Cindi Burkey's traffic reports

can be heard on the following Southern California radio stations (AND ONLINE at the web addresses linked!):

KOLA 99.9(listen online at website; Afternoon Drive Traffic Reporting)
Classics from the 60's, 70's and 80's; San Bernardino/Los Angeles, afternoons
Talkradio 790 KABC (Listen online!) Los Angeles, evenings

103.3 The Vibe, Santa Barbara
K-Mix 106.3(excellent music), Antelope Valley

The Edge, Antelope Valley (The AV's Rock Station)

CindiBurkey.com

Cindi Burkey with Mike Sakellarides' Traffic Class at Fullerton College
(from LA Radio.com)

CINDI BURKEY IS ON MYSPACE and the page is open to the public.

AUDIO BLOG: Why the Peterson Case Must Be Revisited

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LINKS
on employee rights, at-work disputes, work politics, emotional issues in the workplace, whistleblowing, mobbing, shunning, group psychology

Dealing with Betrayal On The Job

"I would venture to guess that there are very few people who haven’t encountered an on-the-job betrayal at some point or another in their professional careers.

"Some corporate cultures are hot beds for fostering betrayals. They thrive on gossip, unhealthy internal competition, subjective decisions, and a scarcity mentality. It’s the “dog eat dog” and “sink or swim” mindset that activates the ego and results in brownnosing and relational maneuvering to clamor up (or hang on to your rung on) the corporate ladder. This becomes particularly prevalent in times of mergers and acquisitions, and downsizing or changes in leadership. If you have ever been involved in a layoff, you know that this can arouse feelings of betrayal.

"But there are other subtler and equally painful forms of betrayal that can show up at work.

"Betrayal is when someone you trust lies to you, breaks confidences, gossips about you, doesn’t keep their commitments, or hurts you in any way by putting their own self-interest first.

"I think the thing that gets us most with betrayals is that unlike losses associated with death or illness, betrayals are the result of someone’s intentional choice and are often something that didn’t have to occur. If we believe the choice was wrong and preventable, it leaves us asking “Why would they do this to me?” We start to question ourselves, our ability to accurately judge character in others, and what we did to deserve it.

"A betrayal is a form of loss..
Just because the loss of trust in a relationship is intangible, it doesn’t mean the loss is any less intense. So the first step in dealing with a betrayal is to recognize that to move through it will require you to move through the same stages of grief you go through when dealing with any other loss: denial, anger, bargaining, sadness, and acceptance.

"If you are dealing with recovering from a betrayal, it’s important to note that you can’t reach the final stage of acceptance without going through all of the prior stages. Which means you aren't doing yourself any favors if you try to "do the right thing" and just forgive and forget, or if you get stuck in anger and adopt defensive behavior, or if you avoid the feelings by digging into a project or activity that will take your mind off of it. It’s important that you allow yourself to experience the emotions, which is the body’s natural way of allowing us to heal and move on.

"Should you stay or should you go?
If you are dealing with a betrayal at work, you may be asking yourself if you should stay and work through it, or cut bait and move on. I always tell people “Trust your gut!” but answering these questions may provide you more clarity:

• Is the behavior typical in the organization or a single occurrence?

• Did they recognize the hurt they caused and try to change their behavior?

• Did they apologize, accept responsibility, and ask for forgiveness?

• Was the behavior intentional?

• Are they likely to do it again?

• What makes this relationship worth your forgiving the betrayal?

"The Center for Nonviolent Communication has a needs inventory which is a list of words that describe some of the foundational elements required for a healthy and productive connection between people. I like to use this list as a litmus test of sorts. Think about the relationship you are questioning, look through the list, and guage how you feel. If you end up with significantly more pluses than minuses, it's a pretty good sign. Plus, it may provide you a way to objectively remind yourself of what the other benefits come with working through the betrayal.

"Relationships at work are important.
I once heard the advice “Be friendly, but not friends” when dealing with co-workers. I think that advice is absurd. Next to your family and inner circle of friends, your most immediate relationships are at work. We spend a lot of time at work, so how you feel there and the quality of your relationships there has a big impact on your quality of life. Plus, scientific studies show that when we feel good, we are much more effective at work. So the key isn’t to avoid relationships, but to form healthy and appropriate ones."

