This topic is receiving increased attention today for a few reasons. First, 28 states in the US have reviewed or are reviewing legislation to make serious, targeted bullying a statutory crime (The Healthy Workplace Bill). Second, increasingly research shows the productivity cost to work teams bothered by these distractions. Third, studies also show …
For some industries, front line supervisors rise up the ranks by gaining technical experience. Working 15 years, an employee could move up to supervisor because he or she has more experience than most of the workers supervised. This historical picture has certainly changed. Younger workers can learn through education some …
There’s a useful concept from the study of adolescent mental health in “risk factors” and “protective factors.” According to this theory, there are certain family and social characteristics that may exert influence both negative and positive on the outcome of an adolescent’s eventual success . . .
Not all institutions and corporations are evil. Many do an excellent job of balancing ambitious secular goals with a socially responsible approach. These examples are less likely to be sensationalized in the popular press, however. I found some examples on the website Socialbrite.org. They singled out Molson Coors, Tyson Foods, …
Toxic employees can control a unit, a department or even an entire company division. Much depends on your observational skills to detect it and the standards your company applies to disrespectful behavior. Read more about how these dynamics can develop and thrive without some guard rails in place.
I was surfing news and found someone else in HR willing to talk about the connection between Human Resource management and American social and economic policy – An interview with Karlee Weinmann published in the “Business Insider-War room, December 19th, 2011 – If You’re Sifting Through a Pile of Applications, You’ve …
Previous articles in this series: Part 1:HR Principles Guiding Workplace Violence Prevention; Part 2: HR Steps to Preventing Workplace Violence Making the plan After reviewing an employee’s history, behavior and disclosures, a comprehensive plan for intervening must be developed. It is useful to consider past interventions with this employee as …
Previous articles in this series: Part 1:HR Principles Guiding Workplace Violence Prevention Roles in preventing workplace violence There are four entities to be considered when developing policies and procedures on the management of potentially violent employees: The individual, the work unit, the company and the community. The company’s role varies …
Workplace shootings covered in the news remind human resource professionals that monitoring potential violence and unsafe behavior in the workplace is crucial. Planning for any performance intervention or termination conference must include an evaluation of the risk for dangerous behavior. This article includes a comprehensive series of questions to support …
When you make a mistake at work, do you obsess and then over-react? Maybe you blame others around you. When I make a mistake, I tend to think about it over a 24 hour period and then usually let it go. I’m more apt to consider what I might have …
