Posts Tagged ‘costs of bullying’


C-Suite Rationale to Address Workplace Bullying

Thursday, February 25th, 2016

Workplace Bullying for Leaders

C-Suite Talking Points for HR About Workplace Bullying
By Gary Namie, PhD

Assumptions: (1) No anti-bullying initiative can succeed without support from the top. (2) It will be the job of HR to take that message up the ladder.

Here is a list of reasons senior leaders should care. It includes, but is not limited to, the following:

• Workplace Bullying is a costly litigation nightmare. Even though a low proportion of incidents of bullying also have an aspect of discrimination (20%), the public erroneously believes hostile work environment protections apply to everyone. Therefore, too many individuals shop for an attorney willing to either threaten or file a lawsuit or EEOC formal complaint. At the very least, a defense has to be mounted, or settlement paid, or trial and penalty expenses absorbed.

• Recruitment & retention of highly skilled workers undermined. The typical bullying scenario finds the best & brightest targeted for baseless, mindless persecution until they either voluntarily quit or are driven away. This is unwanted, unnecessary and PREVENTABLE turnover.

• A tarnished reputation as one of the “worst places to work” on the street (mainly in social media) follows the expulsion of highly qualified workers. In turn, recruitment is made more difficult.

• Bullying causes stress-related diseases. Allowing it to continue unabated directly contradicts the internal commitments to wellness and employee well being. In fact, research clearly shows the causal role of personalized bullying in cardiovascular and gastrointestinal diseases, changes in the brain that lead to irreversible behavioral dysfunction that passes for incompetence to the naive observer, life shortening interference with DNA cellular replication, and doubling the rate of suicidal ideation. Why should we allow the health-harming misconduct to continue knowing that our staff and associates are being so severely impaired?
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Posted in Advice for Employers | 3 Archived Comments | Post A Comment () »



Paskoff: Employers Should Stop Bullying Now

Friday, March 14th, 2014

Why Wait for a Law? Stop Bullying Now
By Stephen Paskoff, Workforce Management, March 13, 2014

I recently participated in a webcast discussing current workplace issues, including bullying and abusive conduct. So far, such behavior, however defined or named, has not been recognized as illegal at the state or federal level. Generally, these and other programs I have participated in mostly consider whether workplace bullying is an imminent or remote litigation risk. No doubt that’s a matter to be concerned about.

However, to me here’s the more critical question: Why are organizations spending so much time discussing what might happen in the future as opposed to addressing the organizational damage abusive behaviors are causing them right now? Wouldn’t it be a strange business world if leaders waited to maximize the profitability of their manufacturing and sales processes until some legislature passed a law compelling them to do so? But that’s just what they are doing when it comes to bullying conduct.

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Posted in Media About Bullying, Print: News, Blogs, Magazines | No Archived Comments | Post A Comment () »



San Francisco defends employee misconduct – $10.3 million

Monday, April 15th, 2013

The price paid by the City and County of San Francisco for defending indefensible discrimination and general bullying across 5 years was over $10 million. If City leaders were rational, they would see that BULLIES ARE TOO EXPENSIVE TO KEEP! … but it’s not a rational world and butt-kissing bullies are adored and hardly ever terminated.

Thanks to Steve Zeltzer for finding this set of facts.

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Posted in Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment () »



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