - Stand up to Bulling!
bullyfreealberta.ca - Government of Alberta - Bully Free Alberta
(Cyber bullying)
media-awareness.ca - Media Awareness Network (Challenging Cyber
Bullying)
French
harcelement.org - Harcelement
harcelement.info - Le Harcelement Moral au Travail
Existing Laws
Victimization at Work (1994) Sweden
Moral Harassment (2002) France Article L122-49
Psychological Harassment at Work (2004) Quebec, Canada
Bullying Articles and Videos
abcnews.go.com - ABC News Video (Does Bullying Affect Risk of
Depression?)
abcnews.go.com - ABC News Video (NYC Schools Launches AntiBullying Program)
abcnews.go.com - ABC News Video (Bullied Boy Fights Back on The
Web)
abcnews.go.com - ABC News Video (Search for Bullies)
abcnews.go.com - ABC News Video (More Girls are Beating The Bullies)
abcnews.go.com - ABC News Video (Students Fight Back Against
Bullies)
abcnews.go.com - ABC News Video (Bullying Turns tragic For One
Teen)
abcnews.go.com - ABC News Video (Protecting Kids From
Cyberbullying)
abcnews.go.com - ABC News Video (Bullying Online)
abcnews.go.com - ABC News Video (Bullying)
abcnews.go.com - ABC News Video (MySpace Suicide Prompts
Parental Activism)
abcnews.go.com - ABC News Video (Watch Out, Office Bullies!)
abcnews.go.com - ABC News Video (Workplace Bullies)
CNN.com - CNN News Video (Mom buys gun for troubled teen)
CNN.com - CNN News Video (Lawsuit targets school bullies)
CNN.com - CNN News Video (Bullied to death?)
CNN.com - CNN News Video (Cyber vigilantes on attack)
CNN.com - CNN News Video (MySpace suicide: Call to act)
CNN.com - CNN News Video (No charges in MySpace suicide)
CNN.com - CNN News Video (Beware of the bully)
cbc.ca - CBC News Bullying (Sticks, stones and bullies)
theglobeandmail.com - Teachers demand ban on bullying video game
cbc.ca - CBC News Cyber-bullying
articles.latimes.com - LATimes: Meaner bullying is leading schools to
find new tactics
cnn.com - PTA Parent Teacher
medicalnewstoday.com - Medical News Today: Bullying Common In
Cyberspace
foxnews.com - Fox News: Washington High School Student Charged
With Assault in Peanut Butter Bullying Case
usatoday.com - USA Today: Study: Bullies and bullied more likely hit
by crime
local6.com - Local 6: Bullying Common In Cyberspace
reuters.com - Bullying harms kids' mental health: study
Brainwashing
en.wikipedia.org - Brainwashing
thenakedscientists.com - Brainwashing - Science Interviews
people.howstuffworks.com - How Brainwashing Works
home.duq.edu - Brainwashing
Psychology
amenclinics.com - Seven Ways To Optimize Your Brain and Your Life
psychologymatters.apa.org - Welcome to Psychology Matters –
Psychological Applications in Daily Life
apa.org - American Psychological Association
nmha.org - National Mental Health Association
PsychCentral.com - Catalog of mental health links online, since 1992
Drphil.com - Has information, advice, tips, and links to other resources
Suicide Hotlines
befrienders.org
hopeline.com
samaritans.org
teachhotline.org - Teach - Teen Education And Crisis Hotline
suicidology.org - American Association of Suicidology
suicideinfo.ca - Center for Suicide Prevention (Canadian Mental Health
Association)
suicideprevention.ca - Canadian Association for Suicide Prevention
youthsuicide.ca - Youth Suicide
apa.org - APA Suicide risk factors
Human Rights Organizations
Amnesty International - Working To Protect Human Rights Worldwide
Human Rights Watch - Defending Human Rights Worldwide
ICRC - International Committee of the Red Cross
OHCHR - Office of the United Nations High Commissioner for Human
Rights
HRF - Human Rights First
Health
Other
thedeficits.com - Web site about Government debt and deficits
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Jones (unconditioning), B.F. Skinner
Tactics
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The Brain Video
All Videos
Jeffrey's Law - A video on Bullying and Teen Suicide
Trading Places Scenes - Homeless to Wealthy and Wealthy to Homeless through manipulation
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(Conclusion page states that some people are driven to poverty, homelessness, and suicide)
Other Movie Scenes
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http://www.psychologicalharassment.com/bullying_what_to_do.htm (1 of 4) [11/18/2008 10:16:15 AM]
Bullying
Tactics and
Strategies
Revealed
Indirect
Communication
Indirect Threats
Conditioning
your mind
Negatively or
Positively
Rejection
Hurts The
Never Ending
Test
Intrusive
Thoughts
(Degrading
Themes)
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility
and Vulnerability
Ideation used to
Manipulate
Victims
Credibility and
Psychological
Warfare
Covert Type
Investigations
Fear of Fear and
Attacks to the
Honor
View on Reality
Manipulation
Bullying What To Do
Bullying What To Do
Home
Ivan Pavlov
Psychological
Manipulation
Technology
Advanced
Technologies
Psychology Videos
The Brain Video
Stress and Stress
Management
Stress Effects
Suicide Factors
Prevention
Degrading Themes
Words
Conclusion
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Bullying
Bullying What To Do
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Psychological
Harassment at Work
The first thing you have to do is remain calm.
It’s not always easy to remain calm when your means of substance
that you and your family depend on are threatened or when your
career is threatened but this is what you need to do. When
Psychological Harassment, Bullying, or Mobbing is used and you are
threatened you can become suspicious or paranoid and this is also
sometimes the intention of the people using these psychological
tactics. So you also need to control these thoughts and paranoia. It
is also sometimes the intention to make you seem emotionally or
psychologically unstable and you also need to control your
emotions such as fear and anger.
The battle field is a psychological one and not a physical one.
Do not expect the people using these tactics, knowledge or
technologies to attack you physically or verbally threaten you
physically. These are recognized crimes. They will use psychology
or psychological manipulations to threaten you to induce stress and
try to destroy your self-esteem and self-confidence for example.
Do not let the behavior of others influence or change yours
unless you believe it to be in a positive or constructive way.
If you believe people are conspiring against you, spreading rumors,
trying to sabotage your work, or trying to upset you do not try to
do the same and do not treat them in an aggressive, angry, rude,
or threatening manner. Remain calm, composed, and respectful.
You can discuss the issue and this usually clears up
misunderstanding.
You need to read and learn as much as you can about
Psychological Harassment, Bullying, and Mobbing.
By reading more about Psychological Harassment, Bullying, and
Mobbing you will be better able to understand how you are being
psychologically manipulated or harmed and what the tactics,
knowledge or technologies being used against you are. You will be
able to more easily identify them and explain or describe them to
other people such as a Human Resource representative and also
find out what laws or policies apply to you. This brings us to the
next thing that you need to do.
You need to keep a journal of events that you believe where
part of Psychological Harassment, Bullying, or Mobbing
tactics.
You may be asked to undergo a psychological evaluation at one
Bullying What To Do
Tactics
Terms of use
point and it is still common practice for psychiatrists to tell victims
of Bullying that they have thoughts of persecution, paranoid
delusion, stress and anxiety, burn out, feel depressed or are
depressed due to a chemical imbalance and that by taking
medication these ideas or thoughts will go away. This is why you
need to keep a journal of events. You need to document what was
said, what the actions were, how they were interpreted by you and
how they made you feel, date, time, location, and who else was
present. You can then use this journal to discuss these events with
this medical professional and help them get a clearer understanding
or make a better evaluation of your situation. It’s also true that the
skill level of the people using these kinds of tactics or strategies
can be lower or higher than others and that the tactics may
become harder to document because they are not as obvious or
more subtle. The psychological construction of what is called “catch
22’s” can also be used such as false accusations or degrading
themes (see Psychological Manipulation). This tactic is an obvious
one for people familiar with Psychological Harassment or
Manipulation.
You need to protect your brain and body. The attacks are
psychological but they do have a physical effect on the brain
and body.
When you are going through the phenomenon of Bullying it can be
very stressful. Over a long period of time it can have serious
consequences on your health. You need to take the proper actions,
nutrition and exercise, to protect and reduce the effects on your
brain and body. For example short duration interval training of 20
minutes, walking 2 minutes and running 30-60 seconds, can
counter act the cortisol and stress in your body by releasing
chemicals, oxygenating your brain, reducing anxiety, and returning
your body to a relaxed state. (see Reducing Stress)
Take action when you believe there may be a problem and
do not procrastinate.
If you believe your supervisor has started to use Bullying tactics
and is now overloading your workload for example, you need to
address the situation by speaking to this supervisor and discuss
why you believe you will not be able to achieve a deadline and how
or when you may be able to accomplish the given task. Do not wait
for the deadline to address the issue and then claim that it was an
unrealistic demand. If someone engages in unwanted behavior you
should let them know that it is unwanted or not appropriate as
soon as possible.
Do not isolate yourself or let yourself be isolated.
Bullying What To Do
Discuss the issue of Psychological Harassment, Bullying, Mobbing,
and what is happening to you with friends, family members, other
medical professionals or psychologists, legal representatives, your
union, labor organizations, political representative and anyone else
that you can think of that would be able to give you information,
advice, or help. This is the last thing that the people using these
kinds of technologies, tactics, and strategies would want you to do
and by doing this you help promote awareness of this topic.
Videos | Mobbing
Psychological
Harassment
Information
Association
Bullying Bullying
Survey Bullying
Forum
Bullying
Reporting System
Tell Your Friends
Awareness &
Prevention
http://www.psychologicalharassment.com/bullying_case_example.htm (1 of 12) [11/18/2008 10:16:23 AM]
Bullying
Tactics and
Strategies
Revealed
Indirect
Communication
Indirect Threats
Conditioning
your mind
Negatively or
Positively
Rejection
Hurts The
Never Ending
Test
Intrusive
Thoughts
(Degrading
Themes)
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility
and Vulnerability
Ideation used to
Manipulate
Victims
Credibility and
Psychological
Warfare
Covert Type
Investigations
Fear of Fear and
Attacks to the
Honor
View on Reality
Manipulation
Home
Ivan Pavlov
Psychological
Manipulation
Technology
Advanced
Technologies
Psychology Videos
The Brain Video
Stress and Stress
Management
Stress Effects
Suicide Factors
Prevention
Degrading Themes
Words
Conclusion
About Us
Contact Us
Feedback
Tools & Docs
Downloads
Portal (News)
Links
All Videos
Bullying
Bullying What To Do
Bullying FAQ
Bullying Videos
Bullying Reporting
System
Bullying Forum
Bullying Survey
Bullying Wiki
Mobbing
Laws
Psychological
Harassment at Work
Psychological Harassment (Bullying and
Mobbing) Case Example
The opinions and comments in the emails are given as concerned
individuals and nothing more.
An email conversation
The content has been modified to make it more readable and we
make no claims to the validity of the content.
Email Received:
I want to mention a tactic I believe was used against me here at
work. Tell me what you think. This one particular employee would
stand to the side of me or behind me and stare at me continuously
(let’s say anywhere from 30 seconds to a few minutes). He would
only stop when I would return his stare. I soon started doing the
same to him and he now doesn't do this anymore.
Was he purposely trying to induce paranoia?
Email Response:
How do you know he was staring at you if he is standing behind
you?
Standing behind a person and talking or whispering threats is a
tactic and usually a serious one but this isn’t what’s happening.
I don’t think this person is trying to induce paranoia in any way.
You are not in a psychological war and there are no other
psychological manipulations used. Who is this person and has
anything else happened in the past?
It’s common for people to stare at other people for a great number
of reasons. Why don’t you ask him the next time? Not in an angry
fashion but just “hey, how come you’re always starring at me?”
don’t assume negative or bad intentions.
Email Received:
I know what I know and this guy would repeatedly stare at me, I
would describe it as eyes burning a hole in my back! He would also
do it in my peripheral vision and so I knew for a fact he was doing
it. No one else would do it but him and like I said he got a taste of
his own medicine a few times and now he's stopped doing it,
coincidence? And yes other things have happened in the past too.
As for whispering things behind my back, from the little foreign
language he was using that I know I would say yes. The word
xxxxxx (which means 'no good') were repeated many times in my
Tactics
Terms of use
presence (it is the only word they taught me in this foreign
language)... coincidence? I'm not saying that there is this big
conspiracy against me, but these were tactics used against me
during my first 2 years of employment here. Most of them have
stopped. And as for saying something in response to being stared
at, I would say stuff like 'what do you want' or 'how can I help you'.
Email Response:
If it is true and the intent is used to induce paranoia don’t let these
ideas get the better of you. You need to control these ideas and the
paranoia that is tried to be induced. See the What To Do page and
there is a part about paranoia.
I don’t really believe that this person is really using these tactics. It
could be a number of different things. You don’t know what this
person is thinking. Maybe he is trying to annoy you. Maybe he does
know it’s bothering you but I doubt that he thinks he’s inducing
paranoia or trying to induce paranoia.
People do stare at other people all the time.
As for behind your back, I meant literally stand behind you and
whispering threats.
Email Received:
The paranoia isn't that bad, perhaps the word 'makes me more selfconscious' would have been better. Yes they weren't death threats
said behind my back but after hearing the words "no good" in your
presence a couple a hundred times (literally) you would begin to
wonder. I don't believe that threats have to be vicious to inflict
harm on someone!
Yes there is always the benefit of the doubt that these acts were
not deliberate. However, after repeated gestures and using
different tactics, I am 100% certain these tactics were deliberate.
The people I work with are not stupid; most of them have a PhD or
medical degree from other countries.
