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Behavior Management

Posted by (Bj) Bonnie Wray-German on January 1, 2000
Category: Behavior Management, Blog

Behavior management in schools is often a major training topic for all school staff including teachers, social workers, counselors, school psychologists, and administrators. In order to put together an effective program with appropriate processes and procedures, it is important for everyone to have a thorough understanding of what bullying can do to victims in terms of long term impact and what are some of the root causes for this behavior. We often wonder how we can possibly eliminate bullying from the face of this earth. Of course, there is no one answer that will solve this issue for everyone. However,

Harassment in the workplace is a critical issue and all organizations must be careful in making sure they have appropriate processes and procedures in place to avoid significant problems. It is also important that all employees have a thorough understanding as to what kinds of things might constitute ‘harassment’ and what kinds of impact that might have. Harassment in the workplace can come in various shapes and forms. However, in general it is about treating everyone the same way (i.e., fairly) no matter who the individual might be and how different he/she might be from others. As we all know,

What is the secret? It is mental illness. One in four Americans will be mentally ill at some point in their lifetime. It is a neurobiological disease that affects the way people think and behave. The good news is that it is treatable. Left untreated, however, they are among the most disabling and destructive illnesses known to humankind. More than 60 percent of employers surveyed say the stigma surrounding mental-health issues in the workplace has either stayed the same or increased. What can HR do to help reverse this troubling trend? The costs of mental ill-health for individuals, employers and

Many school districts around the country are incorporating training programs to focus on maintaining a safe environment in schools. I have recently spoken at a number of these training events. Prevention of bullying is of course one of the main topics discussed in these sessions. In my presentations I often emphasize the fact that “understanding the bully” is one of the key factors that can help immensely in prevention of bullying. There are a large number of papers and publications that deal with the research and analysis of bullying prevention techniques and/or programs – focused more on “after the fact”

Company culture is the behavioral environment that drives your company. On the way to building a successful small business, consuming thoughts of product, services, locations, cash flow and customers devour an entrepreneur’s mind. Small business owners do not typically spend much time pondering the merits of developing an effective company culture, but maybe they should. Whether intentionally created or left to happenstance, company culture surfaces in all organizations, regardless of size. Smart organizations demonstrate that spending time developing an effective company culture pays huge dividends. In his book The Culture Cycle, James L. Heskett, Professor Emeritus of Harvard Business School,

There are continuing significant issues in schools, colleges, and workplaces (and in our society in general) that have to do with non-acceptance of cultural diversity. For example, bias-based bullying continues in many of our schools across the country. An innocent life can be totally derailed because of bullying that was based on cultural bias. Non-acceptance of cultural diversity in the workplace can lead to a highly non-productive environment as well as can cause serious long-term impact for victims. Continued lack of acceptance of cultural diversity is a critical problem for our society. We cannot take our country to the next

We could all use a few suggestions for dealing with those difficult coworkers, obnoxious family members, or challenging neighbors that find their way into our lives. Some really know how to push our buttons and bring out the worst in us; others are stubborn or opinionated; still others can be rude, disrespectful, or argumentative. Whatever their unique behaviors are, they pose a challenge to everyone they encounter. It's easy to become frustrated and short-tempered but that rarely makes the situation better. Some find it easier to simply avoid them whenever possible. That, too, can pose its own set of

Last week, the Supreme Court issued a decision in Friedrichs v California Teachers Association. Well, sort of, but not really. Wait, sort of? How does the Supreme Court of the United States (SCOTUS) 

When issues arise, and they do daily, what are some factors to be considered. As the complexity of life grows, so does the diversity we encounter in our daily interactions in the workplace. The question then arises how prepared are we as individuals, employee’s, business owners and companies to mitigate the conflict no matter how small or large the issue looming is? Today’s reality is that the workforce enviroment is calling for a change in the attitude of its leaders. Employers are finding it increasingly difficult to fill positions with skilled employee’s, making it essential to retain and nuture existing

Relationships can be challenging, each with its own unique set of issues. Whether on the job with co workers who can at times be condescending, to social encounters with individuals who are overly critical, to our most personal relationships with family members who deeply offend us with hurtful words – on every level our relationships can be seriously impaired and suffer deep wounds. However, even in the most serious cases, it is possible to repair the damage that has been done and restore the connection that once existed. Consider the three following components necessary to mend broken relationships: