Bullying can be situational especially when the event is out of character or a response to environmental stressors. Usually, when this happens, the victim is asked to understand the situation or dismiss the incident, which may not be the best advice for all parties involved. For example, while waiting in line at school, a little boy from the third grade suddenly pushed a little girl down and stood on her chest. She could not breathe well as the boy was much more prominent in size and she began to panic. Bystanders included teachers and students ignored the bullying in the crowded hall. Fortunately, a teacher finally intervened, and according to the story, the teacher explained to the little girl that the boy's mother had just passed away which was an effort to explain the little boy's sudden act of violence. As the little girl remembers she understood what the teacher was saying and felt empathy for the boy, and the event was dismissed as if it never happened. The little boy moved to another school without anyone acknowledging his grief or someone coaching him on how to manage his anger. The little girl continued her usual pursuits, and the incident was not remembered until a similar feeling of helplessness occurred when the girl was much older, and the panic attack returned. The bystanders in the crowded hall accommodated the event by adding it to their absolute threshold of detection by the human senses to ignore another bully event.
The book An Organizational Approach to Workplace Bullying examines organizational culture and wellness in the presence of bully triads. The book includes ideas for assessment and performance improvement concerning organizational culture. The book addresses possible approaches to improve workplace culture and organizational wellness and to create bully-free environments.
Thursday, January 31, 2019
Sunday, January 27, 2019
Missing the Symptoms
Bullies often described as someone being
different or a bit odd in their childhood, adolescence, or early adulthood have
an enduring pattern of identity crises, chaotic self-direction, lack of
empathy, hypersensitivity to criticism, and intimacy. These fragmented
artifacts of various personality disorders confuse school administrators,
educators, and workplace leaders because the bully can also be charismatic
individuals waiting to save the day on their terms. School-related acts of
violence or mass school or workplace shootings involve individuals who
exhibited these warning signs in a consistent and enduring pattern. However,
leaders and administrators dismissed the symptoms under the labels of someone
being different or a bit odd.
Thursday, January 3, 2019
Bully Management and Prevention: Healthy vs Toxic
Having goals and feeling
challenged at work often involves competition for resources whether that means
gaining the attention of higher level experts or the funds and resources necessary
to test theories. Acquiring those needs in the name of creativity and
innovation in a healthy work environment produces healthy personal challenges
and competition. Demanding the same results in a toxic workplace environment
often breeds insecurity and self-doubt. When access to expert help or resources
are limited inconsistently or denied without sound reasoning, and convincing
logic those very same workplace challenges and competition may begin to feel
dirty and not worth the personal loss of integrity and values. However, for
some employees, this is the perfect environment to assume the role of the bully
to achieve results.
Wednesday, January 2, 2019
Bully Management and Prevention: System Problems
In an effort to avoid lawsuits and low employee morale, managers encourage victims and bystanders to see the bullying situation as never being 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, members switch roles and often learn the dysfunctional responses that work during a bully event. Seeing the bully triad as a group in need of assessment, care, and realignment will help everyone to see the problem holistically.
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