That includes the academic workplace. Nor are the cultures of our organizations immune. We can blame much of the first on power imbalances. Pogo called it for the second. Ourselves.
I and others have written frequently about the critical linkages between organizational culture and the presence of bullying behaviors. I’ve gathered a short collection of previous posts on this subject for your consideration:
When superficial civility supports workplace abusers (and their enablers) (2014) — “But at times, the organizational embrace of a superficial brand of civility can advantage those who engage in bullying, harassment, or discrimination at work. It often starts with mistreatment masked by a steady, calm demeanor. This may include behaviors that are calculated to be plausibly deniable, such as bullying by omission (e.g., exclusion and ostracism), “lighter” forms of harassment, or indirect discrimination.”
Duffy & Sperry on the organizational life cycle: When the wheels are coming off, do bullying/mobbing behaviors follow? (2014) — “Over the years, I’ve heard many descriptions of workplace cultures associated with bullying & mobbing that seem to correlate with the Early and Late…
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