Escalations in Chaos and Workplace Tension

 

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 functional process. However, workplace bullies do not suddenly emerge into existence but are fueled by imbalances in the organizational culture and slowly nurtured to take their unfair share of the workplace power.

-Dr. Debra Stewart

 pictureyourselfstronger@yahoo.com

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 in events occurs either through active or passive means, where the violation of member values and beliefs or spirituality is 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. 

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Dr. Stewart 

pictureyourselfstronger@yahoo.com

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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

Misuse of Power

 

How do you identify the misuse of power? It depends on the organizational structure, mission, and values, as well as how acts of aggression and abuse of power are labeled. 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 because of a shift in focus away from the organization's mission and vision, and because of decreased employee satisfaction and loyalty.

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Finding the Good in the Workplace Bully

 

An Organizational Approach to Workplace Bullying

How Do You Know if You Are a Workplace Bully?

 

How do you know if you are a workplace bully? Perhaps you are in a position of authority in your workplace or are competitive and an over-achiever by nature. Wrapped up in the excitement of a new project or resolving old issues, you might feel that you are leaving others behind. It might be beneficial to periodically reflect on your mission and values and follow these four simple steps. In that case, you can still be yourself and be goal-oriented and driven without being considered a bully by those around you.

 

1. Practice empathy and compassion for others every day.
2. Work every day to improve your emotional intelligence. 
3. Avoid harboring resources, knowledge, and creating silo mentalities that reduce communication.
4. Mentor someone following in your footsteps. 

Remember that not everyone has the same foundation in life, opportunities, skills, and competencies. And not everyone has the stamina to compete and manage the stressors of life, disability, and hidden disabilities as those who seem more successful and energetic in the workplace. Understanding how success is perceived or affecting others in the workforce will help you avoid behaviors often associated with workplace bullying. 

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

 

 

Bully Prevention Workshop for Adults!

Core Values for Healthy Boundaries and Safe Environments

Have you ever thought about how your emotional wellness and your environmental wellness and occupational wellness are intricately connected? If so, have you reflected on your core values concerning these dimensions of wellness? It is difficult to set healthy boundaries and safe environments without a clear definition of what you are willing to accept and what is an unacceptable threat concerning your emotional, environmental, and occupational wellness. Take time to reflect on your core values concerning bullying so that you can create intentional, healthy boundaries and safe environments.

Finding the Good in the Workplace Bully

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