Another probability to that it might be possible that the bulleying by a manager was a result of setting unrealistic standard to achieve. That is, the goal may be too high or too low. In such cases, it is the standard that needs corrective attention, not the manager.
Well I think Manager after determining the root causes of deficient performance, the basic corrective action proceeds to correct the source of deviation. Many managers tend to rationalize that they do not have the time to take basic corrective action; however, effective managers analyse deviation and spend their managerial time to permanently correct significant variances between standard and actual performance
Managers have a responsibility to the organization to remove those who stand in the way of success. Managers are not serving themselves well; they're not serving the institution well; and, in many cases, they're not serving the incompetent individuals well by keeping them on in responsible positions.
You are right, @shehzadi, although I'd add that the manager may also want to include an HR representative in the discussion, too -- especially if there are allegations of bullying or other bad behavior. (I'm not a legal expert but figure it's probably just as well to have a witness?) Either way, as manager you're responsible for the well-being of all employees within your purview, not just the one sitting in front of you. If it's escalated to this point, then obviously nothing has stopped the bad behavior and the only way to end it is to remove the individual causing such pain and disruption. Not only do you get rid of the problem-maker, you also demonstrate to your staff that you care and that you back up your words with actions.
Exactly, Shehdazi. Being unable to do this speaks volumes about a manager's skills--or lack thereof. You need to be able to respect your supervisors and if they can't handle tasks like this, then most likely they will lose the respect of others.
You'd be surprised to know that bullying continues well into college and at the workplace. In fact, the only place I haven't heard about bullying much is graduate school! It's crazy how some people can still be so immature, even in a professional setting.
When it becomes necessary to raise adverse reports or to remove incompetent people from their positions, managers should meet with those individuals personally. De-brief on adverse reports should be done with grace and style, but also with firmness. When you call individuals in to ask them to move on, you should be willing to do so – and not end the meeting unable to get to the point.
I was surprised at the high percentage who are affected by workplace bullying -- and at the consistency of this level over the years. The professionals I interviewed all said they have not seen the level rise (or sadly, decrease) over the past few decades. I knew it existed, having witnessed it. But I didn't know it was this widespread.
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