A "Black Swan Event" is when the unexpected occurs, causing a huge mindshift and change in how the world works. People never imagined that Black Swans existed, until the discovery of the first Black Swan... (as per book "The Black Swan", by Nassim Nicholas Taleb, 2007, that sold over 3 million copies)

Is a perception change the next Black Swan Event? Consider that by changing perception we might change the world. Look at everyday things from different angles. Find beauty in the unexpected...
Change our thinking, change our actions, change our world!

See that all people are part of God's puzzle and have something to give. Black swans do exist. The ugly duckling was actually a swan who needed to discover himself and where he fitted and be who he was meant to be. To the last, the lost and the least, you are beautiful as you are.
May all who visit this page feel God's touch and experience His blessing...

Thursday 5 March 2015

Why is it Difficult to Eradicate Bullying?

I read this article yesterday by Valerie Cade, of Bully Free at Work: 10 Reasons Why the HR Process Might not Work for You It's a great article, all ten points.

Bullying follows much the same pattern as domestic violence, including child abuse:

  • One cannot change what isn't acknowledged
Children will tell of their abuse, but often adults won't believe them or won't listen closely. A child will only try to tell someone a few times and then lose hope and may keep quiet thereafter for years. It is extremely important to listen to children who step forward and tell that something is amiss. The same may happen to adults who experience bullying. People may laugh their story off or tell them that they are imagining things.

  • Lack of a defined process to follow
Abuse and bullying happens in many places, but there isn't an allocated go-to person in organisations. Some children may tell their parents, who are the best people to fight for them, but others might pick random adults to tell. The same happens to adults who are bullied in their workplaces, they may go to HR, but often people they approach don't have a defined process to follow next.


  • Little authority over the people who may be bullies
As the article mentions,  80% of bullying occurs with a direct manager. If a boss is the abuser or bullier, e.g. the principal of a school, what can be done to stop the person? HR is often the place to report bullying, but HR may have little authority over key people in an organisation. At least with abuse, this can and should be reported to the police.


  • The reputation of an organisation where a bully works is often protected against all accusations
Unfortunately in many cases, the people who know of abuse or bullying will protect the organisation and its reputation, instead of the target, because people tend to blame the entire organisation if something bad happens there, instead of the individuals concerned. A school Principal who hears of abuse will protect teachers at his school. HR will protect the organisation they work for against expensive litigation.

  • The bully is often believed instead of the victim
Abusers often abuse for years and are never suspected. Bullies may bully for years without getting caught. These people are often charismatic and well-liked individuals. A bully often comes across as charming and capable in meetings to discuss problems, and the target is often an emotional wreck from the bullying and is seen as a liability. Employers seem to feel that if they get rid of the target then the problem will go away, but the bully will soon choose a new target.

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