One after the other, a long line of unsuspecting recruits accepted, and finally terminate the marketing assistant position. The problem was the department head. Although clever and politically connected, their diabolical way chaos wreaked on their people. Every time when the position opened, Recruiters would search for the right candidate with Teflon skin and stone-cold emotions. Most of the victims, but to a different department or even quit in a few months.
There is usually no more than one or two weeks before the next recruiting new timetable would be her first meeting with our Staff Relations Manager to solicit advice in dealing with their bully boss. With a management blind spot the size of Nova Scotia, the marketing manager is convinced any new attitude was a complete idiot. They never accepted the responsibility of individuals for their own department revolving door.
Then there were the workers, to a nervous breakdown in the lunch hour.
After only a few weeks in the labor market, the assistant had to go to the hospital in a psychiatric institution after it was discovered by the police, parked dangerously on a busy highway. Apparently they mentally shut down after weeks of severe anxiety trying to infuriatingly Manager.
As the HR Director, I expressed my deep concern of the President, it would be completely unethical to hire a potential target for these inhuman manager. Your management style villain literally caused the worker nervous breakdown.
They think that this decision would be a non-need, right? Wrong! Although the queen of the corrosive culture, the President took the view they are technically competent and too valuable to be discontinued.
Why do companies deal with bullying manager? After the 2007 Bullying Institute-Zogby survey, bullying is inhuman, but not illegal. The results of the investigation showed the following reasons to continue to employ health jobs destroy Bully manager.
* Forty percent (40%) of the targets are not forward.
* In 80% of cases, bullying is legal.
* Sixty-two percent (62%) of employers either do nothing or a deterioration in the situation of retaliatory measures against the target.
* Seventy-three percent (73%) of the bullies are managers - managers and HR reflexively side with management in disputes.
* Bullies come 73% of the support of executives, managers and HR-peer.
* Executives are afraid to act. They have a disproportionate fear of complaints by the bully, if they dare investigate or sanction of the Bully.
* Bullies invented its reputation as an indispensable service providers in case they were ever exposed. Objective complainants are not believed.
* Employers do not actually know how to stop it. They forget the lessons learned from which to correct and prevent illegal discrimination.
* Employers do not realize how violent bullying in the workplace. The problem is wrongly classified as "conflict", "and the wrong solutions are applied.
* Our company is very aggressive and competitive. Bullies embody these two popular tactics. Hostility is more normative than the exception. Thus, bullying, abuse and psychological violence at work is positively embraced more often than despised.
Kevin Kennemer is president of the People Group, LLC, a consulting firm to the improvement of the employees lives, improving business performance and invigorating society through positive people practices. With over 20 years experience of human practices, Kennemer was formerly the chief human resources officer of an international energy company, from darkness to # 5 on Forbes list of largest privately held companies. Kennemer is a certified Senior Professional in Human Resources.
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