The Knowledge Bully

The knowledge bully is a bully with the full armor of mastery at their disposal ready to fill in the gaps and to use a one-up-person-ship to gain the advantage over others. The knowledge bully may hide information and silo communication rather than share and collaborate with others. Unmet needs fueled by low self-esteem and self-concept are the catalysts for creating knowledge bullies, and toxic work environments inhibit the healing and growth needed for these bullies to assimilate with other work teams again. Detoxifying work environments begin with the mission and values of the organization and an in-depth look at the reward and recognition systems. -Dr. Stewart pictureyourselfstronger@yahoo.com

Finding the Good in the Workplace Bully

Mass Shooters and Psychopathy

Mass Shootings are terrifying and are changing our culture to one of confusion-based fear. As a society, we have not begun to identify why mass shootings occur in our nation. It is easy to place the blame on guns or violent video games, or the moral decay of the family. However, a mass shooter is an individual who has specific motives and intentions to harm others. The justification for hurting others may not be relevant to anyone but the shooter.

Psychopathy is often used to describe mass shooters. However, psychopathy is a spectrum disorder with a wide range of linked conditions that describe various symptoms and traits. Psychopathy is challenging to diagnose and treat because mass shooters are calloused and without the same ability to experience pleasure and recognition from established societal values and reward systems.

Building Tenacious Victims and Bystanders

Dr. Debra Stewart

Why is it so hard to identify the covert bully in the workplace? Especially when there are employees who endure the behavior but become unresponsive and too inhibited to demonstrate helping behaviors or identify the perpetrator. In the presence of a bully, the behavior exhibited by the victim and the bystander goes beyond apathy to fear-based.  According to Dr. Albrecht, there are five fears common to 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 system problem, the diffusion of responsibility to report bully behavior becomes rationalized because of the fears embedded in the workplace culture. As an organization, how do you change workplace fear-based behavior to a tenacious cohesive environment that seeks and values a bully-free work environment? The answer is in evaluating the value and reward systems that foster the embedding of the five fear types into your organizational memories and stories.

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Bullying is a Significant Problem Across all Age Spans

Dr. Debra Stewart

Bullying is a significant problem across all age spans. Bully-type behavior can range from the simplest playground skirmishes to sophisticated misinterpretation or dismissal of personal responsibility toward protecting humankind. Callous-unemotional traits primarily consist of a lack of empathy or guilt, which could be caused by a variety of developmental disability, environmental factors such as unmet needs, and other inherited conduct problems. According to the American Psychiatric Association's DSM-5 diagnostic manual, bullying is a diagnostic criterion for Conduct Disorder for children and teens, and according to research, if left untreated, it may emerge later as psychopathy in adults. Therefore, bullying is a mental health concern that should be taken seriously by healthcare professionals at every stage of development. -Dr. Stewart

An Organizational Approach to Workplace Bullying

 

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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