Product Description
Summary: This book provides practical guidance on how to recognise and reduce bullying and harassment at work. It is written in an easy to follow, friendly style especially designed for use by those having to grapple with such a difficult and sensitive area. It explains and advises on what steps a manager should take when they first become aware of such problems and how to be pro-active rather than reactive. Key Features: Covers such issue as: 1. How to recognise signs of bullying and sexual harassment; the potential consequences of not dealing with allegations of bullying and sexual harassment, including legal action, impact on morale, absenteeism, productivity and reputation 2. Guidance on writing and developing formal policies and procedures to deal with allegations of bullying and harassment 3. Consideration of alternative methods of resolving complaints of bullying or harassment, including mediation and informal approaches 4. Diagrams and figures that help to determine the best courses of action 5. Checklists covering key steps, including how to conduct an investigation and the mediation process 6. Extracts from policies and procedures adopted by various organisations The Authors: Tina Stephens is a successful manager, tutor, writer, broadcaster and consultant. She is a Chartered Fellow of the Chartered Institute of Personnel and Development where she is also a chief examiner in the areas of Employee Reward, Managing for Results and Performance Management. Jane Hallas is a Director of equalta, a business consultancy with a range of clients. A specialist in employment law Jane is particularly interest in diversity and bullying and harassment. Readership: The book is aimed at front line managers, human resources advisors, senior managers, business owners, trade union and employee representatives and anyone with an interest in reducing incidences of bullying and sexual harassment in the workplace. Contents: What is bullying and harassment? Definitions, research and survey findings give a compelling context and show the extent of the problem; a problem, real or latent, that should not be ignored Why is this the manager's responsibility? Exploring the legal background, including relevant statute and case law and examining the direct and indirect costs to the business/organisation in financial, social and emotional terms What can mangers do about it? Investigating and evaluating the options the options available, the individual and organisational dimensions that can lead to, and prevent an endemic culture and single incidences What procedures should we adopt and develop? Looking at devising effective and timely policies and procedures, establishing and changing attitudes and behaviours. Dealing with complaints and investigations, mediation, monitoring and reviewing incidences How can we implement the policies and procedures? A consideration of awareness raising, surveys, counselling and support services and training Where does it all end? Appendices - where can I find out more? Really useful contact details and sources of help and information. Examples of procedures, a self-assessment tool and descriptions of all the common forms of bullying
About the Author
Tina Stephens is a successful manager, tutor, writer, broadcaster and consultant. She is a Chartered Fellow of the Chartered Institute of Personnel and Development where she is also a chief examiner in the areas of Employee Reward, Managing for Results and Performance Management. Jane Hallas is a Director of equalta, a business consultancy with a range of clients. A specialist in employment law Jane is particularly interest in diversity and bullying and harassment.
