Published: “On anger, shock, fear, and trauma: therapeutic jurisprudence as a response to dignity denials in public policy”

The International Journal of Law and Psychiatry, has just published my article, “On anger, shock, fear, and trauma: therapeutic jurisprudence as a response to dignity denials in public policy.” Through May 18, you may click here to obtain free access to the article.

This piece is not about employment law and policy, but it embraces a relevant theme, namely, how the making and content of public policy can either advance or deny our dignity. Here’s the article abstract:

This article asserts that when policymaking processes, outcomes, and implementations stoke fear, anxiety, and trauma, they often lead to denials of human dignity. It cites as prime examples the recent actions of America’s current federal government concerning immigration and health care. As a response, I urge that therapeutic jurisprudence should inform both the processes of policymaking and the design of public policy, trained on whether human dignity, psychological health, and well-being are advanced or diminished. I also discuss three methodologies that will help to guide those who want to engage legislation in a TJ-informed manner. Although achieving this fundamental shift will not be easy, we have the raw analytical and intellectual tools to move wisely in this direction.

Although it’s a scholarly journal piece, it’s relatively short (10 pp.) and accessible to non-legal folks.

The article appears as part of a special issue honoring Prof. David Wexler (U. Puerto Rico/U. Arizona), a co-founder of the therapeutic jurisprudence movement. It was co-edited by Profs. Amy Campbell (U. Memphis) and Kathy Cerminara (Nova Southeastern U.). The journal is hosted by the International Academy of Law and Mental Health.

On the dynamics of “puppet master” bullying at work

image courtesy of free.clipartof.com

In 2012 I proposed a type of work abuse that fits somewhere between workplace bullying and workplace mobbing. I called it “puppet master” bullying and described it as a form of “multiple-aggressor abuse at work that may stand at the fault lines between common conceptions of bullying and mobbing.” Here’s more:

In these situations, a chief aggressor’s power and influence over a group of subordinates may be sufficient to enlist their participation in mistreating a target, creating what looks and feels like a mob. For example, if the aggressor is a mid-level manager, he may recruit HR to help out with the dirty work and encourage the target’s peers to shun or bully her.

Even in cases of peer bullying, one aggressor can use intimidation and persuasion to turn others against a peer-level target.

One of the key indicators of puppet master bullying, all too infrequently realized, is what happens when the master is removed from the scene. Typically, much of the malicious energy that fueled the puppets fades away, and so with it much of the bullying behavior.

To be honest, my learned colleagues who are researching and theorizing about work abuse haven’t exactly jumped on board with this concept, so perhaps I should heed the silence. However, I see the puppet master dynamic playing out in so many situations — including organizations and communities — that I’m still using the term. As I often do with this blog, I’d like to take a few minutes to share how my thinking about it has evolved, drawing on ideas and authors that I’ve discussed in previous posts.

Who are the players?

As I suggested in a post last year, it’s important to think about workplace bullying and mobbing in the context of human and organizational systems, whereby the following players play their roles:

Thus, a typical campaign of severe bullying or mobbing at work involves multiple players, including but hardly limited to:

• The main aggressor(s);
• The supervisor or boss of the main aggressor(s), in order to ratify and sometimes further the abuse;
• On frequent occasion, peers recruited/pressured/incentivized to join in on the abuse;
• Human resources personnel to bureaucratically process the abuse through review and discipline of the target;
• Legal counsel to provide cover for the organization and sometimes direct additional intimidation toward the target.

This certainly applies to puppet master bullying. So let’s take a closer look at these players.

Chief abusers

Puppet master bullies are often pretty evil. Not only are they prone to treating others abusively, but also they are willing and able to enlist others to help do the job. The latter uses fear and intimidation, promises and incentives, or some combination of all.

When I envision the classic puppet master bully, I think of the opening to Dr. Martha Stout’s invaluable The Sociopath Next Door (2005):

Imagine — if you can — not having conscience, none at all, no feelings of guilt or remorse no matter what you do, no limiting sense of concern for the well-being of strangers, friends, or even family members. Imagine no struggles with shame, not a single one in your whole life, no matter what kind of selfish, lazy, harmful, or immoral action you had taken. And pretend that the concept of responsibility is unknown to you, except as a burden others seem to accept without question, like gullible fools.

OK, I understand that not every workplace abuser is a genuine, clinically diagnosable sociopath. However, the key message of that passage seems to apply to so many people who mistreat or exploit others at work: They don’t have a conscience, or at least not much of one. In fact, in discussing with others the challenges of anticipating and responding to the hurtful actions of nasty, abusive employers, I often suggest: Think like a sociopath. Then you’ll get it. And so it is with comprehending many puppet master bullies.

The puppets: Foot soldiers, defenders, followers, and bystanders

Puppet master bullying necessarily involves the willing/coerced/incentivized participation of many others. In talking to bullying and mobbing targets, one of their most common, anguished laments runs along these lines: How could they have gone along with this? Don’t they have any sense of decency? They had to know this was terrible and unfair, and yet they went along or turned the other way.

