This document discusses workplace bullying by managers and provides strategies for dealing with a bully boss. It defines workplace bullying and explains that some bosses tolerate or engage in bullying behavior. There are several types of bully bosses that can be identified. To manage a bully boss effectively, it is important to know their characteristics, document incidents, avoid isolation, maintain self-esteem, and remove yourself from situations strategically while building a case. Companies that tolerate bullying behavior will have ongoing problems, so the responsibility lies with senior management to address cultural issues and hold bullies accountable.
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Lcc supervisor training morale time email (2)macheop
This document provides guidance on establishing boundaries and boosting morale as a supervisor. It discusses maintaining appropriate personal, professional and client boundaries. It also addresses combating staff splitting and provides tips for open communication, accountability, attitude, time management and email communication to improve the work environment and boost morale.
Bullying in the Workplace discusses bullying that occurs among coworkers. Bullying behaviors include abuse, humiliation and undermining confidence. While there are no direct legal protections against bullying, discrimination and harassment laws may apply. The document provides advice on addressing bullying by talking to others, keeping records, and making formal complaints through a company's grievance procedures or by taking legal action such as filing an employment tribunal claim.
The document provides information on assertiveness and conflict management techniques. It defines assertiveness as expressing personal rights and feelings. It discusses the importance of being assertive and the consequences of lacking assertiveness. Assertiveness training is presented as a way to increase assertive behaviors and decrease passive or aggressive behaviors. Assertiveness training involves developing non-verbal communication skills, recognizing personal rights, expressing feelings and needs, practicing responses, and learning to say no. The document also discusses what conflict is and provides several ways to manage conflict, such as staying calm, listening to other perspectives, brainstorming solutions, and seeking help from mediation services.
Workplace bullying: A sad reality | Satyajit SenapatiSatyajit Senapati
Satyajit Senapati is a best-selling Author, Tedx & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations. He holds an MBA from IIM Lucknow. For more information explore.
A student in your class has made a couple of borderline rude comments but may be crossing the line today. As the facilitator, how would you handle such a situation?
This document discusses workplace bullying by managers and provides strategies for dealing with a bully boss. It defines workplace bullying and explains that some bosses tolerate or engage in bullying behavior. There are several types of bully bosses that can be identified. To manage a bully boss effectively, it is important to know their characteristics, document incidents, avoid isolation, maintain self-esteem, and remove yourself from situations strategically while building a case. Companies that tolerate bullying behavior will have ongoing problems, so the responsibility lies with senior management to address cultural issues and hold bullies accountable.
Bullying in the workplace by Craig Kimecraig19kime59
The document discusses workplace bullying and provides advice for dealing with it. It defines bullying behaviors and their negative impacts on victims' health. It stresses the importance of documenting incidents and strategies for seeking support. Key advice includes prioritizing one's health, avoiding direct engagement with bullies, and following company policies to maintain dignity while addressing the issue.
This document provides guidance on establishing boundaries and boosting morale as a supervisor. It discusses maintaining appropriate personal, professional and client boundaries. It also addresses combating staff splitting and provides tips for open communication, accountability, attitude, time management and email communication to improve the work environment and boost morale.
Lcc supervisor training morale time email (2)macheop
This document provides guidance on establishing boundaries and boosting morale as a supervisor. It discusses maintaining appropriate personal, professional and client boundaries. It also addresses combating staff splitting and provides tips for open communication, accountability, attitude, time management and email communication to improve the work environment and boost morale.
Bullying in the Workplace discusses bullying that occurs among coworkers. Bullying behaviors include abuse, humiliation and undermining confidence. While there are no direct legal protections against bullying, discrimination and harassment laws may apply. The document provides advice on addressing bullying by talking to others, keeping records, and making formal complaints through a company's grievance procedures or by taking legal action such as filing an employment tribunal claim.
The document provides information on assertiveness and conflict management techniques. It defines assertiveness as expressing personal rights and feelings. It discusses the importance of being assertive and the consequences of lacking assertiveness. Assertiveness training is presented as a way to increase assertive behaviors and decrease passive or aggressive behaviors. Assertiveness training involves developing non-verbal communication skills, recognizing personal rights, expressing feelings and needs, practicing responses, and learning to say no. The document also discusses what conflict is and provides several ways to manage conflict, such as staying calm, listening to other perspectives, brainstorming solutions, and seeking help from mediation services.
