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Writer's pictureJudith Carmody

Workplace Cycle of Abuse! Bully or Predator?🚩🚩🚩

Updated: Jul 7

©Bully(s) or should I say Predator(s), Abuser(s), Offender(s) or Perpetrator(s) of Psychological Abuse, Harassment and Violence including coercive and controlling behaviour inflict irreparable harm and injury on their SELECTED Target(s).


The perpetrator(s) campaign is intentional, repetitive and strategic to destroy a target(s) survival who becomes unconsciously entrapped in a Workplace Cycle of Abuse. This results for many target(s) is annihilation, sickness, poverty and loss of self.


Anybody who has experienced the severity of workplace abuse or find themselves as the selected target(s) will know that the persistent hounding (overt and covert) completely overtakes the target(s) ability to focus on their health, wellbeing and career.


This is where the target(s) must see the Red Flags -🚩🚩🚩 the tactics of psychological abuse and recognise the danger from the very first attempt by the abuser(s) to demean and devalue the target in the workplace.


The Impact of Trauma


Trauma and the pain of being upset are not synonymous. Trauma is a chronic wound that you sustained and still carry. The term refers not to what happens to you, but what happens inside you as a result. You retain the pain of trauma, and you retain your defense against the pain without actually being aware of its source.

Dr Gabor Maté. The Myth of Normal.  https://drgabormate.com/book/the-myth-of-normal/


Trauma - the ability to respond to a perceived threat or abnormal circumstances; this is overwhelming for the target(s) and they may not know how to deal with this stress. Trauma can impact a person's core beliefs and if not managed safely in the workplace may manifest as loss of hope and may lead to bullycide.



For a target of workplace abuse it is exceptionally distressing to try and understand why someone (a colleague(s)) would deceitfully target them for immeasurable pain, injury and hurt. This article signposts a greater need to understand the complexity of workplace abuse, as the term bullying is the tip of the iceberg. Workplace abuse requires further discussion about the range of inappropriate behaviours; identify behaviours that are overt or covert. Workplace abuse can range from incivility to mindgames, manipulation, coercion, entrapment and the relentless attack on the target(s) sense of self. This article highlights that Trauma-Informed Care is required to safeguard the employee's experiences and exposures to workplace psychological abuse,trauma, injury and harm🚩🚩.


Zapf & Einarsen (2005) define workplace bullying as when someone is systematically subjected to abusive behaviour from one or more colleagues (mobbing) (group violence) or superiors. It has been suggested that if this is done over a long period of time and forms a pattern of behaviour in which the target(s) find it difficult to defend or protect themselves and are unable to exit this abusive cycle.


Olthof et al. (2011) examine an important theory in workplace abuse in that bullying is purposeful in that it demonstrates a coercive social strategy that is strategic to obtain, gain control and maintain a socially dominant position in a relationship. The validity of the bullying theory is that it is a form of aggression that is intentional, harmful behaviour in which the bully targets a victim who is attacked, humiliated or ostracised by a bully or by a group (mobbing).


 Fear is the bully's weapon. We must protect and love ourselves and detach from another person's projection of FEAR based -psychological weapons in the workplace.


Recognise the Dangers

Understand the Dynamics

Assert your Right to Safety


Develop an awareness to respect and love your Presence.


©No part of this article may be reproduced without prior permission of the author Judith Carmody. The post can be reposted in full giving credit to the author's work.


This article pro­vides gen­eral infor­ma­tion and dis­cus­sion about personal development and related sub­jects. The words and other con­tent pro­vided in this blog, and in any linked mate­ri­als, are not intended and should not be con­strued as med­ical or legal advice. If the reader of this material has a med­ical or legal con­cern, he or she should con­sult with an appropriately health care provider or legal advisor. #bullying #trauma


References

Olthof T, Goossens FA, Vermande MM, Aleva EA, van der Meulen M. (2011). Bullying as strategic behavior: relations with desired and acquired dominance in the peer group. J Sch Psychol. 2011 Jun;49(3):339-59. doi: 10.1016/j.jsp.2011.03.003. Epub 2011 Apr 16. PMID: 1640248


Zapf, D., & Einarsen, S. (2005). Mobbing at Work: Escalated Conflicts in Organizations. In S. Fox & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets (pp. 237–270). American Psychological Association. https://doi.org/10.1037/10893-010




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