Hierarchy of Needs for Bully-Free Learning Environments

 

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Investing in the Failure of Others

 

 Investing in others' failures sounds odd, but it is a characteristic of bullying behavior. History is full of people who wanted others to fail for personal gain. Practices such as these indicate that the organization's emotional well-being is in trouble. A sick organization is created when the hierarchy of needs is unmet, such as when the workplace is unstable or unsafe, social needs are ignored, and a lack of respect is the norm, and when self-efficacy, fulfillment, and autonomy are missing.

  -Dr. Debra Stewart

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Gratitude May Reduce Anxiety

 

What is Your Organizational Definition of Bullying?

 

The workplace bully can easily be identified when there are escalations in chaos and workplace tension because bullies are often central figures who receive credit for all infamous deeds and sometimes heroics. Bullies harbor resources, information, and knowledge, and undermine every operational process. However, workplace bullies do not suddenly emerge; imbalances in the organizational culture fuel them and are slowly nurtured to take their unfair share of workplace power. What is the definition of a workplace bully? It depends on the organizational structure, mission, and values, as well as how acts of aggression and misuse of power are defined. Some organizations would not recognize a bully rising to power because bullies exude magnificence while riding on coworkers' skills, competencies, and talents to save the day.  Other organizations would sense that something was wrong due to the shift away from the workplace's mission and vision, and the resulting decrease in employee satisfaction and loyalty.  

Dr. Debra Stewart PsyD, MBA, MATLT

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Bully-Type Behaviors in the Workplace May Reduce Overall Organizational Wellness

 

Meta-analysis of aggregate health data may provide information that health promotion administrators need to compare and contrast different systems in terms of correlation and effectiveness. This analysis may reveal that the workplace lacks a bullying prevention and management program. Organizations collect data on absenteeism, accidents and injuries, retention, employee health risk assessments, and employee wellness program utilization. Research has found that an improvement in one of these reporting areas will yield favorable results in other areas of health and wellness reporting. However, if the workplace culture supports bullying, participation and the energy devoted to organizational and employee wellness programming may decline. 

-Dr. Stewart

Gratitude Creates Reciprocity

 

An Organizational Approach to Workplace Bullying

 

Organizational administrators often stand ready to adapt to costly new management and leadership programs to offset the rising cost of doing business in a toxic environment. Often leaders enlist consultants to diagnose organizational culture and produce treatment plans filled with cognitive-behavioral approaches that are vague and short-lived. While some consulting expense is necessary, corporate leaders may miss the most accessible remedies for toxic work environments and the escalating cost of doing business within an industry, such as the methods found in An Organizational Approach to Workplace Bullying.

 

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Finding the Good in the Workplace Bully

 

An Organizational Approach to Workplace Bullying

 

When Bystanders are Quiet

 

 

 When bystanders are quiet, there are usually underlying threats that keep individuals and groups from stepping up to help or report bullying and abuse. In the case of children who cannot speak for themselves, some bystanders may feel threatened or even benefit by not intervening and will only do so if there is a chance that others will report the abuse.

When bystanders are quiet and not involved in the abuse or bullying of adults or children, fear or uncertainty may be why. However, in the presence of a bully, the behavior of the victim and the bystander goes beyond apathy to fear-based responses. According to Dr. Albrecht, there are five common fears among humans.

 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.

 Since bullying is a systemic problem, the diffusion of responsibility to not intervene or report bullying behavior becomes rationalized because of the fears embedded in the culture. 

Debra Stewart, Psy.D. Organizational Psychologist Specializing in Health and Wellness

 

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Bully Management and Prevention Certification