OSHA describes workplace violence as, “any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior. It ranges from threats and verbal abuse to physical assaults and even homicide.” The EEOC describes harassment as, “unwelcome conduct that “becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.” Interesting that both of these definitions seem to describe workplace bullying, yet many employers fail to address that issue.
Workplace bullying is systematic psychological abuse that degrades and humiliates, and causes anxiety, depression, burnout, and lower levels of job satisfaction in targets and bystanders. Behaviors include frequent yelling, manipulation of work, nasty emails, social isolation, and a host of others. This session will take you through the process of developing effective strategies for dealing with workplace bullying and provide a step-by-step guide for building a healthy workplace where employees can thrive.
If allowed to flourish, bullying causes increased turnover, communication breakdown, reduced quality in work and poor customer service. In the end, bullying creates an unsafe and unhealthy work environment that can cost an organization millions if not addressed. In fact, all negative behaviors at work cause anxiety, burnout, low job satisfaction, and increased turnover, but they have differing legal risks for employers. The distinction – and the overlap – between these concepts can certainly cause confusion, but not knowing the difference and acting proactively to stop these behaviors could result in an unwanted lawsuit brought by an employee.
If allowed to flourish, bullying causes increased turnover, communication breakdown, reduced quality in work and poor customer service. In the end, bullying creates an unsafe and unhealthy work environment that can cost an organization millions if not addressed. In fact, all negative behaviors at work cause anxiety, burnout, low job satisfaction, and increased turnover, but they have differing legal risks for employers. The distinction – and the overlap – between these concepts can certainly cause confusion, but not knowing the difference and acting proactively to stop these behaviors could result in an unwanted lawsuit brought by an employee.
Catherine M. Mattice
Catherine M. Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Chevron, the American Red Cross, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared as an expert in major news outlets including NPR, FOX, NBC, ABC, USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, Washington Times, Psychology Today and Bloomberg. Catherine is Past-President of the Association for Talent Development (ATD), San Diego …
How to Give Corrective Feedback: The CARE Model - Eliminati…
Why EBITDA Doesn't Spell Cash Flow and What Does
Improving Employee Engagement & Retention Through Stay Inte…
SOPs - How to Write Them to Satisfy those Inspectors
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Documenting Misconduct that Will Stand Up in Court
Marketing to Medicare or Medicaid Beneficiaries - What You …
Human Error Reduction Techniques for Floor Supervisors
Project Management for Non-Project Managers - How to commun…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Trial Master File (TMF)/eTMF, & FDAs Draft Guidance for Ele…
Sunshine Act Reporting - Clarification for Clinical Research
Humane Layoffs: How to Let People Go with Compassion and De…
FFIEC BSA/AML Examination Manual: What Compliance Officers …
Female to Female Hostility @Workplace: All you Need to Know
OSHA Requirements for Supervisors, Project Leaders & HR - W…
Unlock Employee Loyalty: Stay Interviews Will Keep Them Eng…
Conquer Toxic People - Learn To Protect Yourself And Get Yo…
Understanding the Artificial Intelligence Landscape
Establishing Appropriate Quality Metrics and Key Performanc…
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Using High-Performance Coaching for Managers to Address Per…
Excel - 10 Key Worksheet Functions to Skyrocket Your Produc…
Is Your Culture Working For or Against Your Success? If You…
Red flags that can render your OSHA Safety Program Complete…
Utilizing HR Metrics to Illustrate & Improve Human Resource…
The Anti-Kickback Statute: Enforcement and Recent Updates
Onboarding is NOT Orientation - How to Improve the New Empl…
FDA Technology Modernization Action Plan (TMAP) and Impact …
How to Prepare For and Host a FDA Inspection and Respond to…
Excel - Pivot Tables - The Key To Modern Data Analysis and …
Managing Toxic & Other Employees Who Have Attitude Issues
Building GMP Excellence: A Guide to Implementing Compliant …
Excel Power Skills: Master Functions, Formulas, and Macros …