Reward and Recognition Review

Reward and recognition programs may harbor many inefficiencies and possible justice issues. To determine whether these inequities exist in your reward and recognition, it is essential to examine trends and patterns across departments, divisions, and regions.

Some things to examine are trends and patterns indicating success variables, such as only certain groups participating for recognition, whether certain groups are excluded, and whether specific rewards and recognition are devalued and replaced by the pursuit of unmet needs. Reward and recognition programs that eliminate marginalized populations promote the survival of the fittest mentality, and hopelessness and despair for those who cannot compete.

Dr. Debra Stewart

An Organizational Approach to Workplace Bullying 

The Loudest and Most Fearful Often Rise to Power

Certain industries and positions seem to cultivate aggressive communication due to the sheer emotional and/or physical demands of the job. Often, leaders and employees have never been given the tools to manage adrenaline, fear, anxiety, and failure. As communication degrades in the workplace, the loudest and most fearful often rise to power. Communication training can help individuals understand their communication styles and those of their coworkers, and with skill development, employees and leaders can learn to state their needs respectfully. Dr. Stewart

An Organizational Approach to Workplace Bullying

Labeling with Intent to Assassinate

Diagnosing psychological conditions without the proper credentials is labeling and a form of bullying because it is character assassination. All medical fields, including mental health psychologists and psychiatrists, require experience and education through residency at reputable hospitals and universities before acquiring the credentials to diagnose and provide treatment. This process takes years of dedication and hard work. Journalists, talk show hosts, or news reporters are not known to have these credentials and should stay within their respective realms of influence and competence. Otherwise, it is just labeling with an intent to assassinate character.  -Dr. Stewart

Tug-of-War

Can you bring two parties together who have acted defensively and resistively? Yes, it is just a matter of returning to each party's mission and values and evaluating the return on investment of such behavior. When bad actors compete, the showdown is meant to be a search-and-destroy mission. Constituents of both parties run from, look away from, or become disgusted when bad tug-of-war behavior is the only form of collaboration and communication. In a tug-of-war, a show of strength and character is the assumed agenda; however, when parties react defensively or are resistant, the weakness of character in each party becomes apparent, and the strength of the members diminishes. Dr. Stewart 

An Organizational Approach to Workplace Bullying