There are many other ways to induce paranoia and psychological
harm on people that aren't mentioned on your website. One of
them is staring as I spoke about. Like I said, I did it to him many
times now and I know he doesn't like it and so he stopped doing it
to me. Maybe this isn't easy for you to understand and I wouldn't
want you to be subjected to it either. And what can bother one
person may not bother somebody else. For example, dragging ones
feet on the floor can be bothersome to some people but not to
others. Further, someone may feel that the other person is
deliberately dragging their feet to annoy them. However, dragging
of the feet is a bad habit and done everywhere and at all times, it is
not intent on one person. I hope you understand what I'm trying to
convey.
Email Response:
Ok, let me know what else they’ve done.
If they taught you and know you understand the foreign words “no
good” and keep repeating it near you and aimed at you indirectly or
indirect insinuation it probably is an attempt to attack your selfesteem.
If they have started using these tactics read the What To Do page
and create your journal but don’t change your behavior, or try to
do the same, and try not to let it affect you. Expose their
incompetence and the fact they are cutting corners in your lab. Use
HR to voice your concerns about the lab procedures and quality
control. Etc..
If they are using these tactics to induce paranoia it’s to make you
look unstable or look bad if you plan on filing a complaint. Maybe
they want to put themselves up as the dominate lab group. “do it
our way or we are the bosses”. Expose their incompetence, you do
work there and if the reputation of the lab is harmed it can also
harm you since you worked there. If you see a problem with quality
control or see them cutting corners let HR know and the manager
as well. Keep the emails you send them.
Trying to associate threats or negativity to common gestures is a
tactic or psychological manipulation. It’s called classical
conditioning. It’s used to induce disorders such as paranoia and to
discredit the victim.
Email Received:
Apparently (as informed by a colleague who interviewed her) there
was a woman of the same ethnic and nationality who also applied
for the position I currently hold. She didn’t get the job, I aced the
interview and she didn’t (she couldn’t answer the simplest
questions about PCR!). These lab people wanted her there and so
too did the lab director (one day he actually told me that this
woman had more experience than I did). It’s a good thing these
guys weren’t the ones making the final decision in hiring.
During my first two years of work, the lab people of this same
ethnic and nationality kept telling me to find a better job, that
there was more out there for me. So this plus the tactics makes a
clear picture that they want their own person in there. I was also
told by the lab director that my job there was temporary.
The funny thing about this one person is that at times he can be
real nice and then commit to these behaviors?
I do document irregularities.
You learn soon in life that having good intentions at work isn't
enough. I went there hoping to make a difference, for the good,
help society. But soon work politics and psychological harassment
takes place. I guess that’s how it is.
Email Response:
Who hired you and made the final decision to over ride all these
people and what they wanted?
Is your position permanent or temporary?
Don’t let this nice to bizarre behavior act fool you. It’s really just
used to confuse and manipulate you. To leave you wondering why
they are acting this way or doing this.
First they gave you hints that they didn’t want you there. And then
probably started with subtle bizarre behavior to let you know
something was going on to make you paranoid and seem unstable.
They taught you one word “no good” and used it and did the
staring thing. What else have they done? Try to remember.
Email Received:
I've been there for over 4 years now. The lab director is not of this
ethnic and nationality, but the lab workers of this group are of the
same ethnic and nationality and really like him (apparently he gave
them a big raise, overtime hours and work premiums i.e. $).
I was interviewed by a genetics’ councilor who used to work in the
lab (apparently she didn't get along well with one of those guys)
and by a fellow lab technologist. I'm assuming she had the final
decision.
The position is permanent.
The only word they taught me was this word “no good”. When I
started saying “hello” in this language, they told me that people
don't say this (I get the impression the only word they wanted me
to know was “no good”).
Yes his nice act is confusing. One minute he's nice and the next
he's coughing phlegm and gob all over the place. This was a tactic
he repeatedly used. I'll try to describe it the best I can. He (and the
other employee of this group) would clear the phlegm from their
throat whenever they would approach me, whether it was in the
lab, coffee room or bathroom. At first I wasn’t sure whether they
had TB or were trying to annoy me. Then I realized they would do
it directly behind me. Also, they only seemed to do it when they
were close to me and never far from me, say down the hall. I was
continuously bombarded with those noises.
No staring in a long time and no “no good” said in a long time. It's
like they’ve given up on trying to get rid me.
Our positions in the lab are rotated after a period of time. My
position hasn’t been rotated in several years.
Other tactics include trying to belittle me in front of newcomers. He
once introduced me as “this is a lab technician” and then
introducing the other lab technician from our lab as “this is our very
best lab technician so and so.” He would also ask me personal
questions like 'do I go to massage parlors?' or 'you are (an ethnic
or nationality), you must snort coke right?' or telling me that
'homosexuals should be killed' (what if I was gay).
The lab director also did a few strange things. He once asked me if
I can get him some pot (I said no of course). He also mentioned
that he smokes every night but that he should quit. He also took
me out for coffee once to confide in me that he has a terrible crush
on the lab secretary. After an AIDS awareness meeting we both
attended, he asked me to come over his house, hit the hot tub and
sleep over (just the two of us?).
I know many of these arguments must sound silly but I would take
work real seriously and these types of questions and scenarios
were demeaning.
This is all that comes to mind for the moment, I'm sure there is
more that will pop in my head while sleeping tonight.
As for cutting corners this is not allowed. What you can do however
is try new procedures to cut time and if these work, change the
protocol so that it becomes official.
I hope this doesn't sound too off the wall.
Email Response:
This does not sound off the wall at all.
These are tactics. And they probably did try to get rid of you.
Coughing phlegm and other similar actions done behind you or
around you is a tactic. There’s a pattern that it is only done when
behind you are in close proximity to you. It also started and ended.
It’s a kind of projection towards you of something unwanted
(rejection) and gross or revolting. You should address this kind of
issue with them directly or with HR to let them know that it’s not
just annoying and distracting but also rude, disrespectful and
improper social etiquette.
They intentionally taught you one word “no good” and didn’t want
you to use any others like “hello” and then used this word in their
psychological manipulations. They used it to attack your self
esteem and induce paranoia. Rejection or social rejection can also
affect your self-esteem. (Disapproval)
The lab director and this group seem to have an understanding or
alliance for their own benefit and not that of this lab.
Belittling other people is also a tactic.
Personal attacks or an attack to your ethnic or nationality is
another.
Claiming that your position is temporary instead of the fact that it
is a permanent position is a kind of threat.
The other tactics are pretty serious. They didn’t try to use any
personal information in their tactics but they did try to get personal
information from you. Remember that phrase “get me some dirt on
that guy”. I believe they tried to obtain this kind of information
from you. Some people will also act as friends for several months
to get this kind of personal or confidential information. An example
of this may be the lab director confiding personal information to
you for you to do the same. These people are not your friends. The
lab director also used a degrading theme, homosexuality, and it
had a desired effect on you. I’m sure they know you are not
homosexual but it is an attack to your dignity. Using false
insinuations is also a tactic. The comment about killing
homosexuals is probably an indirect threat and yes, what if you
were homosexual. That would make it a more direct threat.
Sometimes a lot of maneuvering is used to hide threats or the
obviousness of a threat. Having illegal drugs on you or giving illegal
drugs to a fellow employee in the workplace is usually grounds for
dismissal and this could have then been used as a threat in the
sense of leave or we will harm your career and personal life. The
same is true for your lab director, asking employees for drugs can
also be grounds for dismissal.
The affects are reduced when you realize the intentions are to
cause a desired affect by attacking your dignity. Laughter is the
best medicine.
Be respectful and polite at all times. Don’t confuse this with not
being professional and exposing incompetence or procedure failures
if you see any and you should also address the issue of position
rotations. The lab director should or is well aware of the fact that
your position has not been rotated as it’s supposed to have been
for a very long time.
What was your stress level during this time period or the first 2
years? What is it now?
Email Received:
Stress level during the first two years was very high (I constantly
felt guilty of something). One student from a neighboring lab once
asked me why I look guilty. I am much less stressed now, but
because of that conditioning thing, I sometimes expect a stare or a
cough / throat clearing event to happen when they are in the
vicinity.
As for the homosexual incident, it was the fellow lab technologist
who said 'homosexuals should be killed'. I then went to see the lab
director about this, hoping he would do something about this, but
he just simply replied something like 'we are all adults here and
people can say what they want and there is nothing I can do about
it so just get used to it. This wasn't the response I was hoping to
hear.
Email Response:
When the fellow technologist said homosexuals should be killed.
How did you feel? Did you feel threatened or as if he had just
threatened you?
It’s like this, If a group makes subtle hints or insinuations about
you being of a certain ethnic for example (even though they
probably know you are not), and then one of them says something
like all the people of this ethnic should be killed, it’s an indirect
threat to you because of the maneuverings or less visible or
obvious but still a direct threat to you.
Another thing is that degrading themes are often used to prevent
people from coming forward as mentioned on the website. This
may or may not have been his intention by using a degrading
theme to threaten you but it is often the way it is used. For
example the person may have some reservations about claiming
that he felt personally threatened by a threat that is made towards
homosexuals.
As for your lab director, you addressed the issue. His response is a
typical one but given the fact that he is also a participant, it is also
probably a planed or calculated one.
How did you feel during that period of time?
How did you see yourself or value yourself?
How would you rate your self-esteem during this time period?
Did you feel depressed during this time period?
Email Received:
At the time I was recently divorced and single. And yes I did feel it
was a threat as in their minds I may have been gay (i.e. divorced
guy no girlfriend). I also felt that it may have been a tactic to
eliminate gay people from working in the institute (i.e. only
heterosexual’s work here). This was an educated man saying this,
not some ignorant relative.
Working here didn't feel good. Among other things, there was
constant bombardment of noises, the staring, and the 'no good'
being projected... I was able to withstand this treatment, in my
opinion, due to my perseverance and putting up with the shit
around you just to make a living. At first I thought my bad
experience here was some kind of initiation rites (like university
kids trying to get into a frat but are being mistreated at the
initiation party), but it dragged on too long. At other times I felt
this mistreatment was a control mechanism of theirs and in my
head I kept telling myself they can try all they want but I won't be
theirs. At times I wasn't sure if they were trying to get rid of me or
purposely mistreating me to lower my self-esteem (as a
consequence self-worth and self-esteem take a toll), resulting in
me feeling of 'I'm lucky enough to have this job'. (Similar to
Stockholm syndrome where the victim falls in love with his captor).
But I survived and compared to people working in small time
factories for example, I still believe I am still better off.
I wouldn't say I was depressed as I would jog a lot and go to the
gym to 'release' the toxins of work.
Email Response:
I don’t think I got a reply about this question.
Did the phlegm thing start from day one?
You noticed it all of sudden. Why?
They were doing it in different places and all of sudden it was
always or concentrated behind you or in your proximity?
Did they associate it to something? For example did one of them
say something like “no good” and then do the phlegm thing?
Email Received:
The phlegm thing started from day one. At first I thought it was
just their usual self (I’m sure they do this at home too) but they
started doing it directly behind my head, beside me or as they
would pass by or when they were in my vicinity. To add a funny
story to this, there were times when they needed a favor from me
(let’s say to help them fix an ill functioning machine) and I knew
they needed a favor as they would stop the throat clearing and
phlegm sounds for a while, ask me for the favor and soon after
start with the sounds again. It was a game to them. This and the
fact that they slowed down in frequency when I started doing it to
them, made me realize that this was a tactic. I don't believe they
associated it to any word however (I guess they weren't that smart
after all). Actually, the only association was when they needed a
favor, they were nice to me, didn't make any noises and then after
the favor would make noises again (this really drove me mad).
The more questions you ask the more that comes to mind, I guess
I repressed some of it.
Email Response:
So that would indicate that they know or are aware that it is
affecting you in some way. They used what maybe a common
behavior to them and modified it. One of the ways they used it was
to frustrate you.
Associating different common actions, words, or noises to a threat
or negativity is also a tactic. It’s also used to induce paranoia and
leave the victim wondering who else is participating or if a common
action from an individual was just a common action or intent on
psychological harassment. This also places innocent people in other
environments or other locations at risk. An unsuspecting person
could provoke a victim of these tactics by using a common word,
action, or noise. (see also Constant State of Interrogation on the
Psychological Manipulation page)
What you did is ok by imitating them but keep in mind that you
should never do like them or try to use these kinds of tactics back
on them or engage them in this kind of a war. It’s not part of your
beliefs or values and there are many reasons why you shouldn’t.
Being true to your beliefs and values is also a self-esteem or self
confidence factor. It also involves negativity instead of positivity.
Create your journal. (see the What To Do page)
It may not be obvious to you but by them stopping it doesn’t mean
you had a kind of victory, it may be the case that you did. I don’t
want to take anything away from what you did because I think at
least you fought back in some way. The reason is because when
you engage them using these kinds of tactics they want to
manipulate you into acting or behaving the same way they are and
fight the same way they are or using the same tactics. This will go
contrary to your personal beliefs or values and can affect your selfesteem. They may even try to reverse it claiming that you are the
one using these tactics and they never were, something wrong with
you, or you are sabotaging the work or productivity of others. If
you do mimic them or use the same tactics you can’t really deny
that you did. You’ll claim that you did but they started and they will
say no, it’s all in your head and you started doing this to them and
effected productivity. This could be grounds for dismissal.
In some cases they may even ask for you to consult a qualified
medical professional, a psychiatrist, which would probably further
discredit you by claiming that you are suffering from a
psychological disorder or paranoid delusions and that this was all in
your head. Your continued stay in this employment would then
probably be attached to a condition of you undergoing therapy
which would involve you taking medication and acknowledging the
fact that this was all in your head or caused by a psychological
disorder.
