Does Science Have a Bullying Problem?. Else, H. 563(7733):616–618. ![Does Science Have a Bullying Problem? [link]](https://bibbase.org/img/filetypes/link.svg "link")
Paper doi abstract bibtex A spate of bullying allegations have rocked several high-profile science institutions. Here's how researchers, universities, funders and others are dealing with the issue. [Excerpt: What is bullying?] Bullying between colleagues is commonly defined by psychologists, unions and workplace scholars as repeated and malicious mistreatment of someone that results in harm. [...] It can take the form of someone spreading malicious rumours about another, undermining their work and opinions, or withholding information necessary for them to do their jobs. Supervisors can become bullies if they are overbearing, constantly changing a person's duties or giving them impossible workloads or unachievable deadlines. [...] Some actions might fit into a grey zone. [...] supervisors on the right side of the line will give people the time, support and resources to achieve their goals, and treat them respectfully. A bully, by contrast, is typically not interested in developing relationships that allow their subordinates to grow professionally [...] Karen Vousden, chief scientist at CRUK in London, which recently introduced an anti-bullying policy for the labs it funds, says that society at large is now discussing these issues. ” This isn't peculiar to science, we will see it in all walks of life,” she says. Lab heads wield a lot of power over their trainees – students and postdocs – who depend on them for help, recommendations and opportunities [...]. This type of dependence and hierarchical structure can allow people to get away with bullying because it makes it difficult for those targeted or watching to confront the perpetrator, raise it with more senior colleagues or simply walk out. As a result, bullying can continue unchallenged for a long time [..]. And bullying is not always malicious: the intense pressure to get grants, results and publications can push people to behave in problematic ways unintentionally [...]. According to another idea, science is susceptible to bullying partly because of the types of people who tend to choose that career. ” In academia you do deal with a lot of individuals who are very intelligent but also have large egos,” says Matthew Martin, who studies bullying at West Virginia University, in Morgantown. And some egocentric people might be more prone to bullying because they are unconcerned with others' feelings, he proposes. [...] One concern about bullying is that it can drive people away from science permanently, especially those who were the targets, says Vousden. ” Our workforce is incredibly precious. We spend huge amounts of time on mentoring and funding people,” she says. ” Our scientists are in some degree our most valuable component.” [...]
@article{elseDoesScienceHave2018,
title = {Does Science Have a Bullying Problem?},
author = {Else, Holly},
date = {2018-11},
journaltitle = {Nature},
volume = {563},
pages = {616--618},
issn = {0028-0836},
doi = {10.1038/d41586-018-07532-5},
url = {https://doi.org/10.1038/d41586-018-07532-5},
abstract = {A spate of bullying allegations have rocked several high-profile science institutions. Here's how researchers, universities, funders and others are dealing with the issue.
[Excerpt: What is bullying?] Bullying between colleagues is commonly defined by psychologists, unions and workplace scholars as repeated and malicious mistreatment of someone that results in harm. [...] It can take the form of someone spreading malicious rumours about another, undermining their work and opinions, or withholding information necessary for them to do their jobs. Supervisors can become bullies if they are overbearing, constantly changing a person's duties or giving them impossible workloads or unachievable deadlines. [...] Some actions might fit into a grey zone. [...] supervisors on the right side of the line will give people the time, support and resources to achieve their goals, and treat them respectfully. A bully, by contrast, is typically not interested in developing relationships that allow their subordinates to grow professionally [...] Karen Vousden, chief scientist at CRUK in London, which recently introduced an anti-bullying policy for the labs it funds, says that society at large is now discussing these issues. ” This isn't peculiar to science, we will see it in all walks of life,” she says.
Lab heads wield a lot of power over their trainees -- students and postdocs -- who depend on them for help, recommendations and opportunities [...]. This type of dependence and hierarchical structure can allow people to get away with bullying because it makes it difficult for those targeted or watching to confront the perpetrator, raise it with more senior colleagues or simply walk out. As a result, bullying can continue unchallenged for a long time [..]. And bullying is not always malicious: the intense pressure to get grants, results and publications can push people to behave in problematic ways unintentionally [...].
