By Julie B. Olson-Buchanan, Wendy R. Boswell
Integrating findings from examine and perform so that it will make sensible, evidence-based strategies for combating and addressing systemic office mistreatment, this publication: makes a speciality of the recursive results of mistreatment in businesses and the way person and organizational health should be better by means of carefully-designed guidelines and approaches. Creates a whole photograph by way of bringing jointly proper examine from fragmented fields reminiscent of organizational psychology, exertions family members and hard work economics. permits you to determine top practices for resolving mistreatment occurrences, for making a civil staff, and combating recursive mistreatment.
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Additional info for Mistreatment in the Workplace: Prevention and Resolution for Managers and Organizations (TMEZ - Talent Management Essentials)
Example text
The goal is to predict who will be effective, and the most effective, in performing the job. , computer skills, verbal ability) and then measuring and assessing those criteria for each applicant, ultimately making a decision on whom to hire (and whom not). Through this process, you can take steps to identify where potential problem employees may exist. Selection criteria The first step to developing the appropriate selection criteria is to perform a rigorous job analysis. Through the job analysis, you will obtain detailed information about what is required to carry out the job.
Given the expense, assessment centers are most often used to select or promote managers. Although there is still debate, in practice and research, on what is actually measured in assessment centers, there is compelling evidence that assessment centers predict job performance. Observing how potential managers interact with others under stressful circumstances would be a good indication of the likelihood that their behavior would create perceptions of mistreatment in the workplace. • Integrity testing.
In many instances of organizational wrongdoing, there may not be an individual employee, per se, who experiences mistreatment. Instead, stockholders, consumers, or society as a whole may be the most affected. However, depending on its nature, the wrongdoing could result in individual mistreatment. For example, sexual harassment, an illegal activity, would also be a type of mistreatment against the individual who experienced it. Similarly, if an individual was pressured to keep quiet about an illegal activity and threatened with retaliation if he or she did not, then this would be considered individual mistreatment.