How Effective is an Apology in Resolving Workplace Bullying Disputes? An Empirical Research Note - Chapter 35 - AAA Handbook on Employment Arbitration and ADR - 2nd Edition

Suzy Fox is an associate professor at the Institute of Human Resources and Employment Relations, Graduate School of Business, Loyola University, Chicago, Illinois.

Dr. Lamont E. Stallworth is a professor at the same Institute. He is also the founder and chair of the Center for Employment Dispute Resolution (CEDR) in Chicago, and a member of the National Academy of Arbitrators.

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Originally from: AAA Handbook on Employment Arbitration and ADR - 2nd Edition

It is almost impossible to read a newspaper or watch the news today without seeing or hearing that someone prominent in politics, academia or entertainment has apologized for one kind of bad behavior or another1 in the hope of bringing a controversy involving that person to an end. (The authors refer to this as a “utilitarian apology.”) Indeed, the phenomenon of offering a utilitarian apology is so common that one recent television news show asserted that it is “a sign of the times.”2 Yet it hardly seems that Americans are an apologetic type of people.

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