Workplace bullying: A sad reality | Satyajit SenapatiSatyajit Senapati
Satyajit Senapati is a best-selling Author, Tedx & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations. He holds an MBA from IIM Lucknow. For more information explore.
A student in your class has made a couple of borderline rude comments but may be crossing the line today. As the facilitator, how would you handle such a situation?
The document provides information about assertiveness, including defining it, distinguishing it from aggressiveness and unassertiveness, tips for being assertive, common myths about assertiveness, and examples of assertiveness skills being applied or not applied in various situations. It aims to help participants understand philosophies of assertiveness, recognize differences between assertiveness and aggression, and practice being assertive through role-playing exercises.
The document provides information on assertiveness, including defining assertiveness, distinguishing it from aggressiveness and unassertiveness, communication skills related to assertiveness, dealing with conflicts, and overcoming fears of being assertive. It discusses test to evaluate one's own assertiveness, the importance of assertiveness, myths about assertiveness, and rights related to being assertive. Tips are provided on listening, controlling emotions, and using "I" statements when communicating.
To become successful one has to try to avoid these self-defeating behaviours to scale the ladder of success and reach the stars.
good luck.
Challa S.S.J.Ram Phani
Chief Consultrainer
aimkaam - Hyderabad
Selective perception, projection, stereotyping, the halo effect, and the effect of contrast are common shortcuts people use to form impressions of others that can lead to flawed perceptions. Selective perception involves only noticing certain things based on one's own interests and experiences. Projection is attributing one's own characteristics to others. Stereotyping judges people based on their group membership. The halo effect forms an overall impression based on a few qualities, and the effect of contrast assesses people by comparing them to others. To avoid biases from these shortcuts, one should seek diverse perspectives, be aware of projecting, avoid stereotyping, judge people on their own merits, and not compare them to others.
How Not to Sabotage Your Negotiating Power Yasmin Davidds
The document is from a book that provides guidance to women on negotiating. It discusses how women often sabotage their own negotiating power through inward doubts and outward behaviors. It identifies common forms of inward sabotage like not asking for what they want or thinking small. It also examines body language mistakes women make, like physically condensing themselves or nodding too much. The book provides tips to combat both inward and outward sabotage such as claiming personal power, interrupting when needed, and using a firm handshake. It emphasizes that overcoming sabotage takes identifying issues, reflecting on how to change, experimenting with new behaviors, and not allowing others to define you or your abilities.
How Not to Sabotage Your Negotiating PowerYasmin Davidds
The document is from a book that provides guidance to women on negotiating. It discusses how women often sabotage their own negotiating power through inward doubts and outward behaviors. It identifies common forms of inward sabotage like not asking for what they want or thinking small. It then provides strategies for overcoming these sabotaging behaviors, such as identifying limiting beliefs, letting go of old identities, and experimenting with new behaviors. The document also examines how body language and verbal communication can undermine women's negotiating ability and offers tips for presenting confidence through a strong handshake, limited hand movements, and speaking with clarity instead of weakening messages. Overall, the document aims to empower women to negotiate successfully by overcoming habits of self-doubt and adapting behaviors
The document provides an overview of a supervisor training for Superman. It discusses introducing yourself as a supervisor, challenges with staff, structuring supervision through consistent meetings and goal setting, giving feedback both positive and difficult, establishing boundaries, and managing time.
The document discusses 10 common self-defeating behaviors that leaders engage in that can sabotage their success. These include thinking you are indispensable, talking over others instead of listening, not delegating tasks, using jargon others don't understand, avoiding firing underperforming employees, fear of giving performance reviews, avoiding confrontation, fearing failure, and not getting buy-in from employees. The key to overcoming these behaviors is to recognize when you are engaging in them, seek input from talented employees, delegate authority, and surround yourself with people who will provide honest feedback to help you improve.
