Investigating Workplace Bullying Claims

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Category Absenteeism and Leave Abuse, Bad Attitudes, employee rehab, employee's arrest, Insubordination, Legitimate High Expectations, Management Bullying, Mental Illness, new ADAA, Personality Problems, Red flags in the hiring interview, Substance Abuse, The chronic complainer and the prima donna, Workers Compensation Act, Workplace Violence and Bullying

Deadline: September 17, 2014 | Date: September 17, 2014

Venue/Country: 38868 Salmon Ter, Fremont, U.S.A

Updated: 2014-09-16 18:58:37 (GMT+9)

Call For Papers - CFP

Description:

Bullying can deter talented employees from joining the company, minimize their performance, increase absenteeism and hasten their departure, this is a big issue.

More and more employers are on the receiving end of employee claims of bullying. Frequently baffling, multi issued, escalating, certainly emotion laden, at times vague and generally long overdue for addressing, these claims can be very difficult to relieve. From a teamwork perspective, high performing teams motive each other to increased performance, not into poor performance. Some employers can be insensitive of how their workplaces support and in some circumstances, even encourage bullying. Nevertheless, all employers can take simple steps to prevent, look into complaints and dispatch with episodes of bullying.

Employers are often unaware of the power they have to prevent bullying from occurring. Granted, bullying issues can be hard to untangle; conduct on both sides may be highly opinionated, emotionally charged and hard to define factually. Bullies often have an unerring talent in shifting blame to others and obscuring issues. Other bullies do not consider anything wrong with their conduct. Targeted employees are often worn down and can be emotional or even have their own issues.

One fact an employer can be sure of is, that regardless of from where or from whom legitimate bullying conduct originates, just as a school bully intensifies their efforts, so do adult bullies. Such conduct rarely goes away of its own accord. As such, employers need to take steps to prevent, minimize and resolve this damaging conduct.

Why Should you Attend:

The compliance problem with unaddressed bullying claims is they can escalate into costly harassment claims. On the people side, it can cause unnecessary emotional and often severe mental stress to employees that carry over and negatively affect their personal lives too. Bullying between peers can cause safety issues as well as productivity issues. Bullying has even escalated into episodes of workplace violence. One certain outcome of workplace bullying - it is going to be impossible to foster teamwork without confronting bullies in your workplace

Objectives of the Presentation:

Identifying real bullies

Preventing bullying and escalation of bullying

What to do about a bullies most proficient talent - turning the tables on someone else and obscuring the issues

Management bullies

Differentiating between management bullying vs legitimate high expectations

Identifying root causes of workplace bullying

Simple management intervention strategies

Creating teams that are bully proof

How employers can inadvertently cause bullying

What to do upon receiving a complaint of bullying

Untangling the real issues upon receipt of a complaint

Solutions for solving workplace bullying

Who can Benefit:

Supervisors

HR Managers and Generalists

Employee Relations

Managers

Plant Managers

Business owners

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Fremont, CA 94536, USA