100 Ways to Promote and Express Gratitude in Your life and in the Workplace

 

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

Why Bullies Disrupt Inclusion in the Workplace

When a bully operates in leadership roles or in workplace or school settings, triads form: the bully, the victim, and the bystander. Bullies have their supporters and followers, victims seek their support and alliances, and bystanders, who are the majority, seek others to help analyze the injustice. Within each triad, out-groups form among members who disrupt productivity and efforts to create an inclusive workplace or school setting. -Dr. Stewart

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Finding the Good in the Workplace Bully

An Organizational Approach to Workplace Bullying

Missing the Symptoms of the Explosive Bully

 

Bullies are often described as someone being different or a bit odd in their childhood, adolescence, or early adulthood, having an enduring pattern of identity crises, chaotic self-direction, lack of empathy, hypersensitivity to criticism, and intimacy. These fragmented artifacts of various personality disorders confuse school administrators, educators, and workplace leaders because the bully can also be charismatic individuals waiting to save the day on their terms. School-related acts of violence or mass school or workplace shootings involve individuals who exhibited these warning signs in a consistent and enduring pattern. However, leaders and administrators dismissed the symptoms under the labels of someone being different or a bit odd. -Dr. Stewart

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Finding the Good in the Workplace Bully

 

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

What is Your Organizational Definition of Bullying?

 

An organizational change toward a healthier workplace culture may include the revision of policies and procedures, job descriptions, orientation, training, and annual training, which should readdress the organization's mission and values while declaring the organizational definition of bullying. Without an organizational definition of bullying and all its degrees, cognitive reconstruction occurs within the workplace environment that may justify all the dysfunctional behaviors of the bully triad until a devastating violent act occurs. Policies and procedures, job descriptions, and annual training should address the organizational definition of bullying so that bullying is considered abnormal or at least recognized as soon as it occurs. 

Dr. Debra Stewart

 

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Finding the Good in the Workplace Bully

 

An Organizational Approach to Workplace Bullying

Bully-Type Behaviors in the Workplace May Reduce Overall Organizational Wellness

 

Meta-analysis of aggregate health data may provide information that health promotion administrators need to compare and contrast different systems in terms of correlation and effectiveness. This analysis may reveal that the workplace lacks a bullying prevention and management program. Organizations collect data on absenteeism, accidents and injuries, retention, employee health risk assessments, and employee wellness program utilization. Research has found that an improvement in one of these reporting areas will yield favorable results in other areas of health and wellness reporting. However, if the workplace culture supports bullying, participation and the energy devoted to organizational and employee wellness programming may decline. 

-Dr. Stewart