2013 Annual Conference
November 5–8, 2013
Lexington, KY
It is time to review the schedule for the placement of your session in the AAACE Agenda. This is the final draft of the Schedule. When you look up your name, use the detail listing to check what days/times you asked to be placed. This is a huge program and we can accommodate necessary changes in day and time now, but may not be able to do so after September 1, 2013 except in emergencies. Please carefully check your placement and send any requests to Ginger Phillips, AAACE Conference Planner with AAACE Session Change Request in the subject line. We will respond to your email, but it may take us up to a week to do so. Thanks for your help in "fine tuning" this agenda!
When Bullies Grow Up and Join the Workforce
Type of Presentation
Shared
Session Abstract
Workplace bullying has become a ubiquitous condition in the U.S. Workers report verbal, physical, and emotion abuse, as well as unfair actions and practices. We have an opportunity, if not a responsibility, to educate adults as to the possible causes and deterrents of these behaviors.
Target Audience
Human resource administrators, supervisors, and anyone that works with potential bullies will find this a valuable session.
Learning Outcomes
In this session participants will explore the various types of bullying in the workplace, characteristics of individuals who tend to be perpetrators and victims, how the victim and organization are affected, and proposed methods to decrease the incidence of bullying in the workplace.
Session Description
Although the majority of workers do not see themselves as victims of bullying, bullying is currently recognized as a social problem in the U.S. (Davidson & Harrington, 2012). The residual effects can permeate the entire organization. It not only generates negative emotions, but also serves in reducing job satisfaction as well as one’s commitment to an organization while, at the same time, increasing the likelihood that the victim(s) will seek employment elsewhere, thus contributing to high turnover rates (Glaso & Notelaers, 2012). Management as well as HR personnel must be made aware as to the emotions that may result from workplace bullying along with the negative impact that those emotions have, which affect not only the individual’s perception but also his or her job performance, thus affecting the organization as a whole (Brotheridge & Lee. 2010).
Efforts are made to try to schedule sessions on the day preferred by the Primary Presenter, though this cannot be guaranteed. Please check your preference.
Thursday November 7