 | The Bully-Free Workplace: Stop Jerks, Weasels, and Snakes From Killing Your Organization |
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Product Description
At long last a guidebook for employers that discusses workplace bullying from America's unrivaled leaders and creators of the workplace bullying consulting institute. Managers will learn how and why to stop bullying; prepare executives to lead the campaign and to resist undermining efforts of subordinates; and create a new, positive role for human resources. Outlining the required steps, The Bullying-Free Workplace includes information on how to create a preventive policy that brings consequences, like never before, when violated. The authors discourage half-hearted, short-term fixes that are prevalent today, and present their signature Blueprint methodology to successfully protect employee health and eradicate the psychological violence from organizations.
- Amazon Sales Rank: #279714 in Books
- Published on: 2011-05-24
- Original language: English
- Number of items: 1
- Dimensions: .80" h x 6.35" w x 9.07" l, .84 pounds
- Binding: Hardcover
- 190 pages
From the Inside Flap
Bullies don't have to throw a single punch to do lasting damage to another person's health—or your business's fiscal health. Nearly 14 million adults in America are currently being bullied, and millions more are experiencing the degrading effects of witnessing that treatment. Bullying prevents work from getting done and undermines your mission. It only satisfies the perpetrator's personal agenda at the expense of people, productivity, and passion. The simple truth is that businesses need to address bullying to protect the bottom line.
The Bully-Free Workplace delivers a thoughtful and detailed plan to stop weasels, jerks, and snakes from killing your organization. Written by pioneers of workplace bullying research, this book tells you why and how to create an explicit policy against bullying. It appeals to those managers who value people and who are willing to challenge employers to adopt that value. The Bully-Free Workplace outlines a step-by-step program to correct and prevent workplace bullying. You'll get in-depth advice along with information to support your efforts, including:
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Why the personality of the bully pales in comparison to organizational factors that encourage and sustain bullying
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How to justify taking action against bullying for bottom-line fiscal rewards, productivity, employee health, talent retention, and positioning as an employer of choice
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Why you shouldn't leave a bullying issue to HR departments, and why the issue should be handled by an organization's CEO
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Why you should trust the reports from the trenches, and how to cope when a trusted colleague is the culprit
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How managerial and supervisory expectations without the benefit of specific training can lead to disastrous results
The stakes couldn't be higher: bullying can lead to disastrous (even fatal) health effects for individuals and plunging profits for businesses. As the philosopher Edmund Burke once said, "All that is necessary for evil to triumph is for good men to do nothing." The time has come for you to do something, and this book shows you how.
From the Back Cover
Praise for The Bully Free Workplace
"For anti-bullying to work, it is essential that support start at the top. I was personally involved in drafting our policy with the Namies and ensuring its implementation. It has made a palpable and positive difference to our workplace culture."
—DOUGLAS H. BARR, MSW, President and CEO, Goodwill Southern California
"This book is for CEOs and their leadership teams who are serious about building a great workplace that inspires higher productivity and profits, along with the bully-free brand. The Namies also outline an innovative contributory role for HR professionals in creating and sustaining a bully-free workplace."
—KEVIN KENNEMER, founder and Senior Partner, The People Group
"Gary and Ruth Namie apply their expert insight to help organizations prevent and respond to bullying at work. This book opens a window onto best practices for employers who understand how workplace bullying destroys employee morale and productivity and want to stop it."
—DAVID C. YAMADA, JD, Professor of Law, Suffolk University Law School, Boston, author of the anti-bullying Healthy Workplace Bill
"The Namies enable us to start changing our perception of what bullying really is all about: brutal, systematic psychological torture. As a union activist, I have been dealing with bullying in the workplace for years. With these tools, we can start changing the tide; we can better protect our coworkers and stand up for our collective right to a safe, healthy, and violence-free workplace."
—DENIS ST-JEAN, National Health and Safety Officer, Public Service Alliance of Canada
About the Author
Gary Namie, PhD, is the senior consultant at Work Doctor Inc., a firm established in 1985 and now specializing in workplace bullying. He is a "recovering academic" with extensive experience in teaching university graduate and undergraduate courses in psychology and management. He was also a corporate manager for two regional hospital systems and served as the expert witness in the nation's first "bullying" trial in Indiana, a verdict upheld by the state supreme court in 2008.
Ruth F. Namie, PhD, is a founding consultant for Work Doctor Inc. and was training director for Sheraton Hotels before her clinical training led to helping chemically dependent individuals and families. Ruth's personal experience was the impetus for the workplace bullying movement in the United States. She has since become an expert on the devastating effects of bullying on targeted workers. Her humanizing contributions to the Namie Blueprint are what distinguish it from traditional business solutions to violence problems at work.
