• HR Investigations,  interviews,  presentations,  Teresa,  toxic workplace,  video

    WHAS11 TV: Dr. Teresa Daniel, Workplace Bullying Interview

    Dr. Earlier this week WHAS11 News interviewed Sullivan University’s Dr. Teresa Daniel about her recent contribution to an article about workplace bullying in Redbook Magazine. Dr. Daniel is the Dean of the Human Resource Leadership Program and expert in workplace bullying. Find more about our Human Resource Leadership program here: https://sullivan.edu/hr-leadership-rfi/ alternate

  • HR Investigations,  news,  quotes,  Teresa,  toxic workplace

    Sullivan University dean recognized as thought leader on workplace bullying

    Dr. Teresa Daniel is recognized for her work on workplace bullying. Sullivan University dean recognized as thought leader on workplace bullying “It’s important for women to know that they don’t have to take it anymore,” Dr. Daniel, who is also an employment lawyer, says in the article. “I think the changes we are seeing with respect to sexual harassment after the #MeToo movement are going to spill over.” “Women are becoming more vocal because for the first time they have some confidence that they will be believed,” she said. “The atmosphere is changing, and corporations will hopefully realize they can’t tolerate any kind of bad behavior at work and will…

  • HR Investigations,  interviews,  quotes,  Teresa,  toxic workplace

    Redbook Magazine Quotes Daniel: Women Need to Know They Don’t Have to Take Bullying in the Workplace

    Women Need to Know They Don’t Have to Take Bullying in the Workplace Namie is skeptical of HR’s ability to broker change, and Teresa A. Daniel, Ph.D., an employment lawyer and dean of the Human Resource Leadership Program at Sullivan University in Louisville, Kentucky, agrees that going to HR can make things worse — and has in many cases. Nonetheless, she argues that it is the first step: “HR can be a great resource, but it depends on the culture of the organization. At organizations that say, ‘We treat everybody with respect and won’t allow this kind of interaction to stand,’ bullies end up either getting fired or quitting.” If…

  • executive coaching,  HR Investigations,  publications,  toxic workplace

    Are You a Toxic Leader or Just a Tough Boss?

    By Teresa A. Daniel, JD, PhD and Gary S. Metcalf, PhD As scholar-practitioners, this question has consumed our research agenda for the past several years. In an attempt to find answers, we have completed studies both in the corporate sector [i] and in a military environment (in this case, the U.S. Army). [ii] But what is it that toxic leaders do and why, you might be asking, should anyone care? Isn’t this just the newest buzzword in a long line of “hot” topics? Toxic Leaders—Who They Are and What They Do Whether they are labeled as toxic leaders (in a military context) or workplace bullies (in a corporate environment), they…

  • HR Investigations,  publications,  research,  Teresa,  toxic workplace

    Caught in the Cross Fire—When HR Practitioners Become Targets of Bullying

    Recent studies about the prevalence of workplace bullying have confirmed that between 27 percent and 35 percent of employees in the United States report that they have been the target of bullying at work. Although there are several studies of bullying among US employees at large, there are only a few that examine bullying and its impact among HR professionals. The most recent study found that 36 percent of the 526 practitioners responding to a LinkedIn poll reported that they had been bullied at work. In addition, a study conducted in 2008 reported a prevalence rate among HR practitioners of 80 percent. Of the 102 HR professionals completing the study,…

  • executive coaching,  HR Investigations,  Teresa,  toxic workplace

    Workplace Bullying in American Organizations

    For nearly two decades now, management experts, scholars, practitioners, and authors of popular business books have urged American employers to treat their employees with respect, engage in open dialogue, eliminate fear, and encourage employee input and feedback. At the same time, employers have also been encouraged to lead their organizations toward the creation of a fair and respectful culture—one that includes fairness, civility, and dignity for the employees who work there through effective leadership, employment policies, benefit programs, internal communication, and the like (Daniel & Metcalf, 2001; Daniel, 2003a, Daniel, 2003b; Daniel, 2006; Daniel, 2009b; Deming, 1982, 2000; Drucker, 1992; Goldsmith et al., 2003; Hartling & Sparks, 2002; Hornstein, 1996,…