In an effort to avoid lawsuits and low employee morale, managers encourage victims and bystanders to see the bullying situation as never their fault. However, if bullying is fostered by unhealthy organizational environments and toxic workplaces, then the very existence of the bully triad is a system problem and not necessarily an individual employee bully problem. Organizational wellness requires support from the top down, especially when it comes to change that focuses on supportive relationships, feedback, and conflict resolution. In a bully triad, which consists of the bully, the victim, and the bystander, members switch roles and often learn the dysfunctional responses that work during a bullying event. Seeing the bully triad as a group in need of assessment, care, and realignment will help everyone to see the problem holistically. Micromanaging the bully and making the person an example are the wrong ways to seek change in an already toxic work environment. Instead, providing assessment and support across the entire workplace or educational setting will identify knowledge gaps that can drive the right training and foster a mission-based cultural change.
Finding the Good in the Workplace Bully
No comments:
Post a Comment