Use the Journal. Document what they do and expose them. Do not
do the same as they do. I know you wouldn’t but I wanted you to
understand some of the reasons why.
Email Received:
Another justification came to mind as to why they would make
those noises: to make me a tougher guy. I know this one sounds
weird, but maybe in their minds I was a bit weak and so by
constantly making those noises it would get me used to this and in
effect a stronger person. But then again as I said in the previous
email, they wouldn't make them when they needed a favor, so
maybe that theory can be blown out the window.
Perhaps I expected a perfect world with perfect people, perhaps I
always saw the good in people and not the bad, gave them the
benefit of the doubt. Like I said they were nice to me at times and I
found this very confusing.
Could it be that they were doing this to make me a stronger
person, were they trying to help? Were they trying to control me
and make me stay there (as I do value myself as a valuable asset)?
Or am I deluding myself, maybe they do want me out? These
questions will not have definitive answers, only time will tell.
Email Response:
Like I mentioned before don’t be fooled by their nice guy to bizarre
behavior routine. It’s meant to confuse you.
It’s all right to think of any possibilities as to why they would do
this but don’t be fooled. As a person who has benevolent intentions
and good values you may believe or examine the possibilities that
their intentions may somehow have a good intention, benevolent,
or beneficial to you. You will also normally reject the idea that their
intentions are to harm you, why would anyone want to harm you or
the fact that anyone would do this to another person or someone
else. This is a normal phenomenon for victims of these tactics. This
phenomenon is exploited or used, but again, don’t be fooled.
Trust me; there was nothing beneficial, benevolent, positive, or
good in their intentions. There is a positive result because of the
way you conducted yourself, what you learned, and you are
probably a wiser and stronger person because of it. It’s also a
phenomenon that they may also try to take credit for or try to lead
you to believe was their intention. You should note that when you
take action or fight back it can build self-confidence and selfesteem and this can also be an attempt to reduce that
phenomenon.
Videos | Mobbing
Bullying and Mobbing FAQ
Psychological
Harassment
Information
Association
Bullying Bullying
Survey Bullying
Forum
Bullying
Reporting System
Tell Your Friends
Awareness &
Prevention
http://www.psychologicalharassment.com/FAQ.htm (1 of 4) [11/18/2008 10:16:26 AM]
Bullying
Tactics and
Strategies
Revealed
Indirect
Communication
Indirect Threats
Conditioning
your mind
Negatively or
Positively
Rejection
Hurts The
Never Ending
Test
Intrusive
Thoughts
(Degrading
Themes)
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility
and Vulnerability
Ideation used to
Manipulate
Victims
Credibility and
Psychological
Warfare
Covert Type
Investigations
Fear of Fear and
Attacks to the
Honor
View on Reality
Manipulation
Home
Ivan Pavlov
Psychological
Manipulation
Technology
Advanced
Technologies
Psychology Videos
The Brain Video
Stress and Stress
Management
Stress Effects
Suicide Factors
Prevention
Degrading Themes
Words
Conclusion
About Us
Contact Us
Feedback
Tools & Docs
Downloads
Portal (News)
Links
All Videos
Bullying
Bullying What To Do
Bullying FAQ
Bullying Videos
Bullying Reporting
System
Bullying Forum
Bullying Survey
Bullying Wiki
Mobbing
Laws
Psychological
Harassment at Work
Psychological Harassment (Bullying and
Mobbing) FAQ
Is Psychological Harassment Bullying or Mobbing? Are these the
same?
Why do some websites use the word victim and others target?
How does Psychological Harassment affect workplace performance?
Are you providing information that people will use to target other
people?
Is Psychological Harassment Bullying or Mobbing? Are these
the same?
Their intention is similar but they don’t usually have the same
definitions or scope. The definition or scope of some words used is
also changing or the same word can have a different definition or
scope in different laws or policies. Some words used are not as
clear or obvious and can also be deceptive in a way.
Mobbing: Dr. Heinz Leymann (www.leymann.se), an industrial
psychologist and medical scientist with an M.D. in psychiatry
pioneered the research on MOBBING in Sweden in the early
eighties. The Swedish government and people were the first to
recognize the issue and create a law in 1994.
Bullying: The origin of bullying comes from a school yard bully that
uses physical intimidation and aggressiveness on a weaker person.
The definitions of Mobbing and Bullying usually always include
threats, intimidation, aggressive behavior, and verbal abuse but
may not have all of the psychological or mental attributes that
Psychological Harassment does.
In our opinion the meaning of the words Psychological Harassment
is clear and obvious as to the fact that it deals with the mind
(psychological). It is also clearly linked to other similar terms using
the word psychological such as psychological abuse, psychological
violence, and psychological torture. It is also clearly linked to the
study or field of psychology. Psychology is usually the expertise of
psychologists and psychiatrists. These two professions should have
more knowledge of “harmful psychology”. How psychology harms
or is used to harm others (physical and psychological effects) and
why it can cause people to harm themselves or others physically.
(See the Words page)
Why do some websites use the word victim and others
target?
We use the word victim because its definition is clear and obvious.
Tactics
Terms of use
It also implies that a type of crime has been committed against the
person (psychological and physical effects). There is no shame or
weakness in the word victim and there shouldn’t be any either.
The word target isn’t always clear as to what it implies and can be
applied differently as well. It’s used in the sense that the person is
a target but in a movie a bad person can also be a target. Some
victims can mistakenly believe or be led to believe that what is
happening to them is somehow their fault. There is no confusion
about the word victim.
The meaning of the words victim and target are not the same.
How does Psychological Harassment or Bullying and
Mobbing affect workplace performance?
Psychological Harassment or Bullying and Mobbing can have
different effects on the person's health (psychological and physical)
and performance can be reduced due to their absences from work
and also by their reduced capabilities when actually present for
work. It can also be costly for many other medical reasons.
Psychological Harassment can also reduce collaboration and
communication between colleges or teams and reduce their
performance. Team members may actually try to sabotage each
other.
A stressed person's cognitive abilities are reduced and they may
not be as efficient at solving problems or issues.
An employee that is properly motivated and not highly stress by
the use of threats or other factors out performs, short term and
long term, an employee that is not properly motivated. An
employee still has to reach or surpass performance objectives that
are realistic.
Psychological Harassment can effect employee retention and
increase training and recruitment costs.
A healthy work environment out performs one that isn't. There are
many articles that claim that a happy employee out performs
others.
An organizations reputation can be damaged for not being known
as having a healthy environment and by different possible liabilities.
Are you providing information that people will use to target
other people or victims?
Psychological Harassment can be unintentional or intentional.
When it’s unintentional the people involved need to understand
how and why they are harming themselves in order to take
preventive measures.
When it’s intentional the people using these tactics and
Psychological Manipulations already have the knowledge and it’s
the victim that usually does not have the information or support for
help. The victim usually does not understand or is unable to explain
how they are being stressed, manipulated, and harmed.
In order for workplace policies and laws to be created information
is needed. If there is no information, documentation, and facts then
it remains invisible. No measures are taken and there is no
prevention.
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(Conclusion page states that some people are driven to poverty, homelessness, and suicide)
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abcnews.go.com - ABC News Video (Does Bullying Affect Risk of Depression?)
abcnews.go.com - ABC News Video (NYC Schools Launches Anti-Bullying Program)
abcnews.go.com - ABC News Video (Bullied Boy Fights Back on The Web)
abcnews.go.com - ABC News Video (Search for Bullies)
abcnews.go.com - ABC News Video (More Girls are Beating The Bullies)
abcnews.go.com - ABC News Video (Students Fight Back Against Bullies)
abcnews.go.com - ABC News Video (Bullying Turns tragic For One Teen)
abcnews.go.com - ABC News Video (Protecting Kids From Cyberbullying)
abcnews.go.com - ABC News Video (Bullying Online)
abcnews.go.com - ABC News Video (Bullying)
abcnews.go.com - ABC News Video (MySpace Suicide Prompts Parental Activism)
abcnews.go.com - ABC News Video (Watch Out, Office Bullies!)
CNN.com - CNN News Video (Mom buys gun for troubled teen)
CNN.com - CNN News Video (Lawsuit targets school bullies)
CNN.com - CNN News Video (Bullied to death?)
CNN.com - CNN News Video (Cyber vigilantes on attack)
CNN.com - CNN News Video (MySpace suicide: Call to act)
CNN.com - CNN News Video (No charges in MySpace suicide)
CNN.com - CNN News Video (Beware of the bully)
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Positively
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The Cyber Bullying and School Bullying
Reporting System
The Bullying Reporting System is free and volunteer based. There
are no fees of any kind for any schools, any organization, or
anyone but volunteers are needed for this system to function. It
was created to work in collaboration with the cyber community to
address the issue of online Bullying and to work in collaboration
with any school volunteers to address the issue of Bullying and any
reported bullying incidences.
The Bullying Reporting System is simple to use and user friendly.
Anyone can create a ticket or report Bullying content that is on a
bulletin board for example. The ticket worker (volunteer) can then
respond by asking for more information, email based
communication, or contact the bulletin board to inform them of the
content. Most of the cyber community are willing to address this
issue, have rules, and will usually remove the content and warn or
ban offending members.
The reporting system works the same way for schools. A student or
parent can submit a ticket or report of a Bullying incident. The
ticket worker (volunteer) can then respond by asking for more
information, email based communication, or contact the
participating school volunteer or designated person. The
communication is email based and the school volunteer or
designated person's email would be required.
Send us a question or let us know what your needs or concerns are
through this system and you will see first hand how this system
works.
Go To The Cyber Bullying and School Bullying Reporting
System
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Bullying
Tactics and
Strategies
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Communication
Indirect Threats
Conditioning
your mind
Negatively or
Positively
Rejection
Hurts The
Never Ending
Test
Intrusive
Thoughts
(Degrading
Themes)
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility
and Vulnerability
Ideation used to
Manipulate
Victims
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Psychological
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Honor
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The section bellow was taken from Wikipedia, the free
encyclopedia on (28-01-2008) and will be updated regularly to
add any changes, modifications, or updates.
Bullying is the act of intentionally causing harm to others
through verbal harassment, physical assault, or other more
subtle methods of coercion such as manipulation. Bullying can be
determined in many different ways Although the UK currently has
no legal definition of bullying, [1] some US states have laws
[2]
against it.
In colloquial speech, bullying often describes a form of
harassment perpetrated by an abuser who possesses more
physical and/or social power and dominance than the victim. The
victim of bullying is sometimes referred to as a target. The
harassment can be verbal, physical and/or emotional.
Many programs have been started to prevent bullying at schools
with promotional speakers.
Norwegian researcher Dan Olweus defines bullying as when a
person is "exposed, repeatedly and over time, to negative actions
on the part of one or more other persons." He defines negative
action as "when a person intentionally inflicts injury or discomfort
upon another person, through physical contact, through words or
[3]
in other ways."
Bullying can occur in any setting where human beings interact
with each other. This includes school, the workplace, home and
neighborhoods. Bullying can exist between social groups, social
classes and even between countries (see Jingoism).
Bullying behavior
Bullying is an act of repeated aggressive behavior in order to
intentionally hurt another person. Bullying is characterized by an
individual behaving in a certain way to gain power over another
person (Besag, 1989). Behaviors may include name calling,
verbal or written abuse, exclusion from activities, exclusion from
social situations, physical abuse, or coercion (Carey, 2003;
Whitted & Dupper, 2005). Bullies may behave this way to be
perceived as popular or tough or to get attention. They may bully
out of jealousy or be acting out because they themselves are
bullied (Crothers & Levinson, 2004).
Bullying Wiki
Tactics
Terms of use
USA National Center for Education Statistics suggests that
bullying can be broken into two categories: Direct bullying, and
[4]
indirect bullying which is also known as social aggression.
Ross states that direct bullying involves a great deal of physical
aggression such as shoving and poking, throwing things,
slapping, choking, punching and kicking, beating, stabbing,
[5]
pulling hair, scratching, biting and scraping.
He also suggests that social aggression or indirect bullying is
characterized by threatening the victim into social isolation. This
isolation is achieved through a wide variety of techniques,
including spreading gossip, refusing to socialize with the victim,
bullying other people who wish to socialize with the victim, and
criticizing the victim's manner of dress and other sociallysignificant markers (including the victim's race, religion,
disability, etc). Ross (1998)[5] outlines other forms of indirect
bullying which are more subtle and more likely to be verbal, such
as name calling, the silent treatment, arguing others into
submission, manipulation, gossip/ false gossip, lies, rumors/ false
rumors, staring, giggling, laughing at the victim, saying certain
words that trigger a reaction from a past event, and mocking.
Children's charity Act Against Bullying was set up in 2003 to help
children who were victims of this type of bullying by researching
and publishing coping skills.
Effects
The effects of bullying can be serious and even fatal. Mona
O’Moore Ph. D of the Anti-Bullying Centre, Trinity College Dublin,
said, "There is a growing body of research which indicates that
individuals, whether child or adult who are persistently subjected
to abusive behavior are at risk of stress related illness which can
[6]
sometimes lead to suicide".
Victims of bullying can suffer from long term emotional and
behavioral problems. Bullying can cause loneliness, depression,
anxiety, lead to low self-esteem and increased susceptibility to
[7]
illness.
The National Conference of State Legislatures said:
"In 2002, a report released by the U.S. Secret Service
concluded that bullying played a significant role in many
Bullying Wiki
school shootings and that efforts should be made to
[8]
eliminate bullying behavior."