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"Between 1963 and 1974, Dr. Stanley Milgram conducted a series of experiments that would become one of the most famous social psychology studies of the 20th century. His focus was how average people respond to authority, and what he revealed stunned and disturbed people the world over." That famous experiment was recently replicated.
The question: what does it take for people to challenge those in authority, if those in authority are harming people?

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THE PRICE OF REPORTING THE REAL NEWS FOR A "NEWS" CHANNEL
or,
The Immolation of Ashleigh Banfield

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Thousands of workers witness wrongdoing at work. Most remain silent. They decide that it's not their concern; that nothing they can do would improve things, or they can't afford problems at work. Other workers choose to speak out. They "blow the whistle" on unethical and illegal conduct in the workplace. Whistleblowing means disclosing information that a worker believes is evidence of illegality, gross waste, gross mismanagement, abuse of power, or substantial and specific danger to the public health and safety. Whistleblower actions may save lives, money, or the environment. However, instead of praise for the public service of "committing the truth" whistleblowers are often targeted for retaliation, harassment, intimidation, demotion, dismissal and blacklisting.

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"• Farlie's Law: If in one’s professional career one reaches a position way above what is merited, then one can only maintain this position or progress further by surrounding oneself with incompetent people.

• An Extension to Farlie's Law: If the people surrounding you are not incompetent, filter their every communication so that they appear incompetent and that you've rescued them."

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An FAA whistleblower's account: HOW ORGANIZATIONAL BULLYING/SUPPRESSION OF FREE SPEECH THREATENS PUBLIC SAFETY. "The only people that get promoted up the chain are the ones who play the game and don't ruffle any feathers." Flying The Deadly Skies ... april 2006

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Two FBI Whistleblowers Confirm Illegal Wiretapping of Government Officials and Misuse of FISA

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An Inconvenient Patriot

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"95 % of organizations are authoritarian, meaning: they do not share power with employees. This is a scientific fact measured at thousands of workplaces by the University of Michigan Institute for Social Research. Injustice is part of authoritarian work structures. Expecting justice is a thinking error. Healing from past injustices and preventing (as much as possible) new injustices is the way to go.

Most working people have not learned this basic truth about work, because it is withheld in school and by society generally: that each working person when employed by someone else will be working in an authoritarian environment (being given orders without consultation)---and that means each person must learn how to minimize being mistreated----without blaming oneself (maintaining self-respect) for having to "cow-tow" in order to survive a basically unjust situation. This is a tough, tough learning."

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"Most of us would not imagine any correspondence between conceiving an ethnic genocide and, say, guiltlessly lying to one's boss about a coworker. But the psychological correspondence is not only there; it is chilling. Simple and profound, the link is the absence of the inner mechanism that beats up on us, emotionally speaking, when we make a choice we view as immoral, unethical, neglectful, or selfish.

"........Psychopaths seem to have in abundance the very traits most desired by normal persons. The untroubled self-confidence of the psychopath seems almost like an impossible dream and is generally what "normal" people seek to acquire when they attend assertiveness training classes. In many instances, the magnetic attraction of the psychopath for members of the opposite sex seems almost supernatural."
SOCIOPATHS

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"....At-will" workers really don't have any employment rights. We can be terminated for any reason, or for no reason at all." Weyco forbids its employees to smoke....anywhere.

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ARE WHISTLEBLOWERS WHO WORK FOR THE U.S. GOVERNMENT PROTECTED BY THE 1ST AMENDMENT? What the Supreme Court has to say

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Why Laws to Protect Whistleblowers Don't Work

"There are many subtle ways for employers to undermine employees without providing clear-cut evidence of reprisals. Rumours and ostracism are two of the most common responses encountered by whistleblowers but are virtually impossible to document. Petty harassment is also potent. It might mean such minor things as unavailability of a company car, awkward rosters, slowness in processing claims, or requests for excessive documentation. Ostracism itself can cause the equivalent of petty harassment, as a worker is denied access to everyday information needed to do the job efficiently. At a more serious scale are job reassignments that reduce or increase work demands, either setting up the employee for failure or making the job tedious; in both cases it is often easy to camouflage the changes as necessary due to changes in the work environment or to a more general organisational restructuring. Ironically, it can be more difficult for an employee to deal with subtle undermining than with a more obvious attack such as demotion or dismissal. Subtle harassment can lead some employees to blame themselves whereas blatant attacks are more readily understood as reprisals."

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FAQ: Employment Law; What are an Employee's Rights in the Workplace?