This document is a newsletter from the Government of Ontario that discusses various topics related to power and leadership in the workplace. In the first article, the author discusses realizing one's own personal power and taking control of one's career path. The second article is an editorial that addresses the abuse of power in the workplace, including supervisory bullying and "upwards bullying". The third article discusses the different types of power, including legitimate, reward, expert and information power.
Assertiveness: How to Stand-up for What You DeserveDan Beverly
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"Power" by Jeffrey Pfeffer is easily the most important/helpful career book I've ever read. I took 14 pages(!) of notes and thought I'd share the most important tips/strategies in this simple Word document.
Some of the most important data we can receive from others consists of feedback related to our behaviour. Such feedback can provide learning opportunities for each of us if we use the reactions of others as a mirror for observing the consequences of our behaviour.
This document discusses workplace civility and incivility. It defines civility and incivility, explores their impacts on productivity and employee well-being, and provides tips for organizations to build a culture of civility. Specifically, it defines incivility as low-intensity deviant behavior that can harm others. Research shows incivility reduces work effort, time and quality while increasing stress. Organizations are encouraged to assess civility levels, train employees, and lead by example to enhance respect and prevent uncivil conduct. Examples of successful civility programs are also provided.
This document discusses workplace bullying. It defines workplace bullying as repeated mistreatment that takes verbal, offensive, or work-interfering forms. Bullying is driven by perpetrators' need to control targets and can escalate by involving others. The document then lists common types of bullying behaviors like spreading rumors, denying opportunities, and excessive monitoring. It provides advice for dealing with different bullying situations, such as documenting incidents and reporting to HR. The key point is that standing up to bullies is important, and the best way to change a toxic work environment is to have the courage to do so without becoming bullying oneself.
The document discusses abrasive personalities and how to deal with them. It begins by defining an abrasive personality and listing both positive traits like being perfectionist and responsible, and negative traits like impatience and being self-centered. It then discusses how abrasive personalities can negatively impact employee satisfaction, morale and productivity. The document presents a case study of an abrasive VP and the dilemma of whether to promote him. It provides techniques for dealing with abrasive personalities by addressing problematic behaviors respectfully and directly. It concludes by emphasizing the need for patience and for helping abrasive individuals understand the consequences of their actions.
How to break down barriers to give more feedback at workQuynh Nguyen
You are motivated to give more feedback to help your colleagues grow, but you often find yourself not doing it. There seems to be visible barriers that stops you giving feedback. Understand what they are, so you can break through and start growing with the people you value.
The document provides tips for dealing with an arrogant coworker. It suggests separating yourself from the situation as the coworker's behavior is self-destructive. It also recommends improving listening skills to ignore what the coworker says and building confidence through training to reduce stress when dealing with them. Finally, it advises confronting the coworker politely if needed and taking the issue higher if their behavior continues, while remaining professional and focusing on work.
Workplace bullying negatively impacts organizational justice. It demonstrates a lack of interactional justice by allowing employees to be treated without dignity and respect. Bullying can reduce an employee's self-efficacy and motivation over time by threatening their sense of esteem, safety, and self-actualization. Both situational factors and personality traits may contribute to bullying. Insecure bullies may target those seen as threats to boost their own self-esteem. Effective strategies for victims include documenting incidents and reporting bullying to appropriate management or groups within the company. Confrontation should be avoided as it could escalate the situation.
Ebook-Ten Steps to Building Your ConfidenceValerieAnn3500
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Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
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The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
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The document provides information on assertiveness, including defining assertiveness, distinguishing it from aggressiveness and unassertiveness, communication skills related to assertiveness, dealing with conflicts, and overcoming fears of being assertive. It discusses test to evaluate one's own assertiveness, the importance of assertiveness, myths about assertiveness, and rights related to being assertive. Tips are provided on listening, controlling emotions, and using "I" statements when communicating.
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good luck.
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This document is a newsletter from the Government of Ontario that discusses various topics related to power and leadership in the workplace. In the first article, the author discusses realizing one's own personal power and taking control of one's career path. The second article is an editorial that addresses the abuse of power in the workplace, including supervisory bullying and "upwards bullying". The third article discusses the different types of power, including legitimate, reward, expert and information power.
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2. Of U.S.
Workers
Studies estimate that about 13 per
cent of U.S. workers suffer from
such a boss.
