Bully Management and Prevention: Healthy vs Toxic

 

Dr. Stewart: Bully Management and Prevention Specialist

Having goals and feeling challenged at work often involves competition for resources, whether that means gaining the attention of higher-level experts or the funds and resources necessary to test theories. Acquiring those needs in the name of creativity and innovation in a healthy work environment produces healthy personal challenges and competition. Demanding the same results in a toxic workplace environment often breeds insecurity and self-doubt. When access to expert help or resources is limited or denied without sound reasoning and convincing logic, those very same workplace challenges and competition may begin to feel dirty and not worth the personal loss of integrity and values. However, for some employees, this is the perfect environment to exhibit bullying-type behaviors to achieve results.

Dr. Debra Stewart

An Organizational Approach to Workplace Bullying 

Bully Management and Prevention: System Problems

In an effort to avoid lawsuits and low employee morale, managers encourage victims and bystanders to see the bullying situation as never being their fault. However, if bullying is fostered by unhealthy organizational environments and toxic workplaces, then the very existence of the bully triad is a system problem and not necessarily an individual employee bully problem. Organizational wellness requires support from the top down, especially when it comes to change that focuses on supportive relationships, feedback, and conflict resolution. In a bully triad, members switch roles and often learn the dysfunctional responses that work during a bully event. Seeing the bully triad as a group in need of assessment, care, and realignment will help everyone to see the problem holistically.

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  Finding the Good in the Workplace Bully

Investing in the Failure of Others

Investing in the failure of others may sound 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 something is wrong with the organization's emotional well-being. A sick organization is created when the hierarchy of needs is not met, such as when the workplace is unstable or unsafe, or social needs are ignored, and when a lack of respect is the norm, and self-efficacy, fulfillment, and autonomy are missing in the organization.  

Dr. Stewart

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