No one wants to hire a bully as a supervisor to abuse an employer’s human resources. Not when they could hire a professional who is trustworthy, on point, and leading his or her employees to productive ends instead. Making a bully-conscious hiring decision can be the difference between hiring a team leader or becoming known for having initiated an internal war. …

Assisting an employee who seeks help after describing an abusive situation can be tricky. The HR professional must be able to distinguish a “bully” from an earnest but perhaps difficult or even troubled supervisor. In all honesty, the employee must be able to appreciate the difference between what might feel like “harassment” …It’s natural to assume that an allegedly abusive situation is ...a “bullying one” from...

It is rare that a book of reference and self-help should read like an edge-of-the-seat John Grisham thriller.

Workplace bullying exists because business owners and top management allow it.

This book is a necessary read for senior managers and human resources professionals who truly wish to prevent Workplace Bullying.

This book …is the best in its category and likely to be for sometime to come.

All workplace bullying is institutionalized abuse.

There are a great many definitions of a Bullying Boss and workplace abuse depending on the country and professional setting. Each country that has adopted protective measures (i.e. Australia, France, Norway, Quebec (Canada) and United Kingdom) has a different legal structure and definition. Within the psychoanalytic framework… civil lawsuit… workers’ compensation claim… anti-discrimination… laws. In the traditional labor-management framework… International Labor Organization (ILO) of the United Nations… European Commission… BBSG p. 26.

A Businesslike Definition Is Called For To facilitate managerial efforts to remedy bullying in the workplace prospectively, a business definition is called for rather than the constructs…

From a business perspective, “bullies” are not the well-intentioned supervisors who have perhaps “gone a little too far.” All of us dedicated to doing a good job are vulnerable to that fault. The difference with the bullies…

If you are reading this voluntarily and sincerely, you can relax. You’re not a Bully. If you’re someone who’s prone to workplace conflict upon occasion, you may need help…But that does not mean you seek to control others as a personal compulsion. That’s what Bullies do. Leaders are just the opposite. They “connect” with their charges rather than seek their “conquest” ……

Studies by occupational psychologists have shown that employees made to work under abusive circumstances reasonably avoid exposing themselves to hostilities.

As a matter of psychological self-defense, employees unconsciously and consciously withhold personal involvement generally, as well as specific work efforts they would otherwise provide.