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Workplace Bullying Article An Eye-Opener for Many Employers

Posted on: June 5th, 2013 | Category: Employee Relations, Human Resources, News & Media, Our Blog

workplace bullying articleWorkplace bullying is more than a nuisance. It’s more than an impediment for employee productivity, company branding and talent retention. This kind of intimidation, in the worst-case scenarios, can possibly escalate to violence and crime. It should not ever be excused or ignored by management.

Recent media attention and studies on the issue have begun to shed the light on this issue, including an article posted by Lin Grensing-Pophal on Human Resource Executive Online about workplace bullying entitled “Bullies (Still) in the Workplace”, hireVision’s President and CEO ,Tina Hamilton, PHR, was a featured expert. First, Hamilton addressed the question of why reports of workplace

bullying are on the rise:

“I think that the incidences of workplace bullying are on the rise for several reasons,” says Tina Hamilton, president and CEO of hireVision Group Inc. in Allentown, Pa. “People in general are worried about their financial situations and job security, and that can manifest itself at work in aggressive or defensive behaviors. Companies are also getting by with smaller workforces, so naturally tensions can flair, bringing out the worst in some people. Lastly, our society as a whole has become more belligerent over the last few years, so we are bound to see some related negative behaviors show up in the workplace,” she says.

She then offered insight into how employers and managers can help create a company culture where bullying cannot take root or flourish:

Well-trained managers can play a pivotal role in defending against bullying behaviors, notes Hamilton. “Train your managers how to detect, circumvent and deal with intimidating, threatening and violent behaviors swiftly and directly. Many people who feel bullied are not comfortable telling management about it and not all acts of bullying are conspicuous. Managers need to be able to lead with empathy and compassion, as well as look for clues as to why employees are acting the way they do.”

To read the full article, click here.

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