Dignity at Work: Eliminate Bullying and Create a Positive Working Environment [Paperback]

Key messages are people cannot add value to the organisation unless they feel valued. A bullying culture will struggle to adapt culture, values and behaviours to meet future organisation and business challenges. Bullying is a challenge for the business not simply an HR issue.

Parts of it should be required reading for all Chief Executives and their teams leading organisation change, and on any leadership, business, senior or people management modules and personal development modules whether undertaken in Professional bodies, academic institutions or in house.

The book locates bullying as a key strategic issue for organisations in tackling change. It offers a comprehensive, accessible, strategic and practical approach to eradicating bullying in the workplace. It makes the links between organisation culture and values, management styles, strategic leadership and day to day workplace culture, values and behaviour.

It takes the reader on a journey from knowledge and information about bullying, the business case, its detrimental impact on the business, issues for organisations in producing and implementing a Dignity at Work policy, dealing with complaints of bullying in a way which is fair to all, mopping up the aftershock of any incidence of bullying.

The book emphasises the need to work with all parties in any incident to ensure learning, development, and change to promote organisation effectiveness.

A real strength of the book is the way it makes links across a potentially difficult and specialist field of work. I like the way the book outlines who needs to do what to eradicate bullying and promotes understanding and alliances between parts of the organisation and other agencies rather than simply hiving off bullying to be dealt with by specialist people.

This book is so much more than a primer on bullying and harassment for HR specialists. The book is written in a straightforward and practical way and is well laid out to make pick and mix both attractive and possible.

There is plenty of material here for raising awareness about what behaviours constitute bullying and their detrimental impact on people and the business.
There are sections for those responsible for implementing Dignity at Work policy and procedures.

Those given the responsibility for investigating complaints will find a step by step guidance.
A good explanation of the role of counsellors and psychologists will be helpful for HR staff who will work in partnership with them and communicate their role to other people involved.
Those who want to know more about the theoretical framework will find it in the relevant chapter.

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The book may be intended primarily for use by counsellors, psychologists and those working in human resources, but it will also be invaluable to employers.

The book demonstrates how bullying can damage the productivity and smooth-running of a company. It can also lay employers open to litigation. Large companies usually have established policies for dealing with bullying. Small companies probably don't and it is here that this book comes in.

"Dignity At Work" draws on academic research and provides a legal framework. What makes it useful and very readable is the extensive use of examples from the author's own experience as a psychologist consultant for major companies.

The first section of the book defines what bullying in the work place consists of, including: abusive behaviour; changing deadlines; being frozen out; controlling behaviour; electronic harassment; and various other gross and more subtle types of behaviour. It also tackles the fascinating and complicated questions of who is likely to bully and who will be the victim of bullying. It deals with the legal issues arising from bullying, such as the employer's liability under criminal law. Then it goes on to outline methods for invetigating cases of bullying and mediating in them.

The first part of the book concludes by looking for ways in which companies can escape from a finger-pointing "blame culture" and establish a more positive working environment.

The (shorter) second part of the book is more specialist - intended for counsellors and psychologists, who are working (or planning to work) with organistaions, which are implementing a "dignity at work" policy.

It looks at their role in drawing up and implementing such a policy and points out some of the potential pitfalls.

The appendices include contact details for organisations and individuals, who work in this field. There is an extensive bibliography.

"Dignity at Work" is a thought-provoking and engaging book. It's essential for anyone who has responsibility for managing others in the workplace.

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The problem is that many don't even think there is a problem. And that includes the bully, the bullied and the organisations they work for. The bullied (and around 30% of us have at one time or another been in this category) may just believe it's part of normal working life and suffer accordingly.

It only takes a little reflective thought to be easily able to identify times in our our own working lives where we experienced behaviour that went across the line. Mangers, whose primary responsibility is to get the best out of those they manage, often don't even realise when they are doing it. And often it's the pressure that people work under that makes them forget their own behaviour.

So what's to be done? Trainers (of which I am one) will welcome this as an essential walk through of key legislation, case study and implementation best practice. Managers will welcome this as a practical tool to help us a) Improve working environments prone to a culture of bullying and b) To work with victims and perpetrators. We should all welcome this book for highlighting a huge problem and giving a clear view of how we can work to overcome it.

Dismiss the message if you like. Consider it soft and 'fey' if you wish. But for 'bottom line' watchers consider the huge losses your organisation accrues through a disengaged workforce. And that's before we even consider the indignity of not being treated as a member of the human race by colleagues and co-workers.

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