End Abusive Bosses and Unhealthy Workplace Through Workplace Bullying Prevention Training

by Nov 10, 2015

Often times, it is pointed out that a boss’ arrogance can be traced to his thinking that he is the best while others are inferior, incompetent idiots. Studies show that such illustration of an arrogant boss can be part of an unhealthy management culture which would often require usual workplace bullying solutions and stress management strategies.

Nevertheless, these so-called arrogant bosses could be the organization’s asset at sometimes, being characterized by competence and good performance. However, their abusive management and poor relationships with the employees has a negative impact on employees and organization’s success. Their narcissistic and arrogant behaviors often times put themselves into trouble especially in cases where cooperation and teamwork is required; a manifestation of lack of civility at work.

Some evidences point out that employees exposed to an abusive boss exhibit a post-traumatic disorder, similar to what soldiers experience after a war. Unfortunately, it is found out that this is an increasing norm as it is alright for bosses to lose employees through their behavior, as they believe that such paranoid culture tend to force workers to keep sharp in their work.

On the contrary, scientific research found out that such is not the case, for the number one reason an employee leaves work is caused by an abusive boss, adding to the factor of having an unhealthy work environment.

One solution for this problem is through conducting a series of civility training programs, which, as perceived by arrogant bosses, is more of a punishment rather than a solution.

To learn more, click here for full article.

Do you know how much money chronically bad behavior costs your company? Spoiler alert – it’s a LOT higher than you want it to be. Download our data and worksheet to see how it’s costing your organization and what you can do to fix it.

 

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

Microaggressions Can Become Part of an Organization’s Culture. Here’s Why

We're talking a lot about making sure everyone feels included and respected in the workplace. But sometimes, it's not the big, obvious stuff that makes people feel excluded and disrespected - it's the little things. We have likely all experienced situations where...

5 Unfair and Discriminatory Hiring Practices That Go Unnoticed

Businesses that prioritize diversity in their workforce significantly increase the likelihood of fostering creative and innovative thinking among their employees by 150%. Also, companies with a lot of different ethnicities and races in their management team are 35%...

How the Lack of Training Affects your Organization

The workforce is the heart of any thriving company. However, without proper training, employees may find themselves ill-equipped to meet the demands of their roles effectively.  Millennials think learning and growing are important reasons for joining a new company....

Why it’s Getting Harder for Some Women to Report Harassment

The United Nations Women found that about 1 in every 3 women has been sexually harassed at work. 3 out of 4 of them never report it to a manager, HR or anyone else. Imagine a world where every woman is treated with the respect and dignity she deserves. Unfortunately,...

How Companies Can Support Single Parents

Single parents face increased pressure as they balance full-time employment with the responsibility of caring for their children. This heightened pressure comes from various factors, such as economic challenges, limited support systems, and the need to provide for...

Why Your Reward System For Employees Can Fail Badly

Last week marked the celebration of Employee Appreciation Day! During this special time, many companies express their gratitude to their workforce, and one common way they do it is by giving out rewards.  Reward systems are a crucial aspect of employee motivation and...

Can a Wage Increase Make Employees More Productive?

In California, the upcoming minimum wage boost for fast food workers to $20 starting April 1st has ignited discussions about its potential influence on worker productivity.  Currently, the median hourly wage for fast-food workers in the U.S. is $13.43, while in...

Why Every Leader Needs to Worry About Toxic Work Culture

Employees quit their jobs for different reasons, and a major one is because of a toxic workplace environment. In fact, researchers discovered that between April and September 2021, toxic culture was the main reason why employees decided to leave their jobs. A toxic...

Civility Partners at 15 Years!

2024 marks an incredible milestone for us—our 15th-anniversary celebration! Yes, you read that right—15 years of making a positive impact on over 270 organizations served, thousands of employees, and millions of people worldwide! Thanks to the vision of our founder...

Driving Organizational Success Through Behavior Change

How can you make your workplace more exciting and successful?  Organizational success is not solely dependent on strategies or cutting-edge technologies. Instead, the key driver of success lies within the organization itself—specifically, within the collective...