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Abusiveness fascinates, seduces, and terrifies. We sometimes envy abusive individuals because we imagine them endowed with a superior strength that will always make them winners. They do, in fact, know how to naturally manipulate and this appears to give them the upper hand whether in business or politics. Fear makes us instinctively gravitate towards them rather than away from them: survival of the fittest. The most admired individuals are those who enjoy themselves the most and suffer the least. In any case, we don't take their victims, who seem weak and dense, seriously, and under the guise of respecting another's freedom, we become blind to potentially serious situations.
Stalking the Soul: Emotional Abuse and the Erosion of Identity
Source: Marie-France Hirigoyen

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case law: screaming at employees (California)

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COMPREHENSIVE web site on status-blind workplace harassment, lots of links and resources.

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"mobbing"---conflict within groups; whistleblowing

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BLAMING THE VICTIM: "when a scapegoat is chosen, he or she is really a stand-in or diversion so that people don't have to confront the problem inherent in the work system. Everyone participates in scapegoating the one individual in order to avoid focusing on the deeper systems problem." -chauncy hare

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workplace abuse: the missing link to child abuse

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non-sexual harassment at work

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Bullying--awareness of at-work harassment in the U.S. and overseas

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"-75% of the time, women are victims (of workplace harrassment). But females target other women 84% of the time."
[US Hostile Workplace Survey, 2000]

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are you being harrassed at work? how can you tell---maybe you're just thin-skinned, and need to get a sense of humor? if you are being harrassed... do you have any recourse?

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intrigued? listed here: some English literature on conflict and psychological violence in the workplace.

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DO YOU WORK FOR A PSYCHOPATH?

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My Original Blog--May 2005 (long and rambling, i'll warn you)

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Another ex-KCRW staffer's story
interestingly, this article contains yet another event in which ruth insists a person is stuttering and stammering on the air

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Yet ANOTHER ex-KCRW staffer's story--Sandra Tsing Loh's commentary on getting fired by Ruth

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Metafilter public comments on the firing of Joe Frank, and Ruth Seymour's management tactics

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One of many bloggers, commenting on KCRW firings

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contact: sendme@earthlink.net

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KCRW FOUNDATION BOARD OF DIRECTORS Rod Perth, Chair Anton Segerstrom, Vice Chair Herb Roney, Secretary-Treasurer Walter Baer Stuart Bloomberg Michael Fleming James Gianopulos David Handelman Maryann Kelly Sandra Kulli Steven Lavine Chevonne O'Shaughnessy Francisco Pinedo Stanley Sanders Ruth Seymour (Ex-Officio) Lawrence Ulman Kathleen Unger Thomas Unterman Dean Valentine Tom Wertheimer Kenneth Wong Michael Woo Adele Yellin 1. 7 mobbing research 2. 5 when does micromanagement become harassment 3. 4 gary namie 4. 4 legal actions pomeroy it solutions 5. 3 case studies of whistleblowing in it 6. 3 face intel 7. 3 federal law on employee workplace bullying 8. 3 field tim 9. 3 mobbing australia harassment 10. 3 namie gary 11. 3 ostracism in workplace 12. 3 psychology mobbing workplace 13. 2 employee remedy for workplace non-sexual harassment 14. 3 psychology mobbing workplace 15. 3 psychology mobbing workplace 16. 2 employee termination laws illinois blacklisting 17. 2 employer prevents 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KCRW's Music Match Campaign, Enter to win a Mini-Cooper Convertible, KCRW Presents, Ticket Giveaways, Elvis Mitchell, Celia Hirschman, Jason Bentley, Garth Trinidad, Chocolate City, Anne Litt, The A List, Weekend Becomes Eclectic, Cafe LA, Liza Richardson, The Drop, Dierdre O'Donoghue, Connie Alvarez, Will Lewis, Cheryl Gee, Frank Taylor, Mike Newport, Jason Georges, Jennifer Ferro, Brad Cleaver, Steve Herbert, John Lewis, John Huntley, David Greene, Sarah Spitz, Left, Right and Center; Sandra Tsing Loh, The Loh Life, FUCK, the F word, the "F" word, This American Life, To The Point, The Business, Matt Holzman, Browse the Archives, Santa Monica City Council, Metropolis, Nocturna, Raul Campos, DnA, Design and Architecture, Frances Anderton, Scott Silva, Thomas Golubic, Gary Calamar, The Open Road.