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Dealing with Workplace Bullying
Dealing with Workplace Bullying: How to Control the Perpetrators, Coach and Victims & Avoid Legal Pitfalls
35% of the American workforce has been bullied. And the most common employer reaction is to deny (25%) and discount (16%) the bullying.
When employees complain about "workplace bullying," managers and HR are often confused about how to respond. Could this be harassment that requires a legal response? Is the employee using the term to describe a colleague who is simply annoying?
In most cases, workplace bullying is subtle and difficult to recognize. To deal with these issues effectively, managers must first differentiate true bullying from lesser forms of workplace aggravation. They should also recognize that bullying is a game that requires two players: dominators aggressively attempt to intimidate, while victims meekly comply.
Left unchecked, bullying can result in reduced productivity, increased turnover and serious legal problems. To break this unhealthy cycle, both parties need coaching on appropriate workplace relationships.
In Dealing with Workplace Bullying, two experts explain how to identify bullying behavior, respond with appropriate coaching strategies and avoid legal complaints.
Legal alert: Plaintiffs' lawyers are beginning to use existing causes of action to turn bullying behavior into legal claims against employers. Even more importantly, employee groups have launched legislative efforts in statehouses around the country to create a more comprehensive legal claim.
Federal legislation that makes "bullying" illegal in the workplace could open a legal can of worms that would generate thousands of new lawsuits.
Don't let bullying be the elephant in the room at your workplace. Find out how to control the perpetrators and avoid legal pitfalls. Get your copy of Dealing with Workplace Bullying now!
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