Many people who read and subscribe to this blog do so because they have a specific interest in workplace bullying or mobbing. This includes workers who have been bullying or mobbing targets, as well as practitioners and advocates in various fields who are trying to address these forms of abuse. Over the years, I have been gratified by comments and e-mails from readers who report that they have found these writings helpful in building their understanding.
But obviously a single blog is insufficient to provide a proper grounding in this subject area. Thus, to guide readers who want to learn more, I have shared recommended reading and resource lists, with an eye toward enhancing depth and breadth of understanding. They’ve included (click on title to access):
- A short list of recommended books for targets of workplace bullying and mobbing (March 2019)
- Workplace bullying and mobbing: Recommended book list (May 2018)
- Workplace bullying and mobbing: Resources for HR (May 2017)
- Need Help? (periodically updated resource page)
Recently I also provided some suggestions and resources for peer support groups:
What about a personal learning network?
In addition, for those of you whose interests in workplace bullying and mobbing are more than casual, I would like to suggest the possibility of creating a personal learning network (PLN). As defined and explained in Wikipedia:
A personal learning network is an informal learning network that consists of the people a learner interacts with and derives knowledge from in a personal learning environment. In a PLN, a person makes a connection with another person with the specific intent that some type of learning will occur because of that connection.
Specifically, the learner chooses whom to interact with in these media and how much to participate. Learners have certain goals, needs, interests, motivations and problems that are often presented to the people they include in their PLN. Moreover, the learner will collaborate and connect differently with various members. The learner will establish stronger relationships with some members and have a low level of connection with others. Not all nodes will be equal. Some of the member roles include searcher, assemblator, designer of data, innovator of subject matter, and researcher.
In other words, a PLN involves a pooling and sharing of knowledge and resources. In the context of workplace abuse, it is similar to a peer support group, but its focus is on building knowledge and understanding, rather than dealing directly with personal impacts and consequences. Of course, it’s quite possible to have these functions overlap in a single group, as well.
For those seeking to make these connections, I hope that my new Facebook page (link here), which has attracted some 750 followers since I created it earlier this spring, can help to serve that purpose.
P.S. A note to subscribers: Oh, the curse of writing on a tablet instead of a real keyboard! Earlier today I inadvertently posted, rather than merely saved, a headline for this planned post, without the content. I apologize for cluttering your inbox!