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BA 15 Chapter 16
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Slides from the University of Michigan Investing in Ability 2015 series of events. The presenter is from Wayne State, and we are hosting the slides here for the convenience of our audience.
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What HR Professionals Need to Know About Workplace Bullying Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think! In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates. The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors. In this interactive online training program, participants will learn: What employees can do if they are being bullied at work What employers can do to create a zero tolerance toward workplace bullying The benefits of addressing workplace bullying How to manage real-life scenarios ABOUT THE PRESENTER Judy Lindenberger President, The Lindenberger Group Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
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The Changing Roles of Men and Women
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BA 15 Chapter 16
1.
Chapter Sixteen The
Changing Roles of Men and Women
2.
3.
4.
5.
Figure 16.1 -
Women in the U.S. Labor Force
6.
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Figure 16.2 -
Earnings Gap
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Figure 16.3 -
A Two-way Street
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Figure 16.4 -
Flextime in Action
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Table 16.1
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