Workplace bullying: HR to the rescue?

This topic is discussed in my study on bullying in the workplace. For those interested this is a good blog to follow by David Yamada. Please look to the upper right and select subscribe.

Whose side is HR on? This is not a difficult question when you understand who works for who. HR works for the employers, period. The rules and policies they follow are from the employer, yes HR helps and develops them, but under the guidance of the employer and following what ever state and federal laws are in place. Please understand, HR is not violating any laws, they are just staying within their realm. Can they do more, YES! YES! They are the holders of information that can share to their employer the impacts and costs to the company. HR can offer solutions. They are between a rock and a hard place when it comes to bullying, but they also know the difference between right and wrong. In my study and in a large percentage of my readings, HR is not helping to make changes within organizations. Now I am not saying that all HRs are bad, no I am not saying that. But I do think they are the ones to help make the change within organization. My mind still boggles me as to why organizations have not stepped up and put policies in place. I am looking forward to reading more from Mr. Yamada.

I will be looking for more discussion and future postings on this topic.

Minding the Workplace

“Never fear, HR is here”??? (Image courtesy of

Over the weekend I was talking with a good friend about the roles that human resources offices play in responding to potential workplace bullying situations. We shared the observation that despite our considerable knowledge of workplace bullying, mobbing, and abuse, we could not cite a “poster case” example of HR decisively and effectively coming to the rescue of a severely bullied worker.

This is not meant to be a snarky putdown of HR or the central role it plays in modern organizations. It’s just that stories of HR intervening on behalf of a bullied or mobbed employee, especially when the perpetrators are powerful individuals within the organization, appear to be rare. By contrast, we hear a lot of anguished tales about how “HR was useless,” “HR threw me under the bus,” and “HR protected the bullies.” In the worst instances, HR…

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About familytreegirl

Shelley Murphy, aka “familytreegirl”, a native of Michigan residing in Central Virginia, Shelley has been an avid genealogist for over 25+ years researching the Davis, Marsh, Goens/Goins/Goings, Roper, Boyer, Worden, Cureton, and Murphy family lines. She is a Coordinator and faculty for the Midwest African American Genealogy Institute (MAAGI), presents Genealogy 101 workshops at the local community college, state and national genealogy conferences. She holds a Doctorate of Management in Organizational Leadership and works as an adjunct professor for Averett University. Murphy is known for her inspiring and interactive “Getting Started” Methods and Strategies for genealogy research, “Time and File management” along with interesting problem-solving methodology lectures. Shelley currently has 20+ publications with Charlottesville Genealogy Examiner and the Central Virginia Heritage, a publication of the Central Virginia Genealogical Association. She is an instructor for the Midwest African American Genealogy Institute (MAAGI). Doctor of Management in Organizational Leadership, Adjunct Professor, Professional Genealogist. Volunteers for American Red Cross as a Disaster Services Instructor, facilitates financial education workshops for the last 8 years, and former licensed Real Estate Broker
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