Are you an executive looking to hire change analysts, innovators or even agent provocateurs? You know, the kinds of guys or gals that like to think outside the box and get the job done. If you are, then you may find yourself in a position where you are forced into needing to do some 'Workplace mobbing'.Workplace mobbing’ is defined as ‘a malicious attempt to force a person out of the workplace through unjustified accusations, humiliation, general harassment, emotional abuse, and/or terror’ as in Davenport.et.al. (1999), p 40.
Many executives find themselves hiring on the basis of taking a risk on a candidate, simply to get some major cobwebs removed from the organisation. However, the relationship is usually short-lived given the strength of focus to change of the appointee involved. In order for executives to rewind from this arrangement, they are resorting to 'Workplace Mobbing'.
Whilst 'Workplace mobbing' is an effective method for removing the personality involved, it has been found to introduce substantial risk to the brand. Especially under circumstances where the offended party has gained significant insight to a business and the means to attack the brand in a multitude of different ways.
Read a paper entitled 'Mediocrity and the "no change" Principle' at:
http://www.lindas.internetbasedfamily.com/f/Mobjas.pdf
Additionally see Linda Shallcross's site at:
http://www.workplacemobbing.com/
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