Characteristics of bullies
Research indicates that adults who bully have personalities that
are authoritarian, combined with a strong need to control or
dominate.[9] It has also been suggested that a deficit in social
skills and a prejudicial view of subordinates can be particular risk
[10]
factors.
Further studies have shown that while envy and resentment may
be motives for bullying,[11] there is little evidence to suggest that
bullies suffer from any deficit in self esteem (as this would make
[12]
it difficult to bully).
Researchers have identified other risk factors such as quickness
to anger and use of force, addiction to aggressive behaviors,
mistaking others' actions as hostile, concern with preserving self
[13]
image, and engaging in obsessive or rigid actions.
Bullying may also be "tradition" in settings where an age group
or higher rank feels superior than lowerclassmen.
It is often suggested that bullying behavior has its origin in
childhood:
"If aggressive behaviour is not challenged in childhood,
there is a danger that it may become habitual. Indeed,
there is research evidence, to indicate that bullying during
childhood puts children at risk of criminal behaviour and
[6]
domestic violence in adulthood."
Bullying does not necessarily involve criminality or physical
violence. For example, bullying often operates through
psychological abuse or verbal abuse.
Bullying can often be associated with street gangs, especially at
school.
History of bullying
High-level forms of violence such as assault and murder usually
receive most media attention, but lower-level forms of violence
Bullying Wiki
such as bullying, has only in recent years started to be addressed
by researchers, educators, parents and legislators (Whitted &
Dupper, 2005).
It is only in recent years that bullying has been recognised and
recorded as a separate and distinct offence, but there have been
well documented cases the were recorded in a different context.
The Fifth Volume of the Newgate Calendar [14] contains at least
one example where Eton Scholars George Alexander Wood and
Alexander Wellesley Leith were charged, at Aylesbury Assizes,
with killing and slaying the Hon. F. Ashley Cooper on February
28, 1825 in an incident that would now, surely be described as
"lethal hazing"[15]. The Newgate calendar contains several other
examples that, while not as distinct, could be considered
indicative of situations of bullying.
Types of bullying
School bullying
Main article: School bullying
In schools, bullying usually occurs in areas with minimal or no
adult supervision. It can occur in nearly any part in or around the
school building, though it more often occurs in PE, recess,
hallways, bathrooms, on school buses and waiting for buses,
classes that require group work and/or after school activities.
Bullying in school sometimes consists of a group of students
taking advantage of, or isolating one student in particular and
gaining the loyalty of bystanders who want to avoid becoming
the next victim. Targets of bullying in school are often pupils who
are considered strange or different by their peers to begin with,
making the situation harder for them to deal with. Some children
bully because they have been isolated, and they have a deep
need for belonging, but they do not possess the social skills to
[7]
effectively keep friends (see social rejection).
Bullying can also be perpetrated by teachers and the school
system itself: there is an inherent power differential in the
system that can easily predispose to subtle or covert abuse,
humiliation, or exclusion - even while maintaining overt
[17]
commitments to anti-bullying policies.[16]
School shootings receive an enormous amount of media
attention. The children who perpetrate these shootings
sometimes claim that they were victims of bullying and that they
Bullying Wiki
resorted to violence only after the school administration
repeatedly failed to intervene.[8] In many of these cases, the
victims of the shooters sued both the shooters' families and the
[18]
schools.
Some suggest these rare but horrific events have led schools to
try harder to discourage bullying, with programs designed to
teach students cooperation, as well as training peer moderators
in intervention and dispute resolution techniques, as a form of
[citation needed]
peer support.
American victims and their families have legal recourse, such as
suing a school or teacher for failure to adequately supervise,
racial or gender discrimination, or other civil rights violations.
Special education students who are victimized may sue a school
or school board under the ADA or Section 504.
Workplace bullying
Main article: Workplace bullying
According to the Workplace Bullying and Trauma Institute
workplace bullying is "repeated, health-harming mistreatment,
verbal abuse, or conduct which is threatening, humiliating,
intimidating, or sabotage that interferes with work or some
combination of the three."[19]. Statistics show that bullying is 3
times as prevalent as illegal discrimination and at least 1,600
times as prevalent as workplace violence. Statistics also show
that while only one employee in every 10,000 becomes a victim
of workplace violence, one in six experiences bullying at work.
Bullying is also far more common than sexual harassment and
verbal abuse.
Unlike the more physical form of schoolyard bullying, workplace
bullying often takes place within the established rules and
policies of the organization and society. Such actions are not
necessarily illegal and may not even be against the firm's
regulations; however, the damage to the targeted employee and
to workplace morale is obvious.
Particularly when perpetrated by a group, workplace bullying is
sometimes known as mobbing.
Cyber-bullying
Main article: Cyber-bullying
Bullying Wiki
According to Canadian educator Bill Belsey, it:
...involves the use of information and communication
technologies such as e-mail, cell phone and pager
text messages, instant messaging, defamatory
personal Web sites, blogs, online games and
defamatory online personal polling Web sites, to
support deliberate, repeated, and hostile behaviour
by an individual or group, that is intended to harm
others.
—Cyberbullying: An Emerging Threat to the Always
[20]
On Generation
[21]
Bullies will even create blogs to intimidate victims worldwide.
Political bullying
Main article: Jingoism
Jingoism occurs when one country imposes its will on another.
This is normally done with military force or threats. With threats,
it is common to ensure that aid and grants will not be given to
the smaller country or that the smaller country will not be
allowed to join a trading organization. Often political corruptions,
coup d'états, and kleptocracies are the solution and response to
[citation needed]
the countries being bullied.
Military bullying
In 2000, the UK Ministry of Defence (MOD) defined bullying as:
“...the use of physical strength or the abuse of authority to
intimidate or victimize others, or to give unlawful
punishments.”[22] A review of a number of deaths by suicide at
Princess Royal Barracks, Deepcut by Nicholas Blake QC indicated
that whilst a culture of bullying existed during the mid to late
1990s many of the issues were being addressed as a result of the
[23]
Defence Training Review.
Some argue that this behaviour should be allowed because of a
general academic consensus that "soldiering" is different from
other occupations. Soldiers expected to risk their lives should,
according to them, develop strength of body and spirit to accept
[24]
bullying.
Bullying Wiki
In some countries, ritual hazing among recruits has been
tolerated and even lauded as a rite of passage that builds
character and toughness; while in others, systematic bullying of
lower-ranking, young or physically slight recruits may in fact be
encouraged by military policy, either tacitly or overtly (see
dedovschina). Also, the Russian army usually have older/more
experienced candidates abusing - kicking or punching - less
experienced soldiers.[25].
Hazing
Main articles: Hazing and Ragging
Hazing is an often ritualistic test, which may constitute
harassment, abuse or humiliation with requirements to perform
meaningless tasks; sometimes as a way of initiation into a social
group. The term can refer to either physical (sometimes violent)
or mental (possibly degrading) practices. It is a subjective matter
where to draw to line between 'normal' hazing (somewhat
abusive) and a mere rite of passage (essentially bonding;
proponents may argue they can coincide), and there is a gray
area where exactly the other side passes over into sheer
degrading, even harmful abuse that should not even be tolerated
if accepted voluntarily (serious but avoidable accidents do still
happen; even deliberate abuse with similar grave medical
consequences occurs, in some traditions even rather often).
Furthermore, as it must be a ritual initiation, a different social
context may mean a same treatment is technically hazing for
some, not for others, e.g. a line-crossing ceremony when passing
the equator at sea is hazing for the sailor while the extended
(generally voluntary, more playful) application to passengers is
not.
Hazing has been reported in a variety of social contexts,
including:
●
●
●
●
●
Sports teams
Academic fraternities and sororities (see fraternities and
sororities)These practices are not limited to American
schools. Swedish students undergo a similar bonding
period, known as nollningen, in which all members of the
entering class participate.
College and universities in general.
Associated groups, like fan clubs, school bands
Secret societies and even certain service clubs, or rather
their local sections (such as some modern US Freemasons;
not traditional masonic lodges)
Bullying Wiki
●
●
●
●
●
●
Similarly various other competitive sports teams or clubs,
even 'soft' and non-competitive ones (such as arts)
The armed forces — e.g., in the U.S., hard hazing practices
from World War I boot camps were introduced into
colleges. In Poland army hazing is called Polish fala "wave"
adopted pre-World War I from non-Polish armies. In the
Russian army (formerly the Red Army) hazing is called
"Dedovshchina".
Police forces (often with a paramilitary tradition)
Rescue services, such as lifeguards (also drilled for
operations in military style)
In workplaces
Inmate hazing is also common at confinement facilities
around the world, including frequent reports of beatings
and sexual assaults by fellow inmates.
Hazing is considered a felony in several US states, and anti
hazing legislation has been proposed in other states.
Strategies to cope with bullying
Helping victims at school
Many of the responsibilities of members of a school team are that
they need to help the victims of bullying.[26] The following
strategies may be considered:
1. Speak with the victim and ask them if they want to do
2.
3.
4.
5.
6.
7.
anything about it, if they refuse take your own part and
start investigating.
After investigating the situation, it may be that intervention
is necessary with the bully or bullies. The situation needs
to be addressed. Ideally, a resolution to the problem will be
found.
Inform the parents of the victim and of the bully. Discuss
possible solutions with them. Arrange a meeting with them
if possible.
Follow up in communicating with the victim, the parents
and the teachers about the situation.
Monitor the behavior of the bully and the safety of the
victim on a school-wide basis.
If the problem continues speak with the parents of the
bully again and consider the idea of expulsion of the bully if
problems continue, bullies normally attack not only one
child but more of one, and normally 3 to 4 children are the
attackers, find out exactly who they are.
Finally you should decide for yourself the punishment, it
depends on how they attacked the children, how many
Bullying Wiki
they have been attacking, since when has it been a
problem, etc.
Strategies to reduce bullying within schools
Researchers (Olweus, 1993;[27] Craig & Peplar, 1999;[28] Ross,
1998;[5] Morrison, 2002;[29] Whitted & Dupper, 2005;[30]
Aynsley-Green, 2006;[31]) provide several strategies which
address ways to help reduce bullying, these include:
●
●
●
●
●
●
●
●
●
●
●
●
●
●
●
●
Make sure an adult knows what is happening to their
children.
Make it clear that bullying is never acceptable
Recognise that bullying can occur at all levels within the
hierarchy of the school (ie, including adults)
Hold a school conference day or forum devoted to bully/
victim problems
Increase adult supervision in the yard, halls and
washrooms more vigilantly
Emphasize caring, respect and safety
Emphasize consequences of hurting others
Enforce consistent and immediate consequences for
aggressive behaviours
Improve communication among school administrators,
teachers, parents and students
Have a school problem box where kids can report
problems, concerns and offer suggestions
Teach cooperative learning activities
Help bullies with anger control and the development of
empathy
Encourage positive peer relations
Offer a variety of extracurricular activities which appeal to
a range of interests
Teach your child to defend himself, verbally and physically,
if necessary.
Keep in mind the range of possible causes: eg, medical,
psychiatric, psychological, developmental, family problems,
etc.
Bullying Wiki
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Conditioning
your mind
Negatively or
Positively
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Never Ending
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Themes)
Uncertainties
Metaphorical
Speech – Hidden
Threats
Responsibility
and Vulnerability
Ideation used to
Manipulate
Victims
Credibility and
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Warfare
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Honor
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Click here for more on psychological harassment
The following words Bullying, Mobbing, Victimization, Emotional
Abuse, Psychological Abuse, and Psychological Violence may have
different definitions from each other but Psychological
Harassment does include them all.
The following page was taken from Workplace Mobbing in
Academe
Kenneth Westhues, Department of Sociology, University of
Waterloo, 2007
Bullying vs. Mobbing: a Difference of Priorities and
Outlook
While some researchers of workplace conflict treat bullying and
mobbing as synonyms, most acknowledge that the two words
point to different kinds of aggression. Bullying suggests a
physically belligerent, hostile, overbearing individual, usually a
manager, who takes pleasure in lording it over one or more
subordinates. Mobbing connotes a number of ordinary workers at
whatever level who unfairly gang up on a manager, peer, or
subordinate, tormenting the person in usually nonviolent ways.
Both forms of aggression are worth studying, since both do
serious harm to the person or people targeted, as well as to the
overall climate of social relations and the quality and productivity
of the workplace.
The difference between bullying and mobbing runs deeper,
however, than the kinds of aggression the words point to. The
difference extends also to different priorities for workplace
relations, even different outlooks on life.
Here is a true story of workplace conflict (actually a composite,
with identifying information omitted) that I tell in my classes. My
students vary in which of the parties they sympathize with. As
you read the story here, ask yourself where your own sympathies
lie. After the story, I will suggest what can be inferred from your
answer for which of the two problems, bullying or mobbing,
concerns you more.
Bulling vs. Mobbing
Tactics
Terms of use
A Case of Workplace Conflict in Health Care
The story is set in the maternity ward of a
community hospital. A woman at full term has gone
into labor. She is in the delivery room. The baby's
birth is imminent. The woman's husband is with her,
standing at the head of the bed holding her hand and
comforting her. At the foot of the bed is the
obstetrician, coaching and encouraging, saying when
to push and when to take deep breaths. To his left
and a little behind him is the nurse. She stands
beside a tray of instruments. The delivery is
proceeding normally.
As the baby begins to come out, the doctor is poised
to receive it in his hands. Without looking back at the
nurse, he asks her for something on the tray — a
towel, clamp, whatever — and holds out his left hand
to receive it. Nothing is placed in his hand.
He turns to his left. He sees that the nurse has left
the room.
He himself grabs whatever he was asking for. The
delivery is successful. The doctor places the newborn
on its mother's breast. The parents are overwhelmed
with joy.
