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| Dr. Debra Stewart |
Throughout An Organizational Approach to Workplace Bullying, recommendations for culture change, naming the behavior, training and development, communication reform, and changes in policies and procedures have been made to build a healthier, bully-free workplace. Although the bully triad may be responsible for the mayhem, the organization's culture often becomes a breeding ground for a toxic workplace. When organizations are looking for a quick fix to the problem, they may fire all those responsible for the bullying incident. Sometimes, the reaction is to promote fear in others who may be contemplating similar behaviors or misuse of power. However, firing employees may result in the loss of organizational knowledge, expertise, and brand image that may not be recovered. In addition, firing employees due to system problems may prompt other highly talented employees to leave 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 currently under research: gratitude, another factor in organizational culture worth developing and proven to promote a high ROI on training investment during culture change. Gratitude in the workplace increases prosocial behaviors, appreciation, and coping while strengthening social relationships and fostering reciprocity.
Dr. Debra Stewart
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