13%
No one wants an abusive boss
but sometimes we end up with
one.
And this behaviour appears to
be most prevalent in fields
such as the military and
health care.
A possible explanation is that:
These organizations tend to be
characterized by high work
demands, pressure, risk, and high
costs associated with failure—all
factors that can stress bosses out.
3. It is hoped that you’ll never face an abusive
boss.
But if you do, you’ll want to have a
strategy for dealing with him or her.
4. Let’s first clarify what we mean by an abusive boss.
We define it as your perception that your supervisor is engaging in
sustained displays of hostile verbal or nonverbal behaviours.
6. Note two things about
our definition.
First, it’s a perception.
Regardless of whether your boss is actually
abusive or not, if you think he is, he is.
Second, our analysis isn’t concerned with
the occasional rant or mistreatment.
The action we’re concerned with is a
regular feature of your boss’s behaviour.
7. The message
here is
obvious:
Regardless of your actual
confidence level, don’t give the
appearance that you’re weak or
unsure of yourself.
You’re rarely going to see a boss
throwing abuse at a powerful or well-
connected member of her department.
Here’s an interesting insight
that might help you better
cope:
Abusive bosses are strategic.
They pick and choose their targets.
Studies find that they
particularly like to go after
those they view as weak or
vulnerable.
The message
here is
obvious:
Regardless of your actual confidence level,
don’t give the appearance that you’re weak
or unsure of yourself.
8. Here are some options.
If you’re on the receiving
end of abuse at work, what
can you do?
9. Directly talk to your abusive boss to discuss the problem.
Confrontation
10. Indirectly express your hostility through actions such as procrastination,
stubbornness, moodiness, or deliberately making half-hearted efforts to
accomplish required tasks.
Passive-aggressiveness
11. Try to win over your boss, and get him or her to “lighten up” on you, by
actions such as doing favours or using flattery.
Ingratiation
12. Assuming that there is power in numbers, this approach has others
acknowledge your problem and has them act in your behalf.
Seeking Support from Others
13. Keep away from your boss and limit his or her opportunities to harass you.
Avoidance
14. Since abuse is a perception, try to mentally restructure your boss’s actions
in a way so that it no longer seems to be abusive.
Reframing
15. Take your complaint to higher-ups in your organization to gain their
support and “encourage” your boss to change his or her behaviour.
Complain to Higher-ups
16. Which of the above
strategies do the experts
suggest?
Taking your complaint to upper levels in the organization
is not likely to work where the culture tolerates or even
supports abusive behaviour.
Hostile work climates do exist! And they encourage those with
abusive tendencies to act out.
So before you consider complaining to higher-ups, make
sure your culture frowns on and acts against, managers
who abuse their employees.
17. Not surprisingly, the confrontation was the least used strategy.
But were these the most effective ways for dealing with abuse?
Apparently not.
Studies have found that the most common
employee response to abuse is to avoid contact
with the boss and seek social support.
18. Avoidance and
Seeking Support
Resultes
Their stress
levels were
increased
Employees
experiencing
negative
emotions
Increased feelings
of weakness and
perpetuated fear of
the boss.
Studies
shows:
Somewhat counterintuitively, research indicates
that standing up to your boss was most related to
positive emotions.
It reinforces the desire to stick up for yourself,
outwardly conveys that you’re aware of your
boss’s behaviour, and demonstrates that you do
not find this behaviour acceptable.
19. Another counterintuitive finding was that
passive-aggressiveness paid off.
So it appears that bosses are less likely to go after employees if they are
assertive, speak up, or perform acts of upward hostility.
The evidence indicates that standing up
for yourself or retaliating are less likely to
make you feel like a victim.
If you’re firm and outspoken, you’re less
likely to see yourself as a victim, and it
sends a message to your boss that you
have a backbone and don’t want to be
messed with.
20. It merely covers it up and is likely to leave you still feeling like a victim.
Keep in mind that trying to avoid your boss or reframe his or her abusive behaviour
does nothing toward actually resolving the problem.
If you’re planning on leaving your
organization shortly or expect to get a new
boss soon, avoidance can be effective.
Otherwise, the use of avoidance or
reframing doesn’t change anything.