Misuse of Power

 

How do you identify the misuse of power? It depends on the organizational structure, mission, and values and how acts of aggression and abuse of power are named. Some organizations would not recognize a bully rising to power because bullies exude a magnificence while riding on coworkers' skills, competencies, and talents to save the day. Other organizations would sense that something was wrong because of the shift of focus from the mission and vision of the organization and decreased employee satisfaction and loyalty.

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Finding the Good in the Workplace Bully

 

An Organizational Approach to Workplace Bullying

What is Your Organizational Definition of Bullying?

 

An organizational change toward a healthier workplace culture may include the revision of policies and procedures, job descriptions, orientation, training, and annual training, which should readdress the organization's mission and values while declaring the organizational definition of bullying. Without an organizational definition of bullying and all its degrees, cognitive reconstruction occurs within the workplace environment that may justify all the dysfunctional behaviors of the bully triad until a devastating violent act occurs. Policies and procedures, job descriptions, and annual training should address the organizational definition of bullying so that bullying is considered abnormal or at least recognized as soon as it occurs. 

Dr. Debra Stewart

 

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Finding the Good in the Workplace Bully

 

An Organizational Approach to Workplace Bullying

Bullies in the Workplace May Reduce Overall Organizational Wellness

 

Meta-analysis of aggregate health data may provide information that health promotion administrators need to compare and contrast different systems for correlation and effectiveness. This analysis may reveal that the workplace does not have a bully prevention and management program. Organizations collect data such as absenteeism, accident and injury, retention, employee health risk assessments, and employee wellness program utilization. Research has found that an improvement in one of these reporting areas will yield favorable results in other areas of health and wellness reporting. If the workplace culture supports acts of bullying, then the participation and energies devoted to organizational and employee wellness will also decline. It is essential to look for a correlation between reports and incremental improvements to find a link that will help health promotion administrators and employers find the total value of their wellness programming and improve the economy of effort.

The Insecure Bully and Character Assassination

Character assassination is a form of bullying because it is a deliberate attempt to destroy someone's credibility and reputation. In psychology, character assassination begins when the bully is shamed, feels inferior, threatened, or is an insecure, narcissistic personality type. Character assassination involves triangulation instead of direct communication, gossiping, misuse of power and authority, manipulation of the truth, deceit, groupthink, double-speak, spreading of rumors, unhealthy egotism, and narcissism are used to defame and cast doubt on someone's morals and integrity.

Dr. Debra Stewart

 

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Finding the Good in the Workplace Bully

 

An Organizational Approach to Workplace Bullying

 

The Bystander Effect

 

Managers and administrators need to lift their gaze above the bullying event to determine the damage or aftermath of the bully event. For example, are employee survey ratings poor or perhaps avoided altogether? An analysis of the social environments in the workplace and participation rates in team-building and collaborative projects in the workplace will be another factor that might indicate that the organization has more bystanders than initially thought. The bystander effect suggests that the more witnesses there are concerning an emergency or adverse event, the less likely individuals will step forward and help. When a bully is left unchecked, bystanders feel that their intervention would be too costly on a personal level or so insignificant to promote change that the stress of remaining an apathetic bystander is considered a necessary tradeoff. The longer the situation goes without healthy organizational culture change, the more toxic and unstable the work environment will become.

Are You an Unhappy Bully?

Everyone has bully tendencies when they feel threatened or have unmet needs that are difficult to resolve. The five-factor personality traits model contains five categories of personality traits: openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. The five-factor personality traits may give rise to great leaders and compassionate community helpers when balanced with other social checks and norms.

 However, the five-factor model's extremes in personality expression may give rise to anti-social personality disorders that often describe and explain bully-type behaviors. Some bullies remain in this personality phase across their lifespans. However, an unhappy bully is a person who does feel regret and remorse and is morally engaged. In contrast, a sociopath or psychopath shows a disregard for others and fails to feel remorse and guilt. The good news is that if you are a bully and feel remorse or guilt over your interactions with others or desire to change to a more balanced combination of the five-factor personality traits, you are probably a bully who can change. Sometimes change is easy with reflection and positive mentors, but bullies may also need to seek professionals in the mental health field to help manage their feelings and unmet needs.

Dr. Debra Stewart

 

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Finding the Good in the Workplace Bully

 

An Organizational Approach to Workplace Bullying

Diversity and Inclusion Mantra

  Dr. Stewart

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Finding the Good in the Workplace Bully

 

An Organizational Approach to Workplace Bullying