Abstract
Workplace bullying is a significant problem impacting both individual performance and performance of organizations as a whole. This article describes how a systematic approach was utilized by focusing on the organizational subsystem of human resources as it relates to preventing, identifying, and addressing workplace bullying. Human resource (HR) professionals play a vital role in applying anti-bullying policies and performance improvement interventions. The article outlines the interventions and policies utilized by HR professionals to alleviate and manage bullying that have been cited in the literature.
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