Lasting Unquestionable Forgiveness

An Organizational Approach to Workplace Bullying is a book that offers various assessment methods to change organizational culture and to begin the healing process. Examining unmet needs and promoting the removal of certain unhealthy norms that may exist will help reduce the longevity of future workplace bullying and ease the distress of victims and bystanders. More importantly, change will bring about forgiveness, so that the very same employees who battled against one another or were fearful of one another may find the peace to work under a single organizational mission again. -Dr. Stewart

An Organizational Approach to Workplace Bullying

 

The Expert and the Novice

The expert and the novice may breed a bullying-type situation, primarily when there is insufficient time for teaching and learning. Often, the expert is required to mentor a new student or employee in addition to their duties, which creates tension and a sense of urgency to advance the novice to the next level. Through both verbal and nonverbal communication, the beginner begins to feel performance anxiety and is too intimidated to ask questions for fear of prolonging this frazzled link to support. -Dr. Stewart

An Organizational Approach to Workplace Bullying 

 

Bullying and the Five Fears

Why are bullying behaviors and events so devastating and tend to be repeated without intervention? Bullies initiate their inappropriate behavior, and victims and bystanders endure bullying because of five fears. Dr. Karl Albrecht classified fear into five types to better understand and manage the fears all humans experience.

Fear Types:
(1) fear of extinction,
(2) fear of body mutilation or invasion,
(3) loss of autonomy,
(4) fear of separation, abandonment, or rejection,
(5) ego-death or fear of humiliation, shame, or worthlessness.

Organizations and individuals can benefit from understanding the fear types so that responses to bullying become conscious and rational decisions with greater control over the extent and scope of bullying, rather than reflexive and cyclic.

Amazon 

YouTube 

Bully Management and Prevention Certification

Bully Management and Prevention is a Dynamic Process

Dr. Debra Stewart

Being bullied and preforming bully acts are viewed differently depending on culture, socioeconomic standing, industry, education, gender, political forces, religion, and geographic region and so much more. Cross-culturally experiencing a bully act causes pain and discomfort; however, the degree of insult may vary depending upon these factors. The same is true for defining and labeling a bully event. Therefore, global policies for bully management and prevention are not practical, and a situational approach must be taken to define and manage the effect of a bully event and bully triad interactions. Bully management and prevention is a dynamic process and requires active management and preventative programs to promote growth and development and benevolent human interaction throughout the life course.

Amazon 

YouTube 

Bully Management and Prevention Certification