“…In general, the compassionate organization...

• Sees a clear link between the emotional health of employees and the organization’ bottom line
• Recognizes and rewards managers who are good toxin handlers
• Hires for attitude as well as technical skill
• Maintains a fair-minded workplace, recognizing the direct connection between consistent values such as loyalty, responsibility, and initiative, and the health of the organization overall
• Has intervention strategies in place for times of distress or change (such as layoffs, personal trauma among staff members, or natural disasters) and rehabilitation strategies to ensure long-term recovery of hope and vitality in the workplace
• Builds a company culture that values compassion and community as beneficial to productivity and to people.” (pp. 27-28)

SOURCE: Frost, P. J. (2003). Toxic emotions at work: How compassionate managers handle pain and conflict. Boston, MA: Harvard Business School Press.

Until his death in 2004, Peter J. Frost was the Edgar F.Kaiser Professor of Organizational Behavior in the Faculty of Commerce at the University of British Columbia

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