Glad Tidings

It was at this time a that a decree went out to all in the sector that there was to be a quality assessment. All, therefore, to make their way to Academe.

Although heavy with learning and research, the candidate journeyed to Academe. But on arriving, the candidate found that there was no room amongst the tenured — there was only a place amongst the lowly, contract staff.

That night, whilst the tutors were tending their blocks, there appeared an email saying, "Be not afraid, I bring glad tidings. The one that has been promised has been delivered this night. In Academe, amongst the contract staff, can be found the candidate and the Little Baby Thesis."

The tutors were filled with wonder by these tidings and they made their way to Academe to behold the Little Baby Thesis, wrapped in leatherette and imprinted with a title of impact, pith and substance.

Traveling through cyber-space three, wise referees arrived in Academe. And, upon seeing the Baby Thesis they gave testimony that this was the Thesis that had been promised and they delivered gifts of great praise and review and returned to their institutions and spoke widely of the wondrous event. ▪

[From an original version written in 1998 — for my bride.]

The words of wise men are heard in quiet
more than the cry of him that ruleth among fools.
—Ecclesiastes 9:17

To the readers of these essays,
Many thanks for your interest over this last year and
all my Best Wishes for the Holiday Season
and the New Year.

Squeaky wheel - Pt 3

[This post is the third of four on the topic of raising a
bullying or harassment complaint.
You can put all four essay together by clicking here.]

The next strategic decision is whether to attempt conciliation or move directly to a formal complaint. (Organisational policies differ in their processes and I recommend professional advice.)

To address the question we must return to the tactical. Assuming there's a case to answer, respondents fall into one of three categories:

1. Those who, it appears, are unaware of the effects of their conduct. For these cases, conciliation should be considered mandatory. The idea is to change the behaviour without causing unnecessary damage to the working relationship.

2. Those whose behaviours you suspect are calculated — but the available evidence doesn't definitively sustain the suspicion. It's a mistake to move directly to a formal complaint in the hope that the necessary evidence will magically appear or that a respondent will admit it in a reply.

3. And, finally, the respondent whose record of behaviour is demonstrably both inappropriate and intentional. I STILL favour conciliation if there's any hope for a change in the behaviour. The matter can always move on to a more formal complaint.

I understand a reluctance to sit down with a person suspected of intentionally inflicting harm. It's neither fair nor right, but there's no way for this to be easy. ▪

If you can’t explain your ideas to your grandmother
in terms that she understands,
you don’t know your subject well enough.
—Matthew Frederick (architect and urban planner)

Squeaky wheel - Pt 2

[This post is the second of four on the topic of raising a
bullying or harassment complaint.
You can put all four essay together by clicking here.]

With "Squeaky wheel - Pt 1" behind you, if the harassment continues, then it's time to call your Union.

The Union will help to ensure that you're familiar with any process, objective about the circumstances, and realistic in your expectations.

All of these should lead you to the question that only you can answer: Is the complaint worth the candle?

If you decide that it is, then the questions become tactical:

• Is the mistreatment improper on its face, or does it require explaining the background?
• If background is required, what's necessary to demonstrate those circumstances?
• Is there a paper trail?
• Are you clear in your mind about the events, timing and order?
• If the principal evidence is your own testimony, is there evidence or testimony from others that will corroborate yours?

In my list I left the most painful for last. You may not assume, unfortunately, that because the improper behaviours occurred in front of one or more of your colleagues that they will agree to support your story.

Finally, two truths: It is NOT the case that those who are not with you are against you. And, any victory is Pyrrhic if you lose your regard for your colleagues. ▪

It is more fun to talk with someone
who doesn't use long, difficult words
but rather short, easy words like "What about lunch?"
—Winnie-the-Pooh (A.A. Milne 1882-1956)