Hello, FR, I welcome your thoughtful comment as it relates to a new kind of media programming. One of the hallmarks of pulling one up by one's bootstraps is deeply rooted in competition. While competition pushes some individuals forward, it leaves many in the dust. Some people do resort to manipulation, a form of bullying, or outright bullying to get to the top in competitive environments.
Some researchers at the Hebrew University of Jerusalem looked into the nature of collaboration versus competitiveness:
http://www.sciencedaily.com/
rele...80430103102.htm
As you can see from this, FR, the results provide hope that changes are being made to bring in more of a cooperative spirit rather than harming or damaging others.
Often bullies have circumstances in their lives which deprived them of knowing the joy of bonding with others to produce something good.
Their ways are very self-seeking because that's how they survived.
Taking this one step further to sporting events, I do know that contact sports such as football work best with a collaborative team rather than one with stars who want to showcase. In some of the events you described the nature of the "judging panel," and the ability to showcase for an audience, leads some innocent talented people to be put down.
I'm with you. When we feel something like bullying is being emulated, we need to contact producers, managers and presenters to share why bullying is wrong to endorse is not really acceptable programming.
Thanks for your very thoughtful addition to this conversation, FR.
The millennium phenomenon of: “TV BULLIES” WHY?
The competing and judging of equals in any area of excellence has always been exciting to watch. Those involved in providing a platform for these talents are to be commended.
However, just recently while watching a popular TV talent show in noticed that there were many clearly unsuitable, innocent, often deluded but no less vulnerable people being paraded in front of a judging panel and I asked myself; is this right, why are these people being treated in this way?
I could not answer this question and it made me realize what I was taking part in when watching this show was little more than playground or workplace “bullying”.
As we all know bullies and their cronies like to pick on someone less able to defend themselves, while those watching all too often say and do nothing in some cases actually encourage the bullies to manipulate the situation to the disadvantage of the person being mistreated. Worst still there are those who watch and let the bullying continue even though they are in the position to stop it.
I am asking is it necessary to include these clearly out of place, less fortunate people on these shows to be humiliated in front of millions watching.
Surely the appropriate and kindest thing to do would be to interview them before the show, rather than having them go through this cruel charade on screen.
Some program makers may use as their defence “this is what their audiences want”. However many people also like to watch other inhumane spectacles like; dog fighting, bull fighting etc, yet these are not allowed on TV and for good reason because of they are cruel.
We often ask why do so many people hurt themselves by drink and drugs or are found in rivers or at the end of a rope? Yet we indulge in this type of exploitative entertainment, the pimping of others who are just trying to get through life as we are and who need our consideration and deserve our admiration not mouth covered sniggers and mocking laughter from those born “luckier” than them.
These shows are great stepping stones for people of all ages who have the ability to compete and display their talents; surely the successful contestants who go on to do well on them don’t want to achieve their dreams at the expense of others less able.
We need these people more than we appreciate; can you imagine a world full of all singing, all dancing, perfectly formed and groomed individuals, scary isn’t it? Let’s not treat them like this any more.
I am asking all who believe this to be wrong to: Start; talking, writing, phoning, emailing, texting, blogging, podcasting, visiting those involved in this practice and perhaps we will help to bring it to an end.
Let’s urge program producers, managers and presenters to change this part of their shows and find other ways to produce stars that spare these susceptible people this indignity.
Carlos, thank you very much. Very often it is minorities, women, and older employees who are bullied in the workplace. When people see it for what it is, and name it, people can then take steps against it. It certainly demoralizes many workers with great gifts and talents.
Thanks for stopping by Carlos, and for your kind words.
Incredible Post... and Blog!
Congratulations!
Carlos M.
Jackie, bullying, either way you look at it isn't simple. It takes real expertise to turn around the nature of the "beast" and to help victims heal and build new confidence. Real challenge for a "makeover" either way.
Again, thanks for bringing cases from your personal experience. It adds much to the discussion.
I appreciate what you say Robyn.It is the nature of the insidiousness of bullying that often by the time the "victim" realises what is going on (or friends or colleagues notice) damage has been done and their confidence has taken such a dent that they are not up to it. This then raises the question about the role of those who might be witnesses....a "good bully" will be expert at ensuring that others don't witness what they are doing.