The doctor excuses himself for a moment, steps out
of the delivery room, quickly finds another nurse and
asks her to give the newborn standard postnatal
care. He asks this nurse what happened to the one
who was assisting him. She answers that the first
nurse's shift ended and she went home.
The doctor says nothing to the second nurse, nor to
the new parents, but he is outraged that the first
nurse walked out in the middle of the delivery. He
considers her action the height of irresponsibility,
especially because she did not even tell him she was
leaving. Had there been a last-minute problem, her
abrupt departure could have endangered the baby's
or the mother's life.
As the doctor is entering the hospital the next
morning, he happens to pass this nurse in the
corridor.
Bulling vs. Mobbing
"I have something to say to you," he tells her. She
stops. Her back is against the corridor wall. He is
standing in front of her, close enough that she feels
uncomfortable. He wags his finger at her and says
quietly, "If you ever walk out on a delivery again, I
will have your ass fired." Then he walks on.
Later that day, this doctor and nurse are again
working together on some procedure. Things go
smoothly, There are no harsh words. The doctor
makes a silly joke. The nurse smiles.
The doctor gives no further thought to the incident.
It is in his memory, of course, as are his words to
the nurse, but he does not expect she will repeat the
misconduct for which he reprimanded her.
The nurse, however, has been traumatized by the
doctor's misconduct. She is deeply upset, terrified at
the thought of losing her job. Other staff were in the
corridor when she was scolded. They probably saw
the doctor shaking his finger at her, and guessed
that she was being chewed out. She feels abused
and publicly shamed.
It was not as if she left the delivery room on a whim.
She had to leave promptly at the end of her shift, as
always on that day of the week, to pick up her two
pre-schoolers from daycare. She is a single mother
living in a creepy townhouse, driving a rustbucket of
a car, and dealing day after day with the stress of
juggling childcare and career.
The nurse is so angry and depressed she cannot
sleep that night, then loses her temper with her
children the next morning, as she gets them ready
and hustles them out the door for the ride to the
daycare centre.
The nurse shares her concerns with two co-workers,
also nurses. They commiserate with her. They have
stories of their own to tell about the doctor in
question. He is known to be gruff with hospital staff
and to have low tolerance for mistakes, as if the
whole world should revolve around his patients. The
co-workers urge the nurse to consult with the
grievance officer of the staff union, and assure her
Bulling vs. Mobbing
they will testify as witnesses on her behalf if the
dispute ends up in a formal hearing.
The grievance officer is also sympathetic to the
nurse's complaint. In his view, it is one more
example of the unfair treatment routinely inflicted on
union members by doctors and administrators. The
collective agreement clearly forbids requiring staff to
work overtime on short notice. It also forbids abusive
and threatening language. It spells out clear
procedures through the chain of command if a
physician wants to complain about a nurse. The
procedures do not include angry, public confrontation
in a hospital corridor.
In the course of explaining what happened to the
grievance officer, the nurse breaks down in tears,
saying over and over, "I can't go on like this." The
grievance officer suggests she go immediately for
medical help. Her physician prescribes a mild
antidepressant and places her on stress leave for the
rest of the week.
At a meeting on an unrelated matter with the
hospital CEO a few days later, the grievance officer
mentions that a grievance may soon be filed over
abuse of a nurse by a physician. The grievance
officer is careful not to identify the parties, but the
CEO can guess who they are, since gossip about the
incident in the corridor has already reached him. The
CEO listens to the grievance officer impassively, but
he thinks to himself that he will not likely go to bat
for the accused in this case. This doctor is not a team
player. He has challenged the CEO in staff meetings
over alleged laxity in standards of patient care. He
needs to be taught a lesson, taken down a notch.
The grievance policy requires that a formal grievance
be filed not later that two weeks after the event
being grieved. Just before the deadline, the physician
picks up from his mailbox a letter marked
"confidential" from the union president. It indicates
that copies have been sent to the nurse-complainant,
the grievance officer, the director of nursing, the
CEO, and the chief of medical staff. The letter states
the complaint against him, that he abused,
intimidated and threatened a nurse by word and
gesture in a public corridor, using obscene and
Bulling vs. Mobbing
derisive language, and causing her emotional
distress serious enough to require medical
treatment. The letter also states the complainant's
desired remedy: a formal apology from the doctor,
and an appropriate penalty for him to be determined
by the CEO, in keeping with principles of progressive
discipline.
An arbitration for resolving the grievance is
scheduled at the soonest possible date, which turns
out to be six weeks ahead. Meanwhile, pending
resolution of the grievance, the CEO suspends the
physician's hospital privileges in accordance with
policy requiring proactive intervention to safeguard
staff from potential threats to their health and safety.
What Your Sympathies Imply for Your Approach to
Workplace Conflict
If, having read this story, you find yourself sympathizing mainly
with the nurse, you are probably more interested in the problem
of workplace bullying. What leapt out at you in the narrative, the
key fact of the case, was the doctor's verbal attack on the nurse
in the corridor and the distress it caused.
If your sympathies are mainly with the doctor, you are probably
more interested in the problem of workplace mobbing. What
struck you most about the story, the key fact of the case, was
that the nurse walked out in the middle of a baby's birth, and
then joined with others in an attack on the doctor who
reprimanded her, involving at minimum a six-week disruption of
his practice.
Here are seven pervasive themes in the research literature
on workplace bullying:
(1) The nub of the problem is a cruel, overbearing individual who
makes life miserable for one or more subordinates or co-workers;
(2) Bullies and victims may be of either sex, but the stereotypical
bully is male (the doctor in this story) and the stereotypical
victim is female (the nurse);
(3) Bullying is usually an overstepping or abuse of authority (the
higher-status doctor uses his power over the lower-status nurse
to tyrannize her);
(4) Bullying is an infringement of a worker's rights (the point
about overtime), a denial of the human dignity guaranteed by
legislation, human rights codes, and collective agreements;
(5) In any organization, the chain of command must be
respected, and complaints made through proper channels (as
Bulling vs. Mobbing
opposed to taking matters in one's own hands, as the doctor did
in the story);
(6) The bully's attacks may involve formal punishment but
usually consist mainly of hurtful, abusive verbal attacks that
damage the target's self-esteem and emotional equilibrium,
leading to a breakdown of health;
(7) What defines the bullying is above all the target's experience,
his or her perception of deep, demeaning hostility from the bully.
Here are seven corresponding themes in the research
literature on workplace mobbing:
(1) The nub of the problem is the ganging up of workers to
demonize, humiliate, and scapegoat a target who has done little
if anything wrong;
(2) Mobbers and targets may be of either sex, but women are
often over-represented among mobbers, whether the target is
male or female;
(3) The target of mobbing usually excels in his or her work, sets
high standards for both self and others (like the doctor in this
story):
(4) Mobbing diminishes the quality of work (in this example, a
doctor trying to ensure safe childbirth ends up being punished);
(5) Most problems that arise in a workplace can be solved by
workers themselves, without managerial intervention (in this
story, the doctor warned the nurse privately, instead of reporting
her to her supervisor);
(6) The mob's attack has an informal aspect (like gossip and
shunning), but consists mainly of official sanctions (like
suspension of the doctor's hospital privileges):
(7) The mobbing is defined not by anybody's personal feelings
but by the facts of what happened (nurse walks out on delivery,
doctor scolds her for it, and so on).
For Further Insight into Your Reaction to the Story
This story helps clarify the reader's outlook and priorities on work
not only because it is based on actual events but also because,
like most workplace conflicts, it is not clear-cut. Most readers can
see both the doctor's and the nurse's sides. Sure, the nurse
should not have walked out on the delivery, but neither should
the doctor have accosted her in the corridor.
To become further aware of your own thinking, ask
yourself how your sympathies might shift if the story were
slightly different. Suppose:
(1) That the nurse had asked her supervisor in advance not to be
assigned to this delivery, on account of having to leave
immediately at the end of her shift; or
Bulling vs. Mobbing
(2) That the nurse had arranged with another nurse to replace
her in the delivery room a little before the end of her shift, but
the other nurse forgot; or
(3) That the nurse had said before she left, "My shift is over and
I have to leave, so I'm going out to find somebody to replace me
here"; or
(4) That when the doctor confronted the nurse in the corridor, he
yelled at her so that others could hear, "You are a worthless bitch
who has no business working in this hospital; I intend to have
your ass thrown out of here"; or
(5) That the doctor had a long record of storming angrily at
others, including his own patients, possibly to cover up his own
mistakes.
Under any or all of these five conditions, the doctor's berating of
the nurse would seem less justified, and most observers would
be more concerned about his bullying.
Contrariwise, ask yourself how the following other
possible differences in the story might alter how you
would characterize the conflict. Suppose:
(1) That other nurses and doctors had complained that this nurse
and her friends were uncaring and lackadaisical, and that this
was the third formal complaint she had made in the past year
that somebody was bullying her; or
(2) That the doctor was a woman and the nurse was a young
single man who walked out on the delivery to meet friends in a
bar; or
(3) That the board of trustees was on the brink of firing the CEO
on grounds that he failed to maintain proper standards of patient
care; or
(4) That when the doctor confronted the nurse in the corridor, he
said, "If you ever walk out on a delivery again, I will feel obliged
to file a complaint against you with the Director of Nursing"; or
(5) That there had been last-minute complications in the
delivery, and that on account of the nurse's absence, the baby
almost died.
Under any or all of these five conditions, the collective action
against the doctor would seem less justified, and most observers
would be more concerned about his (or her) being mobbed.
Solutions
In an ideal world, the doctor and the nurse in the story would
have met to discuss how to prevent the problem happening
again, by more flexible scheduling, better communication,
advance planning, or some other way. Moving directly to formal
Bulling vs. Mobbing
arbitration of the grievance and interim suspension of the
doctor's hospital privileges was clearly premature. A skilled CEO
or director of nursing might have mediated between doctor and
nurse, smoothed things over, validated the concerns of both
parties, and renewed both parties' commitment to patients'
health and well-being.
But we do not live in an ideal world. Humans sometimes behave
badly, with resultant upheavals in workplaces of all kinds,
hospitals not least. Researchers of workplace conflict try to
produce knowledge that fits the facts and points toward better
ways of doing things. Certain cases of conflict can only be
described as bullying. Others are clearly mobbing. Very many can
be described with either word, depending on the researcher's or
observer's outlook and priorities.
As is plain from this website, my interest is mainly workplace
mobbing. In the story told above, I see three regrettable events.
First, a nurse walks out on her job at a critical moment. Second,
a doctor accosts her in the corridor on that account. Third, the
nurse, her friends, the union, and the CEO mount a concerted
attack on the doctor's position and name: they mob him. I count
this the most regrettable, amazing, and horrifying event of the
three, partially because of the harm done to him, but mainly
because of the damage to what should be the hospital's top
priority. I would not want any woman to give birth or any baby to
be born in a hospital that puts staff feelings ahead of patients'
health.
In the view of some commentators, overconcern with workplace
bullying (mobbing, too, in so far as it involves hurt feelings) has
relegated to the sidelines what should be front and centre in any
workplace: getting the work done well. In 2006, a large award by
a British court to a victim of harassment by co-workers sparked
intense debate over who, in fact, got taken advantage of by
whom. In his 2007 essay on "The Hypersensitive Workplace."
David Butcher argues that there is an important line, however
elusive, between rudeness and harassment, support and
handholding. In a trenchant entry on his Scientific Misconduct
Blog, Aubrey Blumsohn laments a situation where "civility,
decorum and status" displace genuine ethics.
Research and public concern about both bullying and mobbing
will doubtless continue, and so will a certain difference of "feel"
between the two fields of inquiry. Scholars who prefer to talk
about bullying will continue to be a little wary of those who prefer
to talk about mobbing, and vice versa. This webpage has been
intended to clarify the reasons for that wariness, and to help
Bulling vs. Mobbing
readers situate themselves in the debate.
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This page was taken from Workplace Mobbing in Academe
Click here for more on psychological harassment
In the early 1980s, a Swedish psychologist named Heinz
Leymann identified a grave threat to health and safety in what
appear to be the healthiest, safest workplaces in the world.
German was Leymann’s first language, Swedish his second, but
he labeled the distinct menace he had found with an English
word: mobbing.
Over the next twenty years, news of Leymann’s discovery spread
across Europe and beyond. Untranslated, the English name he
gave it entered the vocabulary of workplace relations throughout
Scandinavia and in Germany, Italy, and other countries. All
across Europe, not only specialists in occupational health but
managers, union leaders, and the public at large came to
recognize workplace mobbing as a real, measurable kind of
harm, a destroyer of health and life.
Strangely, recognition of Leymann’s discovery has been slower in
coming to the English-speaking world. Newsweek published a
popular summary of research on workplace mobbing in 2000, but
only in its European edition. In Britain and America, attention has
focussed less on mobbing than on the different but related
problem of bullying, and, occasionally, on one of its extremely
rare possible results: the outbursts of extreme violence, that
from time to time make headlines across the country.
Workplace mobbing was almost never discussed in Canada until
the coroner's inquest following the murder of four workers at OC
Transpo in Ottawa in 1999. In that case, a former employee,
Pierre Lebrun, had ended the shooting spree by also taking his
own life. It turned out that Lebrun had been ridiculed relentlessly
by co-workers for his stutter, and then, after he had slapped one
of them in retaliation, been forced to apologize to his tormentors.
Had Lebrun been mobbed at work? Was this the phenomenon
Leymann had in mind? Media reports and the inquest itself
tentatively said it was.
In 2000 and 2001, The National Post publicized my research on
mobbing in the academic workplace, the process by which even
tenured professors are ganged up on, humiliated, and run out of
their jobs. While trying to make sense of some bizarre and
hugely destructive university conflicts in 1994, I had stumbled
Mobbing
Tactics
Terms of use
upon Leymann’s work and found it powerfully illuminating of the
data in my files.
