Examining workplace
culture for bullies and conducting needs assessment surveys will lessen blaming
and finger-pointing because they identify problems objectively where managers
can impartially analyze the data and reformulate the areas that seem to breed
bully-like behaviors. However, it is essential to examine assessments and
surveys individually to ensure that the data collection methods do not add
further dominance issues regarding language, disability, or cultural
challenges. Reducing negative communication and looking for framed practices to
create dominance and shame will mitigate the triggers that stimulate a bully’s
aggressive behavior. -Dr. Stewart
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