It is on this note that I draw insights from philosopher and writer Hannah Arendt, whose writings on the nature of Nazi Germany help us to understand abuse in many other settings, including the workplace. Here’s what I wrote in 2014:

Philosopher Hannah Arendt invoked the phrase “banality of evil” to describe how Adolf Eichmann served as one of Hitler’s architects of the Holocaust. Since then, the phrase has come to represent — in more generic terms — how ordinary people become easily invested in the values of a morally bankrupt status quo and participate in terrible behaviors that seemingly are unthinkable in civilized society. These insights teach us a lot about how bureaucratic enablers of abusive bosses can help to facilitate the destruction of a bullying target. These professional handmaidens (usually HR folks and employment lawyers) are more than simple bystanders; rather, they are complicit in the abuse.

In puppet master bullying situations, the enlisted individuals typically go well beyond HR and the legal department. They are recruited from virtually any setting in which the target works and interacts with others. They are the puppet master’s everyday foot soldiers in conducting the bullying.

In addition, successful (I hate using that word in this context) puppet master bullying campaigns require co-employee bystanders who look the other way when they witness or otherwise become aware of the mistreatment. It’s a variation on see no evil, hear no evil, speak no evil. They may not be actively partaking in the bullying, but they’re not going to do anything about it either,

Target perceptions

Some may believe I’m exaggerating, but to be on the receiving end of puppet master bullying (or genuine mobbing) is to experience terrorism on the job. And that exactly is what many of the chief abusers want to convey. In either form, it looks and feels like a mob on the receiving end. As I wrote in my 2012 post on puppet master bullying:

From the standpoint of the target, the distinctions often matter little in terms of the experience of being on the receiving end. Whether it’s someone surgically directing or controlling her minions to bully an individual, or a true mob descending upon a lone target, it sure as heck feels like a mobbing.

For those studying these behaviors and trying to develop measures to curb them, however, the distinctions do matter. With puppet master bullying, removing the instigator(s) may be enough to stop the abusive behavior. With genuine mobbing, however, the remedy is even more difficult, because the emotional impetus to act has now infected an entire group.

In other words, with puppet master bullying, cutting the strings may be sufficient for the “puppets” to stop their onslaught of abuse. With genuine mobbing, however, the puppets are sufficiently enlisted to continue the mistreatment on their own.

***

Obviously we have a lot more to learn about comprehending and responding to bullying and mobbing in the workplace. I hope this has been of some help to folks who are experiencing or trying to understand this particularly sordid brand of psychological abuse at work.

Terrorism: Small businesses, wage earners pay a high price

Greater Boston is in lockdown mode at mid-afternoon of this otherwise lovely spring Friday, with law enforcement authorities pursuing the suspects from Monday’s Boston Marathon bombings. For some of us, it means a try-to-work-at-home day as we attempt to do something constructive while following news updates.

Of course, this is an unsettling day for just about everyone around here. But for so many small businesses, wage earners, and service providers like cabbies, it also is a costly day of lost income, even if the reasons for the shutdown are entirely justifiable.

I don’t know what political messages the perpetrators intended to send by their horrible actions, but among those paying a significant price are businesses and individuals who can least afford to do so. Big companies that can absorb a loss, and higher salary earners who will get their full paychecks regardless, will be okay, while many others will find it even more difficult to balance their books and to make ends meet.

Boston, the day after: Back to normal, but not really

On the Boston Common, an early evening peace vigil (Photo: DY)

Had you been transported to Boston’s busy Downtown Crossing area at lunchtime today, it may not have been evident that just the day before, at least three people died and over a hundred were injured (many severely) by two bombs that were detonated near the finish line of the Boston Marathon, a few short subway stops away.

You would’ve seen the usual scurrying about, with some folks carrying bags from quick shopping trips, and others lining up at one of the food carts for a bite to eat.

Indeed, on the surface, much of Boston looked pretty normal today, the major exceptions being that part of town regarded as a crime scene and thus closed off to the general public, as well as increased security in the public transportation system. Otherwise, most offices, schools, and stores were open for business.

Just another working day, yes?

Hardly. You can’t see what’s going through everyone’s minds, but mark my words, very few people were not in some way distracted, anxious, preoccupied, upset, angry, or grieving. I don’t think a lot of work got done today.

At this point, we don’t know who planted these bombs or why, so it’s too early to process what this all means. But Boston has been changed forever. In America, places such as Oklahoma City and New York have had to endure this on an even larger scale, and cities around the world have faced recurring acts of terrorism. Yesterday, this often insular, tribal city was forced to mature and identify with cities around the world in a terribly painful way.

But very early this evening, I found myself embracing a piece of the parochialism that at times I have struggled with so mightily. Walking through the Boston Common, I could see what appeared to be a peace vigil ahead of me and made out the sounds of a choir. I confess that my cynicism took over, as I expected to hear some 60s peace movement song, which for me would’ve rendered the gathering a bit of a cliche.

No, the choir was singing “Danny Boy,” and it sounded beautiful.