Managing Conflict » Workplace Bullying http://managingconflict.com/blog Conflict Management Strategies Wed, 10 Mar 2010 18:37:53 +0000 http://wordpress.org/?v=2.9.2 en hourly 1 Poking the Hornets Nest- How Motorola Let Emotions Get in the Way http://managingconflict.com/blog/poking-the-hornets-nest-how-motorola-let-emotions-get-in-the-way http://managingconflict.com/blog/poking-the-hornets-nest-how-motorola-let-emotions-get-in-the-way#comments Wed, 20 May 2009 17:41:41 +0000 Carol Bowser http://managingconflict.com/blog/poking-the-hornets-nest-how-motorola-let-emotions-get-in-the-way Hornets nest “Sometimes emotions get in the way of judgment.” So says Richard Robbins, an Atlanta based employment law attorney. Robbins comments were based on the Wrongful Termination lawsuit that former Motorola CFO has brought.

Here is the short version. Motorola CFO made remarks during a Board meeting intending to rally the Board to action. It worked, but the Hornets went after him instead. The very next day, he was fired. He now is suing. So whose emotions got in the way of judgment? My educated guess is everyone’s over a long period of time.

For more of the details check out this article on Corporate Counsel Center . Frankly, I find it somewhat refreshing that SOMEONE has acknoweldged that emotions can impact decisions and that a breakdown of a working relationship can and DOES lead to bad stuff happening—even in the C Suite.

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]]> http://managingconflict.com/blog/poking-the-hornets-nest-how-motorola-let-emotions-get-in-the-way/feed 0 Why Reality TV Is Bad For The Workplace. http://managingconflict.com/blog/why-reality-tv-is-bad-for-the-workplace http://managingconflict.com/blog/why-reality-tv-is-bad-for-the-workplace#comments Wed, 24 Sep 2008 15:13:57 +0000 Carol Bowser http://managingconflict.com/blog/why-reality-tv-is-bad-for-the-workplace I admit it. I love, love, love reality TV. Project Runway, The Apprentice, Ramsey’s Kitchen Nightmares, The Amazing Race, The Next Food Network Star. I spend every Sunday catching up on the trauma and drama of people fighting to make it to the top or stay out of the bottom.

Why do I love these shows that glorify malfunction, back biting, and nastiness? Because as someone who dives into others conflict all the time, it is like Jane Goodall observing the chimps.

What is good for ratings and interesting entertainment is actually horrid for the workplace. Through shows like the Apprentice, Hell’s Kitchen, and Project Runway naive people are learning everything not to do to be successful at work.

Teamwork? No way! Look out for number one. Respectful communication? Nope. Snipe and gossip. Conflict resolution skills? Forget it!

One lesson that is spot on..if you mess with someone, they will not forget and will try and take you down.

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]]> http://managingconflict.com/blog/why-reality-tv-is-bad-for-the-workplace/feed 0 Avoiding Claims of Workplace Harassment-Gender Differences at Work http://managingconflict.com/blog/avoiding-claims-of-workplace-harrassment-gender-differences-at-work-2 http://managingconflict.com/blog/avoiding-claims-of-workplace-harrassment-gender-differences-at-work-2#comments Thu, 21 Aug 2008 23:19:00 +0000 Carol Bowser http://managingconflict.com/blog/avoiding-claims-of-workplace-harrassment-gender-differences-at-work-2 In the traditional models of male group dynamics the new members of the group undergo some form of hazing to “earn” their way into the group. Once “in” the group, the new guy is made the butt of jokes or “given grief” as a demonstration of his belonging.
Ask a women the last time, she felt “in” when she was made the butt of a joke. To the average female, being made the object of exclusion or ridicule is the exact opposite of belonging and a BIG BLINKING SIGNAL THAT SHE STOP TRYING TO BECOME PART OF THE GROUP BECAUSE-for whatever reason- SHE IS NOT WELCOME. In the workplace, the worst thing is to be viewed as disengaged or “not team player”.

In life, it is awful to feel purposefully excluded and have no control to “get back into the game.” What maybe intended as a sign of inclusion-kidding around, target of practical jokes-teasing maybe perceived as harassment, retaliation or purposeful exclusion. NOT what is desired in the workplace for full engagement.

Think about it. Then take a look around. How does your workgroup let individuals know that they are “Teamplayers”? How do you? Is this based on “the way we have always done it?” Is it possible that your method falls into either a “male” or “female” model?

If so, have there been any unintended consequences??

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]]> http://managingconflict.com/blog/avoiding-claims-of-workplace-harrassment-gender-differences-at-work-2/feed 0 Avoiding Claims of Workplace Harrassment: Gender Differences at Work http://managingconflict.com/blog/avoiding-claims-of-workplace-harrassment-gender-differences-at-work http://managingconflict.com/blog/avoiding-claims-of-workplace-harrassment-gender-differences-at-work#comments Sun, 20 Apr 2008 19:45:27 +0000 Carol Bowser http://managingconflict.com/blog/avoiding-claims-of-workplace-harrassment-gender-differences-at-work In the traditional models of male group dynamics the new members of the group undergo some form of hazing to “earn” their way into the group. Once “in” the group, the new guy is made the butt of jokes or “given grief” as a demonstration of his belonging.
Ask a women the last time, she felt “in” when she was made the butt of a joke. To the average female, being made the object of exclusion or ridicule is the exact opposite of belonging and a BIG BLINKING SIGNAL THAT SHE STOP TRYING TO BECOME PART OF THE GROUP BECAUSE-for whatever reason- SHE IS NOT WELCOME. In the workplace, the worst thing is to be viewed as disengaged or “not team player”.

In life, it is awful to feel purposefully excluded and have no control to “get back into the game.” What maybe intended as a sign of inclusion-kidding around, target of practical jokes-teasing maybe perceived as harassment, retaliation or purposeful exclusion. NOT what is desired in the workplace for full engagement.

Think about it. Then take a look around. How does your workgroup let individuals know that they are “Teamplayers”? How do you? Is this based on “the way we have always done it?” Is it possible that your method falls into either a “male” or “female” model?

If so, have there been any unintended consequences??

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