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| Dr. Debra Stewart |
Throughout Finding the Good in the Workplace Bully, recommendations for
culture change, naming the behavior, training and development, communication
reform, and changes in policies and procedures have been made in order to build
a healthier bully-free workplace. Although the bully triad may be responsible
for the mayhem, the culture of the organization often becomes the breeding ground
for the toxic workplace. When organizations are looking for a quick fix to the
problem, they may fire all who are responsible for the bully event. Sometimes
the reaction is to promote fear in others who may be contemplating similar
behaviors or misuse of power. However, firing employees may create a loss that
may not be recovered concerning organizational knowledge, expertise, and brand
image. In addition, firing employees for system problems may cause other highly
talented employees to exit the organization.
Research has proven that any combination
of interventions that include culture change, naming the behavior, training,
development, communication reform, and changes in policies and procedures will
yield a huge return on investment (ROI). Chapter 8 explores another
intervention that is currently being researched, and it involves gratitude,
which is another factor in organizational culture that is worthy of developing
and has been proven to promote a high ROI concerning training investment during
culture change. Gratitude in the workplace increases prosocial behaviors,
appreciation, and coping while strengthening social relationships and fostering
reciprocity.
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