From the other side of the coin a colleague once told me that her line manager wanted her to have coaching as one of her team had made accusations of bullying against her ( not to her but to her manager). My colleague was shattered by the accusation and went through with the coaching though she did not really understand what she was trying to improve/change. Somehow - over time - the situation was resolved but that was not really satisfactory either.
Jackie, I'm very glad you provide an example of the damage bullies inflict on others. Often the perpetrator does not know how deeply the wounds go.
Though it is very difficult, when victims can stand up and name the abuse it often stops and others are aware of what is taking place. It is the suffering in silence that really exacerbates the victim's problem.
You have to take that risk to name the bullying for what it is. That's the very first step to healing.
More thoughts, Jackie?
Robyn
I watched someone I love crumble under the pressure of bullying. After a long spell away from the workplace she agreed terms for her return. Did anyone "call" her bullies as Ann says. Not to her knowledge. They will therefore go on ever unknowing of the impact of their behaviour. She did not have the strength then or the desire now to do so herself.
I expect the bully would indeed back down It would be good to hear from anyone who did.
Great post - as always!
Jackie
Michelle, I and readers, too, appreciate the fact you came back to give us the title of the book!
Are you sure there aren't some gaps you could fill with a follow up? You have some savvy ideas here.
Thank you for your kind words. I can't take credit for the content. The book was already written by Elliott Jaques. It's called Requisite Organization.
Michelle, there are definitely two sides of this, the personal and the organizational. You have brought great expertise to the systems level of this problem. One without the other does not bring quality. Thanks so very much for all you shared. And, I encourage you to go ahead and write that book!
I agree that personal development time on the part of the bully is likely advised.
However my area of interst is at the systems level. There are quite a few things organizations (unwittingly) do, or better stated - don't do, that drive bullying behavior. Implementing a total-systems framework for organization and managerial leadership would go a long way toward reducing the adaptive stress that exacerbates bullying.
For example, a framework would include:
-Explicitly clarify accountabilities. e.g.Employees should be accountable for doing their best; managers who give the assignments and provide the resources should be accountable for employeee OUTPUT.
-When assigning accountabilities, always pair them with requisite authorities. e.g Don't ask a manager to be accountable for a direct report's work if the manager cannot remove them for poor performance.
-Clarify cross functional working relationships at the managerial level. Employees should not be left to use force of personality to get their work done. Managers need to work with their peer managers to pave the way for their direct reports sharing of information, giving and receiving of service, etc.
I could go on, but then I'd have to write a book.
I'm OK. You're OK. Let's fix the system.
Dear Happily Anonymous, I appreciate your analysis here and for your encouragement as well. Thanks for your thoughts.
Thanks Rob, I appreciate the thumbs up. When I first saw the challenge to participate in "Stop the Abuse" I wasn't sure where to go with a focus in business. Once an "aha" hit me, everything fell into place and I found excellent posts from bloggers I know and respect.
Most bullying techniques are finally starting to fall under the harassment umbrella. Nice post and a unique abuse to cover.
Thats a nice piece you did there Robyn, as the previous commenter said it is a difficult topic to cover, especially when you look at some of the more 'competitive' workplaces. The reality is that bullying is alive and flourishing in the 21st century planet earth and really has no place at all. Posts like this will help people spot the signs and give them a way of addressing it too. Way to go 
Jim, your piece was brilliant and brought much insight to lead off this post on bullies in the workplace. When I saw the Blog Catalogue's challenge to write on the theme, Stop the Abuse today, Sept. 27, at first I wondered what might I write about connected to business. The connection to workplace bullies and abuse was so logical? I looked at posts from bloggers in my community to round up the best facts and information I could find. Thanks so much for adding your wisdom.
What a nice assemblage of information on this difficult topic - just a gret roundup of coverage. I especially enjoyed the discussion of the idea of "intrapersonal intelligence" - suggests a lot worth thinking about.
I must say that Ann Michael's comment is pretty much right on the money for two reasons: You want to rid or reform bullies, and you want the sort of employee at all levels who will make the call on behalf of the firm and the workplace.
Thanks for a great post on this subject (and for your kind reference to my piece).
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