Most helpful customer reviews
5 of 5 people found the following review helpful.
Tolerance of inappropriate behavior condones it.
By Robert Morris
Over more years than I wish to specify, I have been centrally involved in dozens of different work environments and on only two occasions was I the "target" of bullying. (Ruth and Gary Namie prefer "target" to "victim" and I agree with them.) In both situations, I refused to be intimidated because I had learned, years before on an elementary school playground, that bullies are essentially cowards. However, as the Namies so thoroughly explain, bullying in the workplace is a very serious (albeit underestimated) problem. It is also a complicated, generally misunderstood problem. They have devoted their professional careers to doing all they can to help alleviate (if not eliminate) the problem. They and their associates in The Workplace Bullying Institute are pioneers as they sustain their commitment to eliminating the need for the information, insights, and counsel that are provided in this book.
The Namies respond to questions such as these:
o What is (and isn't) workplace bullying?
o Based on what is now known, what are the nature and extent of this process?
o What is the range of impact on targeted employees?
o To what extent can targets be legally protected from bullies?
o How can bullying weaken (if not destroy) an organization?
o What are the preventable causes of bullying?
o What are the essential components of a program to eliminate bullying?
o In that program, what should be HR's new role?
o Which preliminary steps should be taken to prevent and correct workplace bullying?
o To what extent can bullies be identified during the interview process?
o What is necessary to sustain a bully-free culture?
The Namies have devised "The Namie Blueprint to Prevent and Correct Workplace Bullying" and much of what it involves is thoroughly explained in the book. They cordially invite their readers to check out the wealth of resources at two websites, The Work Doctor and Workplace Bullying Institute.
As a result of reading this book, I am even more convinced now than ever before that, starting with its C-level executives (or their equivalent), every organization must establish and then strictly enforce (all at all levels and in all areas) zero tolerance of bullying and other forms of incivility. What may be technically legal or is at least not illegal may nonetheless be inappropriate and thus impermissible. Period. Also, I am even more convinced that pathological bullies have problems that are far more serious than not being able to "get along" with others home as well as at work. They need professional help, help that few (if any) of their associates are qualified to provide. Finally, if and when bullying occurs, I am convinced that it must be addressed immediately and resolved in a timely manner. To tolerate it is to condone it.
3 of 3 people found the following review helpful."Bullies gut the organizations productivity and morale."
By LiteBlue Gator
The Namie's book is a must read for all workplace leaders. They have done extensive work and research to enlighten the public about this very psychologically traumatic issue.
It is truly amazing that an individual can serve this country as a military veteran and come home to so much lack of dignity and respect issues from a workplace bully. Employees are spoken to like prisoners-of-war by arrogant leaders who know nothing about operational details and only have strategic plans that never gets off the ground.
If you passed a bully the trash it would be more than they deserve!
I agree with the Namie's:
"Workplace bullying must be addressed by the organizations leader. It should not be delegated to the Human Resource (HR) department to solve. Many HR departments see their primary function as management support."
I reported a workplace bully to his boss and the next thing you know I was sitting in a room with two Labor Relations specialists from HR, a woman, and a really huge guy who reminded me of Xerxes from the movie "300." They told me to have a seat in the office with two doors and they both came through a seperate door at the same time and sat in front of me on the other side of the table like we were in a police interrogation. I explained my statement to them over and over again while "Xerxes" was talking in a deep voice saying words like "listen, I like you..." But they seemed more concerned that I had bothered a bigger boss. I emailed my complaint to the boss, and the HR people said to me with a grin chuckle "I would think twice before hitting that send key on your computer." I kindly replied, "I did, and that's why I sent it." Xerxes lost his smile.
In typical fashion any investigation involving management is unfair, inadequate, and there is never a follow-up.
"Bullying makes the workplace an irrational and scary place to spend your working hours."
PhD's Gary and Ruth Namie are the solutions and they are loaded with ideas for all of us, especially the politicians who need to adapt legislation. This book is very informative and an easy 5 star read.
Thank you Ruth & Gary.
3 of 5 people found the following review helpful.
common sense
By gerry
It's helpful to move from feeling sorry for yourself, to problem-solving and looking at solutions. I speak from experience as a bullied employee in the health care system in Alberta, Canada.
http://astore.amazon.com/amazon-book-books-20/detail/0470942207
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