Intimidating behaviour at work

What an organisation regards as acts of gross misconduct should be clear from its disciplinary rules.Typically, they might include such things as theft or fraud, physical violence, gross negligence, incapacity due to alcohol or illegal drugs, and serious insubordination.

Some may sense that they are experiencing toxic, unfair, or disrespectful treatment at times, but can't understand why.This is why it so often goes undetected in the workplace, and your employees could be suffering because of it.The Workplace Bullying Institute defines bullying as “repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators that takes one or more of the following forms: verbal abuse, offensive conduct/behaviors (including nonverbal) which are threatening, humiliating, or intimidating; or work interference – sabotage – which prevents work from getting done.” The primary issue with bullying is that the perpetrator desires to control the other person’s behavior, usually for his or her own needs, personal agenda, or self-serving motives.But a suspension should only be imposed after careful consideration.It should be made clear to the employee that it is not in itself a disciplinary action and does not involve any prejudgement.

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If you think workplace bullying doesn’t affect some of your employees, you're mistaken. Rarely can bullying be identified based on one action, but rather a pattern of actions over a long period of time.

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