Abstract:
This document was the result of a request from a Fortune 100 company for a presentation to employees who were on final warnings for sexual harassment (but were too valuable for the company to abandon). The first approach was educational, but in later discussions with HR it turned into a mental health insight into who is bullying and what happens to their victims as a form of behavior change and hopefully later better behavior in their positions of responsibility. authority, power or character. Here I present the outline of the main presentation and subsequent thoughts.
Introduction:
Sexual harassment is an ongoing topic of discussion that highlights the dangers of workplace predators looking for victims to exploit. Harassment can take the form of sexual, verbal, powerless, and other situational circumstances against employees of both genders. This can have an adverse effect on people’s employment status, performance, and create a hostile and intimidating work environment.
In many countries, the law on harassment is not consistent or clear to many victims. Police attitudes towards sexuality influence their attitude towards whistleblowers. The fear of losing face, the shame and the consequences of a report make most women refuse to report and continue to suffer. Although in various surveys from 1991 to 1998, the level of reported harassment decreased, this changed after 2016 when the MeToo # .com campaign to openly name and shame members of the film industry initially and then other areas of employment increased. drastically complaints, but also many outside the statute of limitations. However, this also increased false claims and vagrancy for those seeking the spotlight and publicity (often from failed actresses with a grudge, for example). Survey figures are generally unreliable, either due to overinformation, sensationalism, or invalidity in the lack of randomization of a given population.
So who is bullied? Targets are often female with a male aggressor, the target has less power, the behavior is repeated, repeated requests from the target to stop, and the organization’s policy is soft on predators. Other goals may be color, alternative sexuality, disability, and socioeconomic dependency.
Moral dilemma and perception：
When is a bullying compliment? If a large proportion of married couples and long-term partners are at work, how can we avoid normal human attraction? How we accept care often depends on your personal history. Being a past victim of abuse, unhappy relationships may view flirting as a threat, while someone else with a happier development might get the attention and enjoy the moment. In many radical cultures and religions, women are still seen as the property of men: second-class citizens and serving the needs of men. They have no rights. Cultures that often include those with a FACE tradition never report bullying so as not to embarrass their family or lose face with friends; Men in these societies have more power over female employees who they know will not report them.
Therefore, human resources departments must look more openly at prevention and protection. Businesses need clear harassment statements based on the realities of their people. If you are a victim, there must be a clear reporting system that maintains confidentiality. Both the accuser and the accused have the same rights (beware of manipulation). HR should follow the wishes of the victim, not company policy. HR should not protect the company or senior executives as its first priority. In fact, HR staff should face criminal charges for putting the interests of companies first.
The presentation:
Schedule:
Explore what type of person sexually and mentally affects another in a corporate setting.
To explain victimization, why do some employees become victims? Why are they subjected to harassment and few even file a complaint? What treatment options and remedies are there for both predators and victims of bullying?
The Pursuer – Type One
Usually in a position of authority over the victim. You think the consequences are unlikely. Use coercion: real or implicit threats. Offer gifts, support, promises, and protection. It creates a feeling of helplessness and hopelessness in the victim.
Personality: assertive, aggressive, controlling, critical. Authority figure: must be obeyed. Feel that they deserve respect and liking. Lack of empathy, no mercy for the victim. Once satisfied, he loses interest in the victim and moves on to the next objective.
The Chaser – Type Two
The Groomer, looks for vulnerable people, compliments that go from the casual to the most personal. Lunch, dinner invites, to listen, to help. Create trust, obligation and dependency. The victim feels no way out, takes care of the persecutor, owes them something.
Personality: kind, loving, understanding, listener, without fear of consequences. Create trust, obligation, warmth, reciprocity. He genuinely cares for the victim, seeking constant sexual favors, with no commitment outside of work. No empathy for the position of the victims.
Type One Victim
Subordinate, insecure, fear of retaliation. Forced to keep the secret, he feels an obligation. Flattered by the interest of an authority figure. Special place in office, factory, group, team. Social comparison – I’m not good enough – others are better than me.
Type one victim harm
Consequences – loss of face – you feel victimized. PTSD: flashbacks, panic attacks. Attitude change – Don’t be around – Don’t be you. Long-term mental health problems in both relationships and sex. 80% leave work in two years.
Victim of type two
Vulnerable – shy – needy – seeking attention. Share problems, find a listener, want attention, like compliments and compliments. Respond to flirtations as humor. Trapped by obligation, they feel they owe something, they need to pay a price.
Type two victim harm
Loss of confidence. Ambiguity about your involvement in the abuse. Feelings of guilt and guilt. Change of attitude, I deserved it. Stay away. Most likely, you will be a victim again. Long-term mental health issues about self-esteem. Get off work as quickly as possible. Economic losses and maintenance benefits.
Treatment of the persecutor / Action plan:
Counseling – Type One
Resistant to change: it takes longer to accept responsibility. Cognitive-behavioral therapy to confront past behaviors. Educational approach with transactional analysis: dramatic triangle, etc. Acceptance of future loss of position and income.
Counseling – Type Two
Coping with the selfish need to manipulate others. Examine your sexuality and drive to express your need for conformation to be accepted in a real relationship. To go from a childish state to a state of adult action in daily functioning.
Victim Treatment / Action Plan:
Counseling – Type One
Relive the trauma through assisted listening and deep interaction. Recognize that you are a victim of an event but not be a victim for life. It does not transfer positive emotions to negative feelings. Relearning trust: being open, honest, and authentic in the future.
Counseling – Type Two
Accept that they were an innocent victim. That were fixed and raised his self-esteem. To address their own vulnerability that made them a target in the first place. Don’t reject future genuine relationships.
A few words about legality:
Consequences:
Type one – Public dishonor – time in prison – loss of family – loss of prestige and income. Blame the victim for their dilemma.
Type two: publicly exposed, lost jail time, blames himself, more likely to commit a crime again.
A few words about the witnesses
Attitudes:
Men think: sympathy for the persecutors as victims too. It perceives the victims as if they were victims.
Women think: they asked to be a victim, without sympathy, empathy only from other victims. I played the game and it got burned.
End of the presentation
Summer:
This presentation was designed for one hour for small groups of criminals. The idea is that they face their responsibility in the action of abuse and that they accept that they need treatment, also the understanding that their harassment has damage to the long-term mental health of their victims. This then as a first step to a complete treatment plan under the guidance of a clinical psychologist. Both individual therapy and group recognition have a role to play in treatment options. Counseling victims is more common as they seek help for their emotional turmoil themselves. Persecutors of bullying are more likely to avoid treatment, as they are convinced in many cases that they minimize the harm suffered by victims.
References:
Myler SF (2006 – 2019) Clinical case files. Types of persecutor / victim of harassment (original work).
CNN / Time Survey (1991-1998)
Defense Department Survey (1988-1995)
Martin G (2018) Linked Post – Cupid’s Arrow Will Hit At Work So Take Care Of It!
Note： the references are not linked in the text, as this would take the focus off the content. Much of the vetting was conducted in confidential circumstances, so it is not recognized in the text. Thanks for your understanding.
