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Westhues, K. (1999).  Eliminating Professors: A Guide to the Dismissal Process.
Quoting from a decision by the Supreme Court of Canada:
"A person's employment is an essential component of his or her sense of identity, self-worth, and emotional well-being. Accordingly, any change in a person's employment status is bound to have far-reaching repercussions. The point at which the employment relationship ruptures is the time when the employee is most vulnerable, and hence most in need of protection. When termination is accompanied by acts of bad faith in the manner of the discharge, the results can be especially devastating." (p. 164)
Westhues, K. (2006).  The Envy of Excellence: Administrative Mobbing of High-Achieving Professors.
"The inching-out process is at once structural (affecting the target's social location in the workplace) and psychological (changing the targets conception of self). Structurally, the shift involves the target's increasing absense from social gatherings, and more important, a reduction in the number and importance of positions held in the workplace." (p. 177)

"Far from being merely cognitive, the inching out process encompasses the whole of the target's being. It is a sense of growing ontological apartness from the workplace. When the target is physically near the eliminators, he or she commonly experiences sweating, dizziness, trembling, shortness of breath, dryness of mouth, or heart palpitations—symptoms of stress that usually disappear once away from the workplace." (p. 194)

Westhues, K. (2005).  The Pope Versus the Professor: Benedict XVI And the Legitimation of Mobbing.
"Those who have sought a person's removal from respectable company often interpret anything that person does afterward, even survival, as an attempt at revenge. To those who have tried to silence a person, even friendly words in that person's voice come across as spite." (p. 34)
Westhues, K., & Baldwin J. A. (2006).  The remedy and prevention of mobbing in higher education : two case studies.
"Far from being a slang expression, mobbing is the scientific term Leymann drew from the ethological studies of Nobel Laureate Konrad Lorenz (1967)1, to describe fanatic ganging up of managers and/or co-workers against a targeted worker, subjection of the target to a barrage of hostile communications, humiliations, threats, and tricks, toward the end of driving the target out of his or her job." (p. 2)
Westhues, K. (2005).  Winning, losing, moving on : how professionals deal with workplace harassment and mobbing. (Ursula A. Falk, Gerhard Falk, Ed.).
"In our western culture people are judged by their achievements, their earning power, status directly related to employment, and ability to climb the ladder of success. That is the reason it is especially tragic and emotionally damaging when one is robbed of his achievements without just and rational cause. The individual thus affected tends to lose his spirit, ambition, will to fight—ultimately his identity." (p. 174, Falk and Falk)
Westhues, K. (2004).  Workplace mobbing in academe : reports from twenty universities.
"Mobbing is like a tornado boiling up during stormy, unsettled, inclement times at work. Such times occur in all workplaces, academic ones not least, and everybody knows the signs: disputed decisions, angry words, bruised egos, and tension in the air. Usually such periods of conflict blow over like a summer storm and things settle down again, leaving minor damage to productivity and human relations, damage repaired in subsequent weeks and months.
People who have lived through a tornado, however, know what meteorologists have determined scientifically, that this is not just a 'bad storm', but a distinct kind of near-total devastation categorically apart. That is what workplace mobbing is: a destructive social process arising out of unsettled relations at work, similar to the storms of everyday conflict but of such force, fury, terror and ruination as to warrant its own name, separate study, and specific safeguards." (p. 2)

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