Although it is not yet illegal, workplace bullying can poison your organization by undermining employee motivation and by eroding any sense of loyalty or teamwork, and it can ultimately destroy trust at all levels. Bullying affects not just the targets of the abusive conduct, but also their co-workers who cannot understand why senior leaders would tolerate such bad behavior or, worse yet, personally engage in its use. In a nutshell, bullying is bad management at its worst—and it represents a real risk to your organization if left unchecked. Research shows that
* Roughly 27% of the workforce in the U.S.—an estimated 36.9 million U.S. workers—report having suffered abusive conduct at work
* Just over half of HR professionals reported that there had been incidents of bullying in their workplaces
* U.S. businesses lose approximately $300 billion per year as a result of the loss of productivity, absenteeism, turnover, and increased medical costs due to the increased stress at work—all consequences of workplace bullying.
The second edition of Stop Bullying at Work helps HR professionals, legal professionals, and business leaders understand
* what workplace bullying is
* the harm done to organizations that ignore or minimize bullying behavior
* the differences between a workplace bully and a tough boss
* the differences between workplace bullying and hazing and harassment
The key objective of this book is to provide a comprehensive and strategic roadmap about some of the best ways to tackle this chronic but avoidable problem.
TABLE OF CONTENTS
- Foreword by Gary Namie, Ph.D., Co-Founder, Workplace Bullying Institute
- Part I: Workplace Bullying: What It Is and Isn’t
- Chapter 1. An Introduction to Workplace Bullying
- Chapter 2. How We Got Here: Some Historical Background
- Chapter 3. What Is Workplace Bullying Anyway?
- Chapter 4. Understanding the Differences between a Workplace Bully and a “Tough Boss”
- Chapter 5. Understanding the Differences between Workplace Bullying and Hazing
- Chapter 6. Why Should Anyone Care? The Costs and Consequences of Workplace Bullying
- Part II: Examining Workplace Bullying
- Chapter 7. The Individual Perspective
- Chapter 8. The Situational Perspective
- Chapter 9. The Organizational Systems Perspective
- Chapter 10. The Legal/Regulatory Perspective
- Part III: When HR Professionals Are Bullied at Work
- Chapter 11. When Workplace Bullying Hits Home (and HR Is the Target)
- Chapter 12. Why HR Practitioners Are Bullied: An Executive Perspective
- Part IV: Dealing with Workplace Bullying
- Chapter 13. Responding to Workplace Bullying
- Chapter 14. Exploring Alternative Perspectives—Can Workplace Bullying Ever Be Positive?
- Part V: The Way Forward
- Chapter 15. A Strategic Roadmap
- Chapter 16. Avoiding the Pitfalls—Common Organizational Mistakes
- Chapter 17. Where Do We Go from Here?
- Appendix: Strategic HR Tools
- A. SHRM’s Recommended Model Workplace Bullying Policy
- B. The “Brutal Boss” Questionnaire
- C. Sample Workplace Bullying Prevalence Survey
- D. “Culture of Respect” Climate Assessment
- E. Developing a Comprehensive Employee Relations Strategy
- F. Useful Websites
“You are the corporate insider tasked to ‘do something’ about the troublesome senior manager accused by many of demeaning, tyrannical, and abusive behavior. You might be the rare brave innovator who wants to intervene but currently lacks the authority. Teresa Daniel and Gary Metcalf take you on the journey toward an authentic solution with a unique and delightful balance between tangible practical tools and compelling concepts that help your plan succeed.”
— From the Foreword by Gary Namie, Ph.D., author, activist, and co-founder, Workplace Bullying Institute
“The revised and updated edition of Stop Bullying at Work is a superb resource for human resource and other organizational professionals who are on the front lines in the important work of preventing and mitigating the harmful effects of workplace bullying. Daniel and Metcalf are courageous in their recognition that organizations, either wittingly or unwittingly, create workplace environments conducive to the development of bullying and other workplace aggression. Equally importantly, they have provided a book that is chock-full of tools, strategies, and recommendations for HR and other organizational insiders whose jobs require them to recognize and respond to workplace bullying. This book, grounded in research and best practices, is an invaluable and practical guide.”
— Maureen Duffy, Ph.D., co-author of Overcoming Mobbing: A Recovery Guide for Workplace Aggression
“[The authors’] spotlight on workplace bullying helps move this pervasive but long-ignored phenomenon into the public consciousness. This thought-provoking treatment of the topic will help HR professionals and lawyers identify the problem and develop policies and practices to prevent it.”
— Christopher L. Slaughter, Steptoe & Johnson PLLC
ABOUT THE AUTHORS
Teresa A. Daniel, JD, Ph.D., currently serves as dean and professor, Human Resource Leadership Programs at Sullivan University, based in Louisville, Kentucky.
Gary S. Metcalf, Ph.D., is president of InterConnections, LLC, a management consulting firm that focuses on building organizational capacity through leadership, teamwork, and communications. He is also a faculty member in the Department of Leadership and Management at Saybrook University based in Oakland, California.
|Name||Stop Bullying at Work: Strategies and Tools for HR, Legal, & Risk Management Professionals, Second Edition|
|Author||Teresa A. Daniel^Gary S. Metcalf|