Toxic Workplace!: Managing Toxic Personalities and Their Systems of Power

Praise for Toxic Workplace! “Toxic Workplace! describes how to identify and best work with toxic personalities. It also provides a systemic approach for creating a culture that’s positive and respectful while improving the bottom line. Kusy and Holloway share how their national research translates into real-world practices in organizations. I endorse their practical, concrete approaches that will make a significant difference in organizations today and in the future.”
—Gregg Steinhafel, president and CEO, Target Corporation “Toxic Workplace! brings a rare and valuable view of one of the great challenges facing leaders in today’s organizations. It is a significant guidebook to the healthy enterprise of the future, not only because of Kusy and Holloway’s systems approach to dealing with toxic personalities, but also their unique practice of creating communities of respectful engagement. This book demonstrates how this impacts both organizational social responsibility and the bottom line.”
—Frances Hesselbein, former CEO of the Girl Scouts of the U.S.A.; founding president and chairman of Leader to Leader Institute, formerly The Peter F. Drucker Foundation for Nonprofit Management “Transforming the culture to support the strategy and mission is the real stuff of leadership. Toxic Workplace! gives you the research-based tools to identify and deal with the ‘dark side’ of this important dynamic. Read it and you will engage your organization in new, more authentic, and effective ways!”
—Kevin Cashman, author, Leadership from the Inside Out and senior partner, Korn/Ferry Leadership & Talent Consulting

• ISBN13: 9780470424841
• Condition: NEW
• Notes: Brand New from Publisher. No Remainder Mark.

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Price: $ 13.97

Preventing Employment Discrimination in Hiring and FLSA in Oregon

NEW! Preventing Employment Discrimination in Hiring and FLSA in Oregon video-based training with corresponding manual.

Exercising caution and abiding by strict guidelines is a must for human resource professionals. At NBI, weve taken our popular live seminar and put it on video for your convenience. View at your leisure at home or in the office. Share with your co-workers or use as a training tool for the entire company.

This comprehensive program will provide you with essential tips to help promote a non-threatening working environment within your company. Avoid violations and penalties by knowing exactly how the guidelines define exempt and non-exempt status. Safeguard your company by knowing how discriminatory intent can be proven and what to do if it is. Establish harassment complaint procedures that employees feel safe using. For only 9, you can add this important program to your reference library. Choose from VHS or DVD. Order today!

• Includes a 97 page manual

Price: $ 289.00

The Violence-Prone Workplace: A New Approach to Dealing With Hostile, Threatening, and Uncivil Behavior (Ilr Paperback.)

…describes underlying factors in the workplace which can foster extreme behavior & prevent an effective response

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List Price: $ 21.95
Price: $ 19.96

Warden’s consensual affairs created hostile prison workplace.(California): An article from: Trial

This digital document is an article from Trial, published by Thomson Gale on October 1, 2005. The length of the article is 795 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

Citation Details
Title: Warden’s consensual affairs created hostile prison workplace.(California)
Author: Karen Ertel
Publication: Trial (Magazine/Journal)
Date: October 1, 2005
Publisher: Thomson Gale
Volume: 41 Issue: 10 Page: 78(1)

Distributed by Thomson Gale

List Price: $ 5.95
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Hostile Work Environment: Avoiding Harassment Liability in the Federal Workplace

A key component of EEO complaints alleging harassment is that a “hostile work environment” was created. You know its your agencys responsibility to prevent it but what constitutes a hostile work environment?

In straightforward language, this pamphlet explains harassment and hostile work environment as well as how they are connected. You find out how the basis for agency liability is formed, so you can get everyone — HR, EEO officials, managers and supervisors — on the same page to prevent it.

Written specifically for federal agencies, with cites to EEOC and court decisions, Hostile Work Environment shows you how to head off situations that tend to develop into complaints, including how to:

Avoid “collateral damage” when the target of a comment is not offended, but another employee is
Apply the four criteria for identifying hostile environment
Exercise reasonable care to prevent harassment
Develop a successful anti-harassment policy
Handle the emerging challenge of religious harassment
And more
Plus, you get real-life scenarios giving you the chance to determine how you think the EEOC would rule helping you understand what makes a “hostile” work environment.

(2005. Pamphlet. 45 pp.)

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Leadership Voices: Neutralizing Bullies, Determinedly Difficult People, and Predators at Work

Leadership Voices explores the difference between management, motivation, and manipulation and the characteristics of effective, contemporary, dynamic leadership. In an increasingly busy world, this book offers insight and techniques to reclaim you spirit, enjoy your work, and realize your dreams.

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List Price: $ 29.95
Price: $ 23.77

Workplace harassment/abuse and alcohol-related outcomes: the mediating role of psychological distress *.(Statistical Data Included): An article from: Journal of Studies on Alcohol

This digital document is an article from Journal of Studies on Alcohol, published by Alcohol Research Documentation, Inc. on July 1, 2002. The length of the article is 6590 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

From the author: Objective: This article embraces a tension-reduction or self-medication perspective on alcohol use and misuse. It empirically addresses the role that psychological distress plays in mediating the relationships between harassing and abusive interpersonal experiences in the workplace and altered alcohol use and misuse. Method: A mail survey was completed by 2,038 university employees (1,098 women and 940 men) at two points in time. Specific hypotheses were tested involving (1) the extent to which the onset and chronicity of harassment and abuse predicted varied Wave-2 drinking outcomes, (2) the extent to which the onset and chronicity of harassment and abuse predicted three forms of Wave-2 psychological distress, (3) the associations between Wave-2 psychological distress and drinking outcomes and (4) the extent to which the associations between harassment/abuse and drinking outcomes disappeared when the salient forms of symptomatic distress functioned as control variables. Results: The data showed that harassment and abuse predicted drinking outcomes and psychological distress, and that the associations between harassment/abuse and drinking outcomes were partially mediated by distress. Conclusions: The findings lend support to the tension-reduction perspective and have important implications for intervention and prevention involving workplace harassment and abuse.

Citation Details
Title: Workplace harassment/abuse and alcohol-related outcomes: the mediating role of psychological distress *.(Statistical Data Included)
Author: Judith A. Richman
Publication: Journal of Studies on Alcohol (Refereed)
Date: July 1, 2002
Publisher: Alcohol Research Documentation, Inc.
Volume: 63 Issue: 4 Page: 412(8)

Article

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Price: $ 5.95