According to another idea, science is susceptible to bullying partly because of the types of people who tend to choose that career. ” In academia you do deal with a lot of individuals who are very intelligent but also have large egos,” says Matthew Martin, who studies bullying at West Virginia University, in Morgantown. And some egocentric people might be more prone to bullying because they are unconcerned with others' feelings, he proposes. [...] One concern about bullying is that it can drive people away from science permanently, especially those who were the targets, says Vousden. ” Our workforce is incredibly precious. We spend huge amounts of time on mentoring and funding people,” she says. ” Our scientists are in some degree our most valuable component.” [...]},
keywords = {*imported-from-citeulike-INRMM,~INRMM-MiD:c-14659512,bias-correction,bias-disembodied-science-vs-computational-scholarship,discrimination,research-bullying,research-management,science-ethics,scientific-community-self-correction,scientific-misconduct,team-diversity},
number = {7733}
}
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[...] It can take the form of someone spreading malicious rumours about another, undermining their work and opinions, or withholding information necessary for them to do their jobs. Supervisors can become bullies if they are overbearing, constantly changing a person's duties or giving them impossible workloads or unachievable deadlines. [...] Some actions might fit into a grey zone. [...] supervisors on the right side of the line will give people the time, support and resources to achieve their goals, and treat them respectfully. A bully, by contrast, is typically not interested in developing relationships that allow their subordinates to grow professionally [...] Karen Vousden, chief scientist at CRUK in London, which recently introduced an anti-bullying policy for the labs it funds, says that society at large is now discussing these issues. ” This isn't peculiar to science, we will see it in all walks of life,” she says. Lab heads wield a lot of power over their trainees – students and postdocs – who depend on them for help, recommendations and opportunities [...]. This type of dependence and hierarchical structure can allow people to get away with bullying because it makes it difficult for those targeted or watching to confront the perpetrator, raise it with more senior colleagues or simply walk out. As a result, bullying can continue unchallenged for a long time [..]. And bullying is not always malicious: the intense pressure to get grants, results and publications can push people to behave in problematic ways unintentionally [...]. According to another idea, science is susceptible to bullying partly because of the types of people who tend to choose that career. ” In academia you do deal with a lot of individuals who are very intelligent but also have large egos,” says Matthew Martin, who studies bullying at West Virginia University, in Morgantown. And some egocentric people might be more prone to bullying because they are unconcerned with others' feelings, he proposes. [...] One concern about bullying is that it can drive people away from science permanently, especially those who were the targets, says Vousden. ” Our workforce is incredibly precious. 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Here's how researchers, universities, funders and others are dealing with the issue.\n\n[Excerpt: What is bullying?] Bullying between colleagues is commonly defined by psychologists, unions and workplace scholars as repeated and malicious mistreatment of someone that results in harm. [...] It can take the form of someone spreading malicious rumours about another, undermining their work and opinions, or withholding information necessary for them to do their jobs. Supervisors can become bullies if they are overbearing, constantly changing a person's duties or giving them impossible workloads or unachievable deadlines. [...] Some actions might fit into a grey zone. [...] supervisors on the right side of the line will give people the time, support and resources to achieve their goals, and treat them respectfully. 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And bullying is not always malicious: the intense pressure to get grants, results and publications can push people to behave in problematic ways unintentionally [...].\n\nAccording to another idea, science is susceptible to bullying partly because of the types of people who tend to choose that career. ” In academia you do deal with a lot of individuals who are very intelligent but also have large egos,” says Matthew Martin, who studies bullying at West Virginia University, in Morgantown. And some egocentric people might be more prone to bullying because they are unconcerned with others' feelings, he proposes. [...] One concern about bullying is that it can drive people away from science permanently, especially those who were the targets, says Vousden. ” Our workforce is incredibly precious. 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