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Impact not intent

机译：无意影响

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摘要

Purpose - This case study aims to describe a consultancy project where managers in a distribution centre of a major logistics company were developed to give them confidence to implement a new harassment and bullying policy. Design/methodology/approach - Included within the design was an action research project using a five-stage scale defining the development of harassment and bullying. The new policy, the background to it and the development scale were introduced using group training methods. Findings - The study finds that during the follow-up discussions and reports after the action research, managers reported that they could distinguish "good humoured banter" from harassment. They also distinguished more serious examples of harassment and bullying. In a four-week period there were 21 incidents in the two lowest stages of harassment development and seven were in the higher stages. These even are of the level that may create a reportable incident. Follow-up three months after the programme is also described. Originality/value - This paper will be of value to directors, strategic managers and human resource professionals who want to discover a way to enable managers to handle harassment and bullying issues with more confidence.
机译：目的-该案例研究旨在描述一个咨询项目，在该项目中，主要物流公司的配送中心的管理人员得到了培养，使他们有信心实施新的骚扰和欺凌政策。设计/方法/方法-设计中包括一个行动研究项目，该项目使用五个阶段的规模来定义骚扰和霸凌的发展。通过小组培训的方式介绍了新政策，背景和发展规模。调查结果-研究发现，在进行动作研究后进行的后续讨论和报告中，管理人员报告说，他们可以将“幽默幽默的玩笑”与骚扰区分开。他们还区分了更严重的骚扰和欺凌案例。在四个星期的时间内，骚扰发展的两个最低阶段发生了21起事件，而较高阶段则发生了7起事件。这些甚至是可能造成可报告事件的级别。还介绍了该计划三个月后的后续情况。原创性/价值-本文对于希望找到一种使经理能够更有信心地处理骚扰和霸凌问题的方法的董事，战略经理和人力资源专业人员具有价值。

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