Fill the Knowledge Gap

Once bullying occurs, there is a knowledge gap on what to do next. Individuals and organizations must become knowledgeable about the laws, policies, and regulations regarding bullying-related incidents. Questions to ask are what the state and local laws regarding harassment, extortion, hate crimes, bullying, assault, stalking, or cyberbullying are, so that protective action is possible. If the bullying event is determined to be criminal, then the individual or organization must seek legal counsel and act as advised.  Also, protecting the victim or victims is critical at all times to prevent further harm or harassment.

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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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Dominant and Shaming Communication in Toxic Workplace Cultures

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

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  Finding the Good in the Workplace Bully

An Organizational Approach to Workplace Bullying

Industry Specific Aggressive Communication

Specific industries and positions foster aggressive communication because of the sheer emotional and 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.

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  Finding the Good in the Workplace Bully

An Organizational Approach to Workplace Bullying

How Organizations Create Bullies

 

Adams' Equity Theory of Job Motivation may help explain how workplace policies and procedures, non-inclusive reward and recognition programs, and unfair growth and development practices may create workplace bullies. Based on needs and expectations, employee satisfaction depends on fair inputs and outputs. When an imbalance occurs, and unfairness is perceived, employee retention drops, accidents and injuries increase, and competition for limited resources intensifies. -Dr. Stewart

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Bully Management and Prevention Certification

 

Are You an Unhappy Bully?

Everyone has bully tendencies when they feel threatened or have unmet needs that are difficult to resolve. The five-factor personality traits model contains five categories of personality traits: openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. The five-factor personality traits may give rise to great leaders and compassionate community helpers when balanced with other social checks and norms.

 However, there are extremes in personality expression within the five-factor model that may give rise to anti-social personality disorders that often describe and explain bully-type behaviors. Some bullies remain in this personality phase across their lifespan. However, an unhappy bully is a person who does feel regret, remorse, and is morally engaged. In contrast, a sociopath or psychopath shows a disregard for others and a failure to feel remorse and guilt. The good news is that if you are a bully and feel remorse or guilt over your interactions with others or desire to change to a more balanced combination of the five-factor personality traits, you are probably a bully who can change. Sometimes change is easy with reflection and positive mentors, but bullies may also need to seek professionals in the mental health field to help manage their feelings and unmet needs.

`Dr. Debra Stewart

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Bully Management and Prevention Certification