In the meanwhile, the concept of workplace mobbing caught the
attention of the Ontario Nurses Association, the College Institute
Educators Association of British Columbia, and a smattering of
other union and management groups, which then sponsored
workshops on the topic, much as occurred in Germany a decade
earlier.
The trauma of being mobbed
To describe mobbing as possibly the gravest threat most workers
face is not to ignore threats posed by slippery floors, dangerous
machines, toxic chemicals, and the other material hazards that
health and safety committees properly make their top priority.
In practical terms, however, the worst kind of harm most
Canadians have to fear at work is the kind that arises from faulty
human relations, some kind of glitch in how people treat one
another. Montreal researcher Hans Selye won the Nobel Prize for
Medicine in 1964, for the best single-word description of today’s
main workplace ills: stress. This short English word struck a
chord in both the scientific community and the public, as
mobbing would decades later, and quickly found its way into
other languages. By now, research has shown in a thousand
ways the stark, even lethal effects of too much of the wrong kind
of stress on physical and mental health.
Mobbing can be understood as the stressor to beat all stressors.
It is an impassioned, collective campaign by co-workers to
exclude, punish, and humiliate a targeted worker. Initiated most
often by a person in a position of power or influence, mobbing is
a desperate urge to crush and eliminate the target. The urge
travels through the workplace like a virus, infecting one person
after another. The target comes to be viewed as absolutely
abhorrent, with no redeeming qualities, outside the circle of
acceptance and respectability, deserving only of contempt. As the
campaign proceeds, a steadily larger range of hostile ploys and
communications comes to be seen as legitimate.
Mobbing is hardly the only source of debilitating stress at work,
and it was not the only one on which Leymann did research. He
interviewed bank employees who had undergone the terror of
armed robbery, and subway drivers who had watched helplessly
as their trains ran over persons who fell or jumped onto the
tracks. Leymann documented the depression, absenteeism,
sleeplessness, and other symptoms of trauma resulting from
Mobbing
such stressful experiences.
Bank robberies and subway suicides were no match, however, for
being mobbed by co-workers in the personal devastation that
ensued. Not infrequently, mobbing spelled the end of the target’s
career, marriage, health, and livelihood. From a study of
circumstances surrounding suicides in Sweden, Leymann
estimated that about twelve percent of people who take their
own lives have recently been mobbed at work.
How it happens
Mobbing is relatively rare, and many workplaces hum along for
decades without a single case of it. But by Leymann’s and others'
estimates, between two and five percent of adults are mobbed
sometime during their working lives. The other 95 percent,
involved in the process only as observers, bystanders, or
perpetrators (though occasionally also as rescuers or guardians
of the target), mostly deny, gloss over, and forget the mobbing
cases in which they took part. That is one reason it has taken so
long for the phenomenon to be identified and researched.
That children and teenagers sometimes join in collectively
humiliating one of their number is well known--most people can
cite examples from their own school days. The widely publicized
deaths of two girls in British Columbia–Reena Virk, beaten and
drowned in 1999, and Dawn Marie Wesley, driven to suicide in
2000–have heightened public awareness of the cruel reality of
swarming or collective bullying among both girls and boys.
Leymann’s contribution was to document beyond any doubt the
same reality among adults, even in the cool, rational,
professional, bureaucratic, policy-governed setting of a
workplace. The tactics differ. Workplace mobbing is normally
carried out politely, without any violence, and with ample written
documentation. Yet even without the blood, the bloodlust is
essentially the same: contagion and mimicking of unfriendly,
hostile acts toward the target; relentless undermining of the
target’s self-confidence; group solidarity against one whom all
agree does not belong; and the euphoria of collective attack.
An example from a factory
One of the cases that first opened my eyes to workplace mobbing
serves also to illustrate related concepts commonly but
mistakenly applied. A former student of mine asked if he and his
wife could meet with me. She was being sexually harassed, he
said, in the factory where she had worked for most of her adult
Mobbing
life.
The label this woman and her husband had placed on her
problem fit the facts they presented to me. She was regularly
paired for certain tasks with a male co-worker who day after day
humiliated her with insults to her work and degrading sexual
slurs. Years earlier, when she had threatened to report him to
the boss, he had grabbed her arm in a threatening manner.
Yet as this shy, soft-spoken lady shared more facts with me,
sexual harassment appeared to be a very partial characterization
of her predicament. She had in fact complained to both union
and management about the man's offensive behavior, but to no
avail. She and her husband were at wit’s end. The leader of the
union was a paragon of political correctness. A zero-tolerance
policy on sexual harassment was posted where all could see. Yet
her harasser carried on as before.
Explanation could be found only in the larger dynamics of the
work group. This woman ranked at the bottom of the pecking
order. She was apart from her workmates in three crucial ways.
First, she had a partial disability, the result of an accident at work
years before, that under terms of the collective agreement
precluded her doing certain jobs. For want of physical dexterity,
she was exempt from tasks at which everybody else took a turn.
She was also paid at an hourly rate, while most others were on
piecework.
Second, though most workers in the group were from immigrant
groups, this woman was from a different one than everybody
else. Ethnically, she was a minority of one.
Third, while most of her peers sprinkled their speech with
obscenities, took crude banter in stride, and seemed to thrive on
a relatively coarse workplace culture, this woman did not. She
was devoted to her family and her faith.
These and other factors made her an outcast. Her problem was
far worse than one man’s harassment and bullying. It was the
humiliation of daily loathing by her peers. What drove her over
the edge were comments from two female co-workers on a hot
summer day when job assignments were being rotated. One
called out so that all could hear, “I don’t want to work with the
cripple.” Another, distributing sweatbands to combat the heat,
passed this worker by saying, “You don’t work hard enough to
get one.”
At that point, this veteran of years of co-workers' hostility began
Mobbing
crying then and could not stop. She was taken to the nurse, who
sent her home. Her husband took her to the hospital emergency
room. She was diagnosed with clinical depression and placed on
sick leave. She returned to work months later, was again paired
with the man who led the harassment and later suffered a severe
heart attack. The formal grievances she had lodged were
resolved with her early retirement about ten years after the
mobbing began.
The case illustrates the escalation that is essential to workplace
mobbing. Each higher level of authority, in both company and
union, to which this woman and her husband appealed, was
faced with overturning the will of a successively larger group of
subordinates. Steadily more and higher-level employees over
time voiced the common sentiment: this woman is impossible to
work with, she has to go.
Mobbing was exacerbated in this case by its leader's special
status in the group. Some female workers found him sexy. He
had connections for getting cigarettes and alcohol tax-free, and
in this way had forged semi-secret ties with other employees.
Acting in the role of chief eliminator, he led the campaign to rob
one partially disabled worker of her job, her dignity, and her
health. The process took years, but it eventually achieved its aim.
Mobbing versus other exits
Why didn’t this factory worker quit? In the answer to this
question lie clues to why mobbing is more common in some
employment situations than others. Mobbing rarely happens to a
worker who can easily relocate to a different employer.
Mobbing is also rare in the case of workers on at-will contracts,
since they can be summarily fired. A manager faced with ten
subordinates who get along and get work done reasonably well,
all of whom despise a certain other subordinate and want to be
rid of him or her, ordinarily heeds the collective will. If for some
reason the manager does not, there is conflict but not mobbing,
since opinion about the acceptability of the worker in question is
divided.
Further, in situations where a worker can be terminated only for
cause, mobbing seldom occurs if legitimate cause exists. On the
basis of clear evidence of substandard performance or serious
misconduct, workers are routinely terminated–firmly, but often
with compassion and regret.
Mobbing
The worker most vulnerable to being mobbed is an average or
high achiever who is personally invested in a formally secure job,
but who nonetheless somehow threatens or puts to shame coworkers and/or managers. Such a worker provides no legally
defensible grounds for termination, yet usually fails to pick up
subtle hints and leave voluntarily. An attractive solution, from the
majority point of view, is to bring or wear this worker down, one
way or another, however long it takes.
As the process drags on, both sides, collective and individual, dig
in their heels. It is often as if the targeted worker has grabbed a
hot wire and cannot let go, despite the pain and injury it inflicts.
The worker’s investment of self and sense of having been deeply
wronged prevent the one resolution that would satisfy the other
side.
Ironically, it is in workplaces where workers’ rights are formally
protected that the complex and devious incursions on human
dignity that constitute mobbing most commonly occur. Union
shops are one example, as in the case of the factory worker
described above. University faculties are another, on account of
the special protections of tenure and academic freedom
professors have. It happens in police forces, too, since
management rights in this setting are tempered by the oath
officers swear to uphold the law. Mobbings appear to be much
more frequent in the public service as a whole, as compared to
private companies.
Mobbing also appears to be more common in the professional
service sector–such as education and health care–where work is
complex, goals ambiguous, best practices debatable, and market
discipline far away. Scapegoating is an effective if temporary
means of achieving group solidarity, when it cannot be achieved
in a more constructive way. It is a turning inward, a diversion of
energy away from serving nebulous external purposes toward the
deliciously clear, specific goal of ruining a disliked co-worker's life.
What to do about it
As a clinician, Leymann made his priority the healing of posttraumatic stress in those most severely affected by mobbing.
With the support of the Swedish health service, he opened a
clinic for mobbing victims in 1994, and published detailed
research on the first 64 patients treated there. That clinic no
longer exists and Leymann himself died in 1999, but 200 patients
are currently treated in a similar clinic that opened in
Saarbruecken, Germany, this year.
Mobbing
Competent, well-informed treatment of the many mobbing
targets who suffer mental breakdown is obviously in order,
especially since they have often in the past been misdiagnosed as
having paranoid delusions.
Psychiatric injury, however, is but one possible harmful result of
being mobbed. Some mobbing targets keep their sanity but
succumb to cardiovascular disease–hypertension, heart attack, or
stroke. Most suffer loss of income and reputation. Marital
breakdown and isolation from friends and family are also
common outcomes.
An ounce of prevention is worth a pound of cure, although
experts do not agree on the ingredients of the desired ounce.
Believers in human perfectibility favor enacting laws and policies
that forbid workplace mobbing under pain of punishment.
Organizations as diverse as Volkswagen in Germany and the
Department of Environmental Quality in the American state of
Oregon already have anti-mobbing policies in place. It is too soon
to say what effect, if any, such policies will have on the incidence
of the phenomenon.
The impulse to gang up, to join with others against what is
perceived to be a common threat, lies deep in human nature. It
is not easily outlawed. A policy forbidding it may, in practice,
become a weapon for convicting some mobbing target of a
punishable offense and thereby aiding in his or her humiliation.
The evidence is clear by now that policies against sexual
harassment have often been used as tools for harassing innocent
but disliked workmates. Anti-mobbing policies may turn out to be
even more versatile tools for such mischief.
The tiny percentage of mobbing victims–like Pierre Lebrun–who
lash back in violent attack would probably have lived out their
lives peaceably and productively had they been spared the
excruciating pain of relentless humiliation.
All can agree, at least, on the desirability of public awareness of
the vital but sad discovery Heinz Leymann made two decades
ago, and on the continuing need for careful, critical scholarship
that builds on his. The better we understand ourselves, including
our darker impulses, the more able we are to keep one another
healthy and safe.
------------------------------------------------------------For further reading, see the easy-to-read, practical paperback:
Mobbing
Noa Davenport, Ruth Schwartz, and Gail Elliott, Mobbing:
Emotional Abuse in the American Workplace (Ames, Iowa: Civil
Society Publishing, 1999).
Heinz Leymann's original website continues to be maintained.
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Psychological Harassment Laws
Please note that the following information was taken from different
websites and the information may have changed, be inaccurate or
modified, or out of date.
Quebec France Sweden
Quebec a province of Canada
(June 1st, 2004)
for the actual website please click here: Commission des normes du travail
Quebec
PSYCHOLOGICAL HARASSMENT AT WORK
Sect. 81.18
http://www.psychologicalharassment.com/laws.htm (1 of 6) [11/18/2008 10:17:00 AM]
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Interpretation
For the purposes of this Act, “psychological harassment” means any
vexatious behaviour in the form of repeated and hostile or unwanted
conduct, verbal comments, actions or gestures, that affects an employee’s
dignity or psychological or physical integrity and that results in a harmful
work environment for the employee.
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Vexatious behaviour
A single serious incidence of such behaviour that has a lasting harmful effect
on an employee may also constitute psychological harassment.
___________________
2002, c. 80, s. 47.
Tactics
Sect. 81.20
Terms of use
Sect. 81.19
Right of the employee
Every employee has a right to a work environment free from psychological
harassment.
Duty of employers
Employers must take reasonable action to prevent psychological harassment
and, whenever they become aware of such behaviour, to put a stop to it.
___________________
2002, c. 80, s. 47.
Collective agreement
The provisions of sections 81.18, 81.19, 123.7, 123.15 and 123.16, with the
necessary modifications, are deemed to be an integral part of every
collective agreement. An employee covered by such an agreement must
exercise the recourses provided for in the agreement, insofar as any such
recourse is available to employees under the agreement.
Mediation
At any time before the case is taken under advisement, a joint application
may be made by the parties to such an agreement to the Minister for the
appointment of a person to act as a mediator.
Employees not governed by a collective agreement
The provisions referred to in the first paragraph are deemed to form part of
the conditions of employment of every employee appointed under the Public
Service Act (chapter F-3.1.1) who is not governed by a collective agreement.
Such an employee must exercise the applicable recourse before the
Commission de la fonction publique according to the rules of procedure
established pursuant to that Act. The Commission de la fonction publique
exercises for that purpose the powers provided for in sections 123.15 and
123.16 of this Act.
