Hierarchy of Needs for Bully-Free Learning Environments

 

Contact Dr. Debra Stewart for More information: pictureyourselfstronger@yahoo.com

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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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

Bullying Begins with Toxic Internal and External Environments

 

Bullies in K-12 are typical, and bullies may include students, administrators, counselors, teachers, bus drivers, employees, coaches, parents, news media, community leaders, neighbors, and volunteers. An organization or community comprising many independently managed and freelance groups can be challenging to analyze concerning the culture and environment, and the diagnosis of system problems perpetuating the cycle of bullying-like abusive behaviors. Often, embedded bullying retention mechanisms and incomplete organizational policies and procedures allow bullies to remain and even claim higher positions of power. Bully retention mechanisms in supportive and informal groups, such as community leaders, neighbors, volunteers, and public media, may also shape perceptions of the rightness of bully-type behaviors. In general, creating bullies begins with toxic internal and external environments and reward systems that make managing the damage a bully can do to themselves and others challenging. - Dr. Stewart 

 An Organizational Approach to Workplace Bullying

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

 

 

Finding the Good in the Workplace Bully

Finding a Hero Within the Bully Triad

Within the unhealthy educational or workplace culture, there are abundant opportunities for positive change; however, it will not happen without an educational intervention. The bully, the victim, and the bystander have one of the most unhealthy social connections known to man. This bully triad will repeat the unhealthy alliance until an interruption in the cycle allows triad members to step out of the dynamic and become heroes. Dr. Zimbardo, known for his work on the psychology of evil, has recently turned his research focus to how people can turn daily challenges into opportunities for everyday heroism. For some, the heroism will be those who teach about the difference between good and evil; for others, it will be the policy change agents, some will be the protectors of values, and others will stand with the marginalized. 

Dr. Stewart

Bullying and Moral Injury

The bully triad consists of the bully, the bystander, and the victim. When bullying occurs, the toxic relationship between members creates moral injury. Moral injury occurs in individuals and groups when forced participation of events occurs either through active or passive means, where the violation of member values and beliefs or spirituality are disrespected and reduces the meaning and significance of life. Moral injury for the bully triad members creates feelings of emotional guilt and shame, betrayal, and cognitive dissonance. Post-traumatic stress disorder (PTSD), suicidal ideation, bullying, and victims of war, abuse, rape, and trauma all have a causal link to moral injury, which makes treatment and recovery difficult.  

Contact PYS for Consulting and Courses on Bully Prevention

Dr. Stewart 

pictureyourselfstronger@yahoo.com

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Create a Bully-Free Cost Structure

The bully-free cost structure is an abstract concept that is often buried within other budgets and attended to only in crisis. A bullying management and prevention program requires a specific budget to support continuous improvement in organizational culture, communities, and home environments. For example, outdated policies and procedures may need to be rewritten, and employee assistance programs implemented, and funds reserved for personal counseling as needed. However, don't overlook the shared and free resources in the community that might provide substantial support and shelter.

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Bully Management and Prevention Certification