In the aftermath of bullying and for areas of the workplace that have been identified as fragile, it will be important to support those areas with mentors and employee assistance programs (EAP) and counseling. It will be essential to identify those employees who are at risk for violence, suicide, or organizational harm or those who are already in the job-exiting process. It is important to take threats of violence, organizational harm, and self-harm seriously and to take action and include outside agencies as the situation warrants. Employees who are looking to exit the organization should also be taken seriously and given a chance to relocate within the organization until the workplace is stabilized.
The book An Organizational Approach to Workplace Bullying examines organizational culture and wellness in the presence of bully triads. The book includes ideas for assessment and performance improvement concerning organizational culture. The book addresses possible approaches to improve workplace culture and organizational wellness and to create bully-free environments.
Wednesday, November 1, 2017
In the Aftermath of Workplace Bullying
In the aftermath of bullying and for areas of the workplace that have been identified as fragile, it will be important to support those areas with mentors and employee assistance programs (EAP) and counseling. It will be essential to identify those employees who are at risk for violence, suicide, or organizational harm or those who are already in the job-exiting process. It is important to take threats of violence, organizational harm, and self-harm seriously and to take action and include outside agencies as the situation warrants. Employees who are looking to exit the organization should also be taken seriously and given a chance to relocate within the organization until the workplace is stabilized.
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