Members and officers of bodies
The third paragraph also applies to the members and officers of bodies.
___________________
2002, c. 80, s. 47.
for the complete or more sections and details click here
Laws
France
for the actual website please click here: Ministere Du Travail
MORAL HARASSMENT (Le harcèlement moral)
Articles L. 122-49 à L. 122-51 (principes), L. 122-52 (charge de la preuve),
L. 122-53 (rôle des organisations syndicales), L. 122-54 (médiation) du Code
du travail Article 222-33-2 du Code pénal (sanctions)
Summary:
Defined by the Labour Code; Moral harassment is manifested by repeated
gestures that have the goal or effect of degrading the working conditions and
that are susceptible of violating a persons rights at work and his dignity,
effect his physical or mental or compromises his professional career. The
author being: an employer, a staff member, a colleague of the victim…
(more to come soon)
Sweden
for the actual website please click here: Swedish Work Environment
(March 31st, 1994)
VICTIMIZATION AT WORK
Ordinance of the National Board of Occupational Safety and Health
containing Provisions on measures against Victimization at Work,
together with General Recommendations on the implementation of
the Provisions.
Adopted 21st September 1993
AFS 1993:17
Ordinance of the Swedish National Board of
Occupational Safety and Health containing
Provisions on measures against
Victimization at Work
Adopted 21st September 1993
______________________________________________________________
The following Provisions are issued by the National Board of Occupational
Safety
and Health pursuant to Section 18 of the Work Environment Ordinance (SFS
1977:1166).
Laws
Scope and definitions
Section 1
These Provisions apply to all activities in which employees can be subjected to
victimization. By victimization is meant recurrent reprehensible or distinctly
negative actions which are directed against individual employees in an
offensive
manner and can result in those employees being placed outside the workplace
community.
General provisions
Section 2
The employer should plan and organize work so as to prevent victimization
as far
as possible.
Section 3
The employer shall make clear that victimization cannot be accepted in the
activities.
Routines
Section 4
AFS 1993:17
In the activities there shall be routines for the early detection of signs of, and
the
rectification of such unsatisfactory working conditions, problems of work
organization or deficiencies of co-operation as can provide a basis for
victimization.
Section 5
If signs of victimization become apparent, counter-measures shall without
delay be
taken and followed up. In doing so, a special investigation shall be made to
ascertain whether the causes of shortcomings of co-operation are to be
found in the
way in which work is organized.
Section 6
Employees who are subjected to victimization shall quickly be given help or
support. The employer shall have special routines for this.
Entry into force
These Provisions enter into force on 31st March 1994.
..
Guidance on individual Sections
Definitions
Guidance on Section 1
Victimization in the form of various kinds of reprehensible behaviour can be
committed both by employees and by the employer personally or his
Laws
representatives.
The phenomena commonly referred to, for example, as adult bullying, mental
violence, social rejection and harassment - including sexual harassment have come to be seen more and more as problems of working life in their
own right and
will be collectively referred to here as victimization.
These are difficult and sensitive problems. What is more, they can have
serious and
harmful effects on individual employees and on entire working groups if
carelessly
assessed and handled. Harmful effects on exposed persons may be revealed
by both
mental and physical pathological states - sometimes chronic - and also by
social
rejection from working life and the workplace community.
The following are some instances of victimization:
- Slandering or maligning an employee or his/her family.
- Deliberately withholding work-related information or supplying incorrect
information of this kind.
AFS 1993:17
- Deliberately sabotaging or impeding the performance of work.
- Obviously insulting ostracism, boycott or disregard of the employee.
- Persecution in various forms, threats and the inspiration of fear,
degradation, e.g. sexual harassment.
- Deliberate insults, hypercritical or negative response or attitudes
(ridicule, unfriendliness etc.).
- Supervision of the employee without his/her knowledge and with harmful
intent.
- Offensive "administrative penal sanctions" which are suddenly directed
against an individual employee without any objective cause, explanations
or efforts at jointly solving any underlying problems. The sanctions may,
for example, take the form of groundless withdrawal of an office or
duties, unexplained transfers or overtime requirements, manifest
obstruction in the processing of applications for training, leave of absence
and suchlike.
Offensive administrative sanctions are, by definition, deliberately carried out
in
such a way that they can be taken as a profound personal insult or as an
abusive
power and are liable to cause high, prolonged stress or other abnormal and
hazardous mental strains on the individual.
The attitudes involved in offensive acts are, briefly, characterized by gross
lack of
respect and offend against general principles of honourable and moral
Laws
behaviour
towards other people. The actions have a negative effect, in both the short
and long
term, on individuals and also on entire working groups.
For the sake of clarity, it should be added that occasional differences of
opinion,
conflicts and problems in working relations generally should be regarded as
normal
phenomenas - always provided, of course, that the mutual attitudes and
actions
connected with the problems are not intended to harm or deliberately offend
any
person. Victimization does not occur until personal conflicts lose their
reciprocity
and respect for people's right to personal integrity slips into unethical actions
of the
kind mentioned above and individual employees are dangerously affected as a
result.
for the complete or more sections and details please click here
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Harassment at Work
Please note that the following has been taken directly from the
Commission des Normes du Quebec (Quebec Labor Standards)
and applies to workers in this Canadian province. It has been
copied here for you and it may be out of date.
Psychological harassment at work
What is psychological harassment in the work place?
Psychological harassment is vexatious behaviour that manifests
itself in the form of conduct, verbal comments, actions or
gestures characterized by the following four criteria:
They
They
They
They
are repetitive*;
are hostile or unwanted;
affect the person’s dignity or psychological integrity, and
result in a harmful work environment.
Sexual harassment at work is also included in this definition.
What is vexatious behaviour?
It is humiliating or abusive behaviour that lowers a person’s selfesteem or causes him torment.
It is also behaviour that exceeds what the person considers to be
appropriate and reasonable in the performance of his work.
Psychological harassment may come from a superior, a
colleague, a group of colleagues, a customer, a supplier…
* A single serious incidence of such behaviour may also
constitute psychological harassment if it undermines the person’s
psychological or physical integrity and if it has a lasting harmful
effect.
A few common ways in which harassment is expressed
Making rude, degrading or offensive remarks.
Making gestures that seek to intimidate, engaging in reprisals.
Discrediting the person: spreading rumors, ridiculing him,
humiliating him, calling into question his convictions or his
private life, shouting abuse at him or sexually harassing him.
Belittling the person: forcing him to perform tasks that are
belittling or below his skills, simulating professional misconduct.
Preventing the person from expressing himself: yelling at him,
threatening him, constantly interrupting him, prohibiting him
from speaking to others.
Tactics
Terms of use
Isolating the person: no longer talking to him at all, denying his
presence, distancing him from others.
Destabilizing the person: making fun of his convictions, his tastes
and his political choices.
Management rights and normal conditions of employment
Psychological harassment must not be confused with the normal
exercise of the employer’s management rights, in particular his
right to assign tasks and his right to reprimand or impose
disciplinary sanctions.
Insofar as the employer does not exercise these rights in an
abusive or discriminatory manner, his actions do not constitute
psychological harassment.
Prevention first
Prevention in the undertaking remains the best means of
combating psychological harassment. It is the employer’s
responsibility to take reasonable steps to prevent psychological
harassment and to put a stop to such behaviour when it is
brought to his knowledge.
Sound management practices
Promote respectful interpersonal communication.
Manage the members of his staff fairly.
Take quick and appropriate action to manage conflicts; do not
allow the situation to deteriorate.
Clearly define the responsibilities and tasks of each employee.
Put in place in his undertaking a procedure that is known,
efficient, credible and adapted to reality, to allow persons to
report cases of harassment confidentially.
Resort, in certain cases, to specialized resources to help put a
stop to a psychological harassment situation and to prevent other
such situations from arising.
What should you do in the event of psychological
harassment at work?
Wherever possible:
Talk about the problem you are experiencing with someone that
you are close to, a person that you trust. Do not remain isolated;
Express very clearly to the person who is the source of the
unwanted behaviour your wish to see such behaviour cease
immediately.
Check inside the undertaking if there is a procedure making it
possible to report the unwanted behaviour confidentially.
Bring the matter to the attention of your employer who must put
a stop to this behaviour by taking appropriate steps.
The Act respecting Labor Standards provides a recourse in the
event of psychological harassment at work, which is available to
every employee, whether unionized, non-unionized, or at the
senior managerial level. The Act sets a 90-day period to file a
complaint
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Coercive Mind Control Tactics
Terminology note:
Today Mind control or brainwashing in academia is commonly
referred to as coercive persuasion, coercive psychological
systems or coercive influence. The short description below comes
from Dr. Margaret Singer professor emeritus at the University
of California at Berkeley the acknowledged leading authority in
the world on mind control and cults.
a short overview
Coercion is defined by the American Heritage Dictionary as:
1. To force to act or think in a certain manner
2. To dominate, restrain, or control by force
3. To bring about by force.
Coercive psychological systems are behavioral change programs
which use psychological force in a coercive way to cause the
learning and adoption of an ideology or designated set of beliefs,
ideas, attitudes, or behaviors. The essential strategy used by the
operators of these programs is to systematically select, sequence
and coordinate many different types of coercive influence,
anxiety and stress-producing tactics over continuous periods of
time. In such a program the subject is forced to adapt in a series
of tiny "invisible" steps. Each tiny step is designed to be
sufficiently small so the subjects will not notice the changes in
themselves or identify the coercive nature of the processes being
used. The subjects of these tactics do not become aware of the
hidden organizational purpose of the coercive psychological
program until much later, if ever. These tactics are usually
applied in a group setting by well intentioned but deceived
"friends and allies" of the victim. This keeps the victim from
putting up the ego defenses we normally maintain in known
adversarial situations. The coercive psychological influence of
these programs aim to overcome the individual's critical thinking
abilities and free will - apart from any appeal to informed
judgment. Victims gradually lose their ability to make
independent decisions and exercise informed consent. Their
critical thinking, defenses, cognitive processes, values, ideas,
attitudes, conduct and ability to reason are undermined by a
technological process rather than by meaningful free choice,
rationality, or the inherent merit or value of the ideas or
propositions being presented. How Do They Work?
The tactics used to create undue psychological and social
influence, often by means involving anxiety and stress, fall into
Tactics
Terms of use
seven main categories.
TACTIC 1
Increase suggestibility and "soften up" the individual through
specific hypnotic or other suggestibility-increasing techniques
such as: Extended audio, visual, verbal, or tactile fixation drills,
Excessive exact repetition of routine activities, Sleep restriction
and/or Nutritional restriction.
TACTIC 2
Establish control over the person's social environment,
time and sources of social support by a system of oftenexcessive rewards and punishments. Social isolation is promoted.
Contact with family and friends is abridged, as is contact with
persons who do not share group-approved attitudes. Economic
and other dependence on the group is fostered.
TACTIC 3
Prohibit disconfirming information and non supporting
opinions in group communication. Rules exist about permissible
topics to discuss with outsiders. Communication is highly
controlled. An "in-group" language is usually constructed.
TACTIC 4
Make the person re-evaluate the most central aspects of
his or her experience of self and prior conduct in negative
ways. Efforts are designed to destabilize and undermine the
subject's basic consciousness, reality awareness, world view,
emotional control and defense mechanisms. The subject is guided
to reinterpret his or her life's history and adopt a new version of
causality.
TACTIC 5
Create a sense of powerlessness by subjecting the person to
intense and frequent actions and situations which undermine the
person's confidence in himself and his judgment.
TACTIC 6
Create strong aversive emotional arousals in the subject by
use of nonphysical punishments such as intense humiliation, loss
of privilege, social isolation, social status changes, intense guilt,
anxiety, manipulation and other techniques.
TACTIC 7
Intimidate the person with the force of group-sanctioned
secular psychological threats. For example, it may be suggested
or implied that failure to adopt the approved attitude, belief or
consequent behavior will lead to severe punishment or dire
consequences such as physical or mental illness, the
reappearance of a prior physical illness, drug dependence,
economic collapse, social failure, divorce, disintegration, failure
to find a mate, etc.
These tactics of psychological force are applied to such a severe
degree that the individual's capacity to make informed or free
choices becomes inhibited. The victims become unable to make
the normal, wise or balanced decisions which they most likely or
normally would have made, had they not been unknowingly
manipulated by these coordinated technical processes. The
cumulative effect of these processes can be an even more
effective form of undue influence than pain, torture, drugs or the
use of physical force and physical and legal threats.
How does Coercive Psychological Persuasion Differ from
Other Kinds of Influence?
Coercive psychological systems are distinguished from benign
social learning or peaceful persuasion by the specific conditions
under which they are conducted. These conditions include the
type and number of coercive psychological tactics used, the
severity of environmental and interpersonal manipulation, and
the amount of psychological force employed to suppress
particular unwanted behaviors and to train desired behaviors.
Coercive force is traditionally visualized in physical terms. In this
form it is easily definable, clear-cut and unambiguous. Coercive
psychological force unfortunately has not been so easy to see
and define. The law has been ahead of the physical sciences in
that it has allowed that coercion need not involve physical force.
It has recognized that an individual can be threatened and
coerced psychologically by what he or she perceives to be
dangerous, not necessarily by that which is dangerous.
Law has recognized that even the threatened action need not be
physical. Threats of economic loss, social ostracism and ridicule,
among other things, are all recognized by law, in varying
contexts, as coercive psychological forces.
Why are Coercive Psychological Systems Harmful?
Coercive psychological systems violate our most fundamental
concepts of basic human rights. They violate rights of individuals
that are guaranteed by the First Amendment to the United States
Constitution and affirmed by many declarations of principle
worldwide.
