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Bullying & Harassment - Values and Best Practice Responses - Product Image

Bullying & Harassment - Values and Best Practice Responses

  • ID: 2137977
  • November 2008
  • 94 Pages
  • Management Briefs

ABOUT THIS BOOK
Values and Best Practice Responses

This book helps the reader through the minefield of Bullying and Harassment and emphasises the need to strive for informal resolution of such difficulties as that is where best progress can be made. Those caught up in B&H situations will find within this book a clear guide to Best Practice behaviour. The Mediation and Investigation processes are also treated in a clear practical mode.
The book gives not alone a very good treatment of underlying values, but particularly desribes best practice managerial responses to bullying and harassment situations.

The book also treats:

- Typical bullying behaviour in organisations
- Victim prospectives and feelings
- Standing up for oneself
- Initial responses – best practice for managers
- Mediation processes
- Formal investigations, and
- Establishing a culture of dignity at work.

ENDORSEMENTS

“An essential management brief in relation to an ever-increasing problem, full of practical steps and insights. Every experienced practitioner would endorse the book's approach that either local resolution or mediation of bullying READ MORE >

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Introduction
- Definitions
- Dignity and Respect
- Bullying and Harassment
- Sexual Harassment
- Rights of Natural Justice
- Empowering those feeling bullied or harassed
- Best Practice Responses

Typical Bullying Behaviour in Organisations
- Bullies explore and exploit weakness
- Guises of Bullying
- Examples of bullying behaviour – types of abuse
- Proactive Managerial Responsibilities
- Corporate governance
- Encouraging a ‘speaking up' climate

Harassment & Sexual Harassment
- Possible grounds of Discrimination
- Harassment mediums and channels
- Examples of Harassment behaviours
- Example of Sexual Harassment behaviours

Victim Perspectives and Feelings
- Understanding Victim perspectives
- Intention and Impact
- Understanding intensity of emotions
- Conflict resolution styles
- Questioning techniques for better understanding

Standing up for Oneself
- Providing a climate
- 5 Assertive steps to ‘standing up'
- Assessing the situation
- Planning an approach to the bully
- Confronting the bully in a calm manner
- Agreeing values to shape subsequent behaviours
- Reviewing the on-going situation

Initial Responses: Best Practice for Managers
- Listening with empathy
- Useful forms of words to use
- Keeping the process informal
- Coaching the victim to address the issues with the alleged perpetrator
- Exploring agreement on a way forward
- Mediation

Mediation Processes
- Agreement on a mediator
- Terms of Reference
- Skills of a good mediator
- Sample Mediation process
- Building trust
- Searching for common ground
- Agreeing Values and acceptable on-going behaviours
- Review of on-going relationships

Formal Investigations
- Appointment of Investigator
- Structure of an Investigation
- Sample Investigation procedure
- Investigation tips for complainants
- Investigation tips for respondents
- Representation
- Role of Investigation Manager

Best Practice Procedures
- The 7 Ps
- Having the right Policies in place
- Clear Procedures for grievance and dignity at work
- Good Protocols in place to aid conflict resolution
- Sound Organisation Practices
- People should be at the core of processes
- Places chosen to provide for privacy
- Prevention tools for managers

Establishing a Culture of Dignity at Work
- Role of Senior Management in making Dignity and Respect a priority
- Focus on values
- Sample set of Values/Behaviours
- Putting the enabling conditions in place
- Workshops
- Celebrating Diversity

Conclusion
- Empathy and care
- Informal mode
- Local level resolution where possible
- Best practice at all stages

Note: Product cover images may vary from those shown
Note: Product cover images may vary from those shown

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