??? 職場圍攻是否會針對特定的人群？達夫表示，截至目前的調查結果顯示，這種行為并沒有特定目標，任何人都可能會遭到圍攻。

??? 不過，她也表示，與公司主流截然不同的群體更有可能成為被圍攻的對象。通常情況下，最出類拔萃的人往往會成為目標。有時候，人們會攻擊有不同交流風格（直接 vs. 間接）的人，或經常直言不諱，敢于說出問題的人。而受害者可能具有不同性取向、性別、種族或國家背景。此外，她還表示，高敏感性也是一種差異。

??? 那么，管理者和同事們又該如何避免職場圍攻呢？達夫認為，第一步是要承認，圍攻行為通常都是得到了公司心照不宣的或明確的允許。領導層和個人必須宣揚禮儀，解決公司內任何負面的交流圈。達夫認為，在充滿關愛的環境中，人們更多關注交流的質量，進而可以避免圍攻行為的發生。

??? 公司還可以培養一種“無流言”文化。達夫說道，許多公司都已經制定了無流言規定，要求員工在相互交流時關注公司的使命、任務和目標。達夫建議，公司制定反圍攻和反欺凌政策，同時不斷對管理者和員工進行教育。

??? 根據筆者的經驗，圍攻不僅僅會發生在公司的一線崗位。在許多公司的董事會，60歲左右的成年人之間也會發生圍攻行為，特別出色的、敢于直言的董事可能會受到排斥、甚至被排擠出董事會。而人們對這方面的認識并不明確。不論是在哪個層面，公司都應該注意許多重要的跡象，例如高效的、富有創造力的員工流失等。

??? 達夫表示，最近，越來越多的員工就精神虐待、欺凌和圍攻提起訴訟。而且，有人已經獲得了巨額賠償。去年，梅瑞迪斯?鮑徹起訴沃爾瑪（Wal-Mart）精神虐待，最后法院判決沃爾瑪向其支付150萬美元。

??? 達夫說：“工作場所應該是在精神上安全的地方。這是工作者最基本的權利。”（財富中文網）

??? 埃莉諾?布洛克斯漢姆為董事會咨詢機構價值聯盟及公司治理聯盟的CEO。

??? 譯者：劉進龍/汪皓

????Does mobbing tend to get directed at certain kinds of individuals? Duffy says that, so far, findings on this are all over the map, and that it appears any personality profile can be mobbed.

????But groups are more likely to mob those who are different from the organization's norm, she says, and often, the best and brightest are targeted. Sometimes, the person attacked has a different communication style (direct vs. indirect) compared to others or is outspoken and willing to call out a problem. The person may have a different sexual orientation, gender, ethnicity, or national background from the others in the group. High sensitivity would be another a difference, she says.

????What can managers and coworkers do to prevent mobbing? The first step, Duffy says, is to recognize that mobbing always involves the organization's consent, tacitly or explicity. Leadership and individuals must promote civility and address any negative communication loops in the organization. Caring environments, where individuals pay attention to the quality of communication, prevent mobbing, she says.

????Organizations can also promote a no-gossip culture. Some firms have instituted no-gossip rules, Duffy says, and ask employees to focus instead on their company's mission, tasks, and goals when they communicate with each other. Duffy suggests companies develop anti-mobbing and bullying policies, and educate managers and staff on an ongoing basis on these issues.

????Based on my experience, mobbing doesn't just occur in the corporate trenches. Adults in their 60s engage in mobbing in some boardrooms, where a particularly bright, outspoken

????director may be ostracized or pushed off the board. And awareness is low. At all levels, organizations need to pay attention to indicators like turnover of highly productive and creative people.

????But more employees are suing for emotional abuse, bullying, and mobbing, these days, Duffy says. Some are winning large awards. Meredith Boucher sued Wal-Mart (WMT) for emotional abuse and won a $1.5 million verdict in court last year.

????"Workplaces should be emotionally safe places," Duffy says. "It's a basic worker's right."

????Eleanor Bloxham is CEO of The Value Alliance and Corporate Governance Alliance (http://thevaluealliance.com/), a board advisory firm.