Comments for Blog http://cleggmanuel.co.uk/blog Just another WordPress weblog Tue, 20 Apr 2010 20:09:23 +0000 hourly 1 http://wordpress.org/?v=3.0 Comment on The parties put forward their views on Employment Law by reverse number lookup http://cleggmanuel.co.uk/blog/?p=94&cpage=1#comment-654 reverse number lookup Tue, 20 Apr 2010 20:09:23 +0000 http://cleggmanuel.co.uk/blog/?p=94#comment-654 Thanks for writing about this. There’s a heap of important tech information on the internet. You’ve got a lot of that info here on your website. I’m impressed – I try to keep a couple blogs pretty up-to-date, but it’s a struggle sometimes. You’ve done a great job with this one. How do you do it? Thanks for writing about this. There’s a heap of important tech information on the internet. You’ve got a lot of that info here on your website. I’m impressed – I try to keep a couple blogs pretty up-to-date, but it’s a struggle sometimes. You’ve done a great job with this one. How do you do it?

]]> Comment on Bullying in the Workplace by Linda Guirey http://cleggmanuel.co.uk/blog/?p=91&cpage=1#comment-394 Linda Guirey Sat, 13 Mar 2010 05:00:44 +0000 http://cleggmanuel.co.uk/blog/?p=91#comment-394 Workplace bullying needs four components - it needs to be repeated, as stated in your article, it needs to be unwanted, it needs to be unwarranted and also have a detrimental effect on the person's health and wellbeing. The key word for me is unwarranted - because clearly, if you are not performing, and your manager implements some serious performance management strategies - they may be unwanted, they may be repeated, they also may affect my wellbeing to a degree, but are they unwarranted - no. The unwarranted part, clearly separates out poor management styles and more aggressive management styles, with workplace bullying. If a manager sometimes gets angry - but not targeted at one individual, then that behaviour is unwanted and unwarranted - but is it repeated or was it just me in the firing line this time. That manager has an anger management problem that needs addressing - not necessarily a bully in the workplace. I help workplaces to 'stop losing their marbles' - marbles being the people at your workplace. Marbles come in different colours and sizes, but if you understand the way each marble works and how it works best with others, then collectively you can win the game. Same in the workplace. Understand each staff member, their communication preferences and you can reduce conflict and build better teams. We need to rid ourselves of those dominant marbles - the workplace bullies. Workplace bullying needs four components – it needs to be repeated, as stated in your article, it needs to be unwanted, it needs to be unwarranted and also have a detrimental effect on the person’s health and wellbeing.
The key word for me is unwarranted – because clearly, if you are not performing, and your manager implements some serious performance management strategies – they may be unwanted, they may be repeated, they also may affect my wellbeing to a degree, but are they unwarranted – no.

The unwarranted part, clearly separates out poor management styles and more aggressive management styles, with workplace bullying. If a manager sometimes gets angry – but not targeted at one individual, then that behaviour is unwanted and unwarranted – but is it repeated or was it just me in the firing line this time. That manager has an anger management problem that needs addressing – not necessarily a bully in the workplace.

I help workplaces to ‘stop losing their marbles’ – marbles being the people at your workplace. Marbles come in different colours and sizes, but if you understand the way each marble works and how it works best with others, then collectively you can win the game. Same in the workplace. Understand each staff member, their communication preferences and you can reduce conflict and build better teams. We need to rid ourselves of those dominant marbles – the workplace bullies.

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