Examining
workplace culture for bullies and conducting needs assessment surveys will lessen blaming
and finger-pointing because they identify problems in an objective manner where
managers can impartially analyze the data and reformulate the areas that seem
to breed bully-like behaviors. However, it is important to examine
assessments and surveys individually to make sure that the data collection
methods do not add further dominance issues regarding language, disability, or
cultural challenges. Reducing negative communication and looking
for practices that are framed to create dominance and shame will reduce the
triggers that stimulate a bully’s aggressive behavior.
Finding the Good in the Workplace Bully
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