By confusing, intimidating and silencing their victims, those who
profit from these systems evade exposure and prosecution for
actions recognized as harmful and which are illegal in most
countries such as: fraud, false imprisonment, undue influence,
involuntary servitude, intentional infliction of emotional distress,
outrageous conduct and other tortuous acts.
www.factnet.org - Margaret Thaler Singer, Ph.D
www.factnet.org - F.A.C.T.net
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Téléjournal - Le Point
Reportage au Point
Mardi 30 juillet
Le cauchemar du harcèlement moral
On a tous entendu parler de burnout, d'abus de pouvoir, de harcèlement sexuel. Depuis peu, les
spécialistes ont mis un nom sur un autre phénomène plus sournois : le harcèlement psychologique au
travail. Dans la majorité des cas, un patron cible une subalterne, mais il existe aussi des cas de
harcèlements entre collègues. Aucune statistique fiable n'existe sur l'ampleur de ce problème, mais comme
nous le montrent Julie Miville-Dechêne et Robert Verge, ces conséquences sont dévastatrices.
- Trois témoignages -
Colette Bouchard est, de l'avis de tous, une secrétaire
modèle. Pendant 10 ans, elle a travaillé pour le même
organisme, sous les ordres de différents présidents. Tout
allait bien jusqu'à l'entrée en
scène d'une nouvelle patronne
qui dès qu'elles étaient seules,
la critiquait. Mme Bouchard
rentrait chez elle chaque soir
un peu plus ébranlée, isolée
aussi car ses collègues
croyaient à un simple conflit de
personnalité.
Le sort s'est acharné sur Colette Bouchard car le
successeur de sa patronne l'agresse à son tour... Mme
Bouchard ne voyant plus d'issue, elle a remis sa
démission.
Colette Bouchard a eu la présence d'esprit de tout noter
jour après jour. Épaulée par son avocat, elle a porté
plainte pour congédiement injuste devant la Commissaire
du travail. Des collègues et même une de ses expatronnes ont témoigné en sa faveur. Après la
présentation de cette preuve, l'employeur a choisi de
régler le litige à l'amiable. Son avocat croit que les lois
existantes suffisent pour défendre les véritables victimes.
À son avis, faciliter davantage les recours risquerait
d'amener un déluge de fausses plaintes.
Le ministre du travail doit justement décider bientôt s'il
faut des changements législatifs ou tout au moins une
campagne de sensibilisation.
Effets sur la santé
Le harcèlement peut provoquer dans
un premier temps des symptômes de
stress : nervosité, irritabilité, anxiété,
troubles du sommeil, brûlures
d'estomac, hypertension artérielle,
douleurs musculaires, etc. Au bout de
quelques mois, ces symptômes
peuvent se transformer en troubles
psychiques manifestes. Certains
réagissent avec une hyper-combativité
qui les fait souvent qualifier de
paranoïaques. D'autres sont envahis
par un sentiment d'épuisement et de
fatigue chronique, une baisse de
l'estime de soi, pouvant évoluer vers
la dépression.
Les états dépressifs peuvent
entraîner :
· des troubles de l'attention et de la
mémoire
· un sentiment de découragement, de
pessimisme, de culpabilité,
d'isolement
· une perte de confiance en soi, du
sens du métier.
Leurs conséquences possibles sont
une atteinte de la personnalité, la
dégradation de la santé, l'invalidité, la
perte de l'emploi, le suicide.
source : INRS
Lise Chagnon travaillait depuis 30 ans au Métro Bélair
quand ses patrons ont embauché un nouveau directeurgénéral, Marcel Chalifoux, personnage au long casier judiciaire. Le syndicat craignait que Chalifoux ait pour
http://www.radio-canada.ca/actualite/lepoint/reportages/2002/07/30/harcelement/harcelement.html (1 of 4) [11/18/2008 10:17:51 AM]
mandat de se débarrasser des employés les plus anciens, donc les mieux payés.
Lise Chagnon, responsable de la boulangerie, 'est une femme forte qui n'a pas la
langue dans sa poche. Elle dit que Marcel Chalifoux lui a d'abord demandé d'être
son porte-panier, avant de se retourner contre elle. On fouille dans ses papiers,
on remet en cause sa compétence. Elle a vécu cinq mois d'enfer.
Arrivée au bout de son rouleau, la syndiquée utilise un recours réservé jusque là
aux milieux de travail physiquement dangereux. Le «droit de refus» oblige la
Commission de la santé et de la sécurité au travail à faire enquête pendant que
la plaignante est chez elle. Du jour au lendemain, Lise Chagnon se retrouve sans travail pour la première
fois de sa vie. La CSST rejette sa plainte, ce qui est fréquent aux dires des avocats de la défense. La
Commission ne comptabilise pas les causes de harcèlement refusées. Lors d'un congrès nord-américain sur
la violence, la CSST a tout de même admis que ses enquêteurs manquent d'expérience dans ce domaine.
Lise Chagnon est donc déboutée par la CSST. Le Marché
Bélair la congédie, mais son syndicat porte sa cause en
appel. Pour enfin obtenir justice, Lise Chagnon a dû
endurer 21 jours d'audiences à la Commission des lésions
professionnelles de Joliette. Elle-même a témoigné
pendant quatre jours mais elle
a aussi dû écouter ses anciens
patrons tenter de miner sa
crédibilité.
L'effort en valait la peine, Lise
Chagnon a gagné sur tous les
fronts. Un jugement sans
précédent reconnaît qu'elle a
été harcelée psychologiquement et qu'elle pouvait
exercer un droit de refus car sa santé mentale était
menacée. Deux ans après l'avoir mise à la porte, le
Marché Bélair a dû la réembaucher. Son employeur
Bernard Bélair a refusé de nous accorder une entrevue à
la caméra. Malgré le jugement, il continue de nier toute
responsabilité.
La victoire de Lise Gagnon est plutôt l'exception que la
règle.
Marcel, qui était machiniste depuis 20 ans dans la même
compagnie, a fait une dépression. Quinze mois plus tard,
Marcel se suicidait. C'était un homme fragile. Sa propre
mère s'est enlevée la vie, mais sa veuve croit que le
harcèlement a contribué à le démolir. Il ne parlait que de
cela à son psychiatre juste avant de mettre fin à ses
jours.
Les diverses formes du
harcèlement moral
●
●
refus de toute communication
absence de consignes ou
consignes contradictoires
privation de travail ou surcroît
de travail
●
tâches dépourvues de sens ou
missions au-dessus des
compétences
●
mise au placard, conditions de
travail dégradantes
●
critiques incessantes, sarcasmes
répétés
●
brimades, humiliations
●
propos calomnieux, insultes,
menaces
Marcel ne s'était pas plaint à son syndicat.
- Tentative de définition -
« Le harcèlement moral est fait de petites choses qui prises séparément
ne sont pas graves mais qui deviennent destructrices par leur répétition.
Ça peut-être également des atteintes à la dignité, se moquer
systématiquement d'une personne, l'injurier, tout un tas de choses
particulièrement humiliantes, et puis c'est aussi l'isolement, la mise a
l'écart. »
source : INRS
La psychiatre Marie-France Hirigoyen, auteur de Le harcèlement moral : La violence perverse au quotidien,
a lancé en France en 1998 un vaste débat de société qui a débouché sur une loi pénalisant le harcèlement
psychologique.
La juridiction française
« Aucune personne ne doit subir des agissements répétés qui dégradent ses
conditions de travail, portent atteinte à ses droits et à sa dignité, altèrent sa santé
physique ou mentale ou compromettent son avenir professionnel » art L.122-49
alinea 1 du code du travail.
Mais attention, tous ceux qui se disent harcelés ne le sont pas forcément. « Dans le harcèlement moral, il y
a une notion de malveillance, c'est à dire que d'une façon directe ou indirecte, le but c'est de se
débarrasser de quelqu'un qui gène ou de le casser psychologiquement pour qu'il ne prenne pas trop de
place. C'est différent du stress ou de la pression au travail ou on a envie que les gens soient performants et
progressent. »
Curieusement, il n'y a pas de portrait type du harcelé. Ce ne sont pas des gens
particulièrement faibles. Ils sont souvent des employés de longue date, très
attachés à leur travail - ça se produit à tous les échelons de la hiérarchie. «Tout
le monde peut être victime quel que soit le profil psychologique, néanmoins, on
vise plus particulièrement les personnes qui sont atypiques, pas tout à fait
conformes, ou qui sont je dirais, trop honnêtes, trop scrupuleuses. »
comment se défendre. »
« La difficulté, c'est que ce sont des agressions subtiles, qui laissent peu de
traces, donc en général, quand on est visé, on est déstabilisé, on ne sait pas
Écoute du reportage - reprise (1ère partie / 2e partie)
Format WindowsMedia
HYPERLIENS
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●
●
Harcèlement moral au travail
site de l'Institut national de recherche scientifique
Harcèlement moral Stop
site officiel d'une association française pour la lutte contre le harcèlement moral
au travail
Le harcèlement moral au travail
site d'un avocat au barreau de Paris
Équipe
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Rejection really hurts, UCLA psychologists find
Public release date: 9-Oct-2003
[ Print Article | E-mail Article | Close Window ]
Contact: Meg Sullivan
[email protected]
310-825-1046
University of California - Los Angeles
Two key areas of the brain appear to respond to the pain of rejection in the same
way as physical pain, a UCLA-led team of psychologists reports in the Oct. 10 issue
of Science.
"While everyone accepts that physical pain is real, people are tempted to think that
social pain is just in their heads," said Matthew D. Lieberman, one of the paper's
three authors and an assistant professor of psychology at UCLA. "But physical and
social pain may be more similar than we realized."
"In the English language we use physical metaphors to describe social pain like 'a
broken heart' and 'hurt feelings,'" said Naomi I. Eisenberger, a UCLA Ph.D.
candidate in social psychology and the study's lead author. "Now we see that there
is good reason for this."
Eisenberger and Lieberman used functional magnetic resonance imaging (fMRI) to
monitor brain activity in 13 UCLA undergraduates while the students played a
computer ball-tossing game designed to provoke feelings of social exclusion.
In Cyberball, two computer figures are able to throw a virtual ball to each other
and to the game's human player. Although the activities of the figures are entirely
computer-generated, the undergraduates were led to believe that they
corresponded to other student players elsewhere.
"It's really the most boring game you can imagine, except at one point one of the
two computer people stop throwing the ball to the real player," Lieberman said.
In the first of three rounds, experimenters instructed UCLA undergraduates just to
watch the two other players because "technical difficulties" prevented them from
participating. In the second round, the students were included in the ball-tossing
game, but they were excluded from the last three-quarters of the third round by
the other players. While the undergraduates later reported feeling excluded in the
third round, fMRI scans revealed elevated activity during both the first and third
rounds in the anterior cingulate. Located in the center of the brain, the cingulate
has been implicated in generating the adverse experience of physical pain.
"Rationally we can say being excluded doesn't matter, but rejection of any form
still appears to register automatically in the brain, and the mechanism appears to
http://www.eurekalert.org/pub_releases/2003-10/uoc--rrh100903.php (1 of 3) [11/18/2008 10:17:57 AM]
be similar to the experience of physical pain," Lieberman said.
When the undergraduates were conscious of being snubbed, cingulate activity
directly responded to the amount of distress that they later reported feeling at
being excluded.
The researchers also detected elevated levels of activity in another portion of the
brain -- the right ventral prefrontal cortex -- but only during the game's third
round. Located behind the forehead and eyes, the prefrontal cortex is associated
with thinking about emotions and with self-control.
"The folks who had the most activity in the prefrontal cortex had the least amount
of activity in the cingulate, making us think that one area is inhibiting one or the
other," Lieberman said.
The psychologists theorize that the pain of being rejected may have evolved
because of the importance of social bonds for the survival of most mammals.
"Going back 50,000 years, social distance from a group could lead to death and it
still does for most infant mammals," Lieberman said. "We may have evolved a
sensitivity to anything that would indicate that we're being excluded. This
automatic alarm may be a signal for us to reestablish social bonds before harm
befalls us."
"These findings show how deeply rooted our need is for social connection,"
Eisenberger said. "There's something about exclusion from others that is perceived
as being as harmful to our survival as something that can physically hurt us, and
our body automatically knows this."
The explanation is consistent with past research on mammals. Hamster mothers
with damaged cingulates no longer take steps to keep their pups near and infant
squirrel monkeys similarly affected no longer produce a spontaneous cry when
separated from their mothers. In human mothers, fMRIs have shown that infant
cries increase activity in the cingulate.
The prefrontal cortex, meanwhile, has been found to be key to thinking in words
and controlling behavior, urges, emotions and thought. So researchers theorize
that the prefrontal cortex may inhibit the cingulate as opposed to the other way
around.
"Verbalizing distress may partially shut down areas of the brain that register
distress," Lieberman said. "The regulating abilities of the prefrontal cortex may be
why therapy and expressing painful feelings in poems and diaries is therapeutic."
But humans may need a conscious awareness of social exclusion to activate this
buffering mechanism, the researchers said. The requirement would explain why the
prefrontal cortex did not become activated during the first round of Cyberball,
when the students were led to believe that a computer glitch prevented them from
being included in the ball toss.
"If we have no reason to consciously believe that we're being excluded," Lieberman
said, "we tend not to respond and regulate."
###
The study's third author is Kipling D. Williams, a psychology professor at Macquarie
University in Sydney, Australia. Williams is the architect of Cyberball.
The project received funding from National Institute of Mental Health.
[ Print Article | E-mail Article | Close Window ]

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