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As organizations begin to better understand workplace bullying, the likelihood that they will intervene increases. However, before organizations can effectively intervene, they must understand a few key features of workplace bullying. First and foremost, organizations need to recognize that workplace bullying is different than anything else they have dealt with before. This knowledge helps organizations with the development of effective tools to cope with bullying. Strategies need to be creative, hold the bully accountable, help the environment heal, and ensure that aggression does not continue. Interventions should be revisited to ensure that they are doing what is expected.

Organizations must also realize that the work environment will most likely get worse before it gets better. When bullies are held accountable, they push back and retaliate because intervention means they are losing their control over the culture. Aggressors become more covert and underhanded. Aggressors will also put increased pressure on bystanders to participate more in the bullying which makes it more difficult to identify who is perpetrating the violence. Leadership and organizations must plan their intervention strategies accordingly. This should include preparation for retaliation from the aggressor and bystanders. A clear means to protect witnesses and receivers from retaliation and further bullying must be incorporated into interventions. 

Organizations often fail to recognize the complexity of workplace bullying and as such, they intervene only on one level. The most common strategy used by organizations is to intervene with the receiver. This increases workplace bullying causing additional harm and failing to address the real problem. Organizations need to fully understand that the workplace bullying culture is multi-faceted and includes the organization, the aggressor, the receiver, and the witnesses. As such, there needs to be systematic intervention tactics on each level to successfully manage, stop, and prevent workplace bullying. 

If your organization is experiencing workplace bullying, I can help develop effective interventions and strategies to stop and prevent workplace bullying. Contact me at jankircher@jankircher.com or (320) 309-2360.  You can also visit my website at www.jankircher.com.  Remember, help is out there.


 


Comments

This is an amazing article is provide the complete detail of the organization culture. Every organization is following the different policy and all employees are focused on work and achieve your goal very easily. Good employees always loyal with your work.

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09/18/2017 10:55pm

I agree with you. Workplace should understand more about bullying, its factors and effects before making an action. In everything, we must first learn about it thoroughly before making a decision. We must be careful on our every move. In that way, we can make calculated risks. Am I right? I will share this to my colleagues and people who are being bullied in the workplace. This will definitely help them big time. I am one with your advocacy.

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09/18/2017 6:51am

This is nice post which I was awaiting for such an article and I have gained some useful information.

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criselda calulut
09/18/2017 10:51pm

i agree!

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Quite important points are shared on this post regarding to organizations.

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Hope mostly organizations implemented these key features.

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