Monthly Archives: October 2017
Dr. Debra Stewart Bully Management and Prevention Specialist The way that bullying is perceived varies across industries. When the workplace agrees on the definition of bullying, incidents of bullying decline. Bully type behaviors decline when communication and development programs are employed and focus on relationship-delivered communication. When employee reward and recognition programs are inclusive and allow for the gifted and the talent of hidden disability and cross-disability workers, bully triads cease to exist.
When bully triads exist, there is often a failure to communicate. When triads exist, otherwise stable employees begin to use dysfunctional methods to communicate everyday processes at work. Dr. Dennis O’Grady (2015), in his Friday Talk News release, clarifies the role of servant leadership, which is to control your mood so that you can fully exhibit your servant-leader character. Within the bully triad, important components of effective communication are missing, and Dr. O’Grady lists eight select components of effective communication…..
Bystanders comprise the largest percentage of the workforce when it comes to the tyrannical destruction and rantings of the bully. Bystanders see the injustice that occurs when bullies are present in the workplace, and they often begin to distrust the organizational culture and purpose. After all, bullies are sometimes rewarded for their behavior, promoted, or ignored and left to operate as the status quo. A reward process based on bullying creates a misguided blueprint for otherwise mission-driven employees to follow…..
Emotionally toxic work environments create health and wellness issues that increase health-care costs and wreak havoc on retention of talent and brand knowledge. Absenteeism and accident and injury are also likely to be issues when a bully is in the workplace. For example, depression, role clarity, stress, burnout, and fatigue are just a few of the symptoms that finally become part of the demise of the organizational culture when the bully is left unchecked. Amazon Barnes and Noble Google Books…..
Bullies can be found in every organization and level of operation, and bullying can result in behaviors that range from being openly hostile to discreetly manipulative. Women are bullied more often than men, and women-to-women bullying is more common than men bullying other men.3 Bullies are more likely to be found in management, and they tend to create an infrastructure of bully-like controls so that the fortress they create can be maintained as they continue to pillage other peaceful areas…..
“Finding the Good in the Workplace Bully” is a new twist on an old problem. Who would have ever thought to turn the bully’s negative character traits into positives at the office? This innovative book explains how to transform the bully’s strengths into affirmative actions that make the workplace better for everyone. Dr. Stewart rethinks how to deal with the destructive effects of bullying by retraining the bully to use his/her efforts to build up the cohesion of the office…..
Mood bullies are less sensitive, pass mood flus around, magnify their own strengths while minimizing their character flaws, and fail to learn from corrective feedback due to pitching fits and being emotionally intimidating. Where would we be without them? Dr. Stewart takes a compassionate rational stance on how to cope better with bullies in every segment of our society and relationships. Dr. Stewart’s work is filled to the gills with new insights that empower applications for everyone — including the…..
Welcome. My name is Dr. Debra Stewart, author of Finding the Good in the Workplace Bully. I’m so happy to have you as a visitor to my blog about my new book. This project is very special to me, and I hope to share some of that excitement with you here. I’ll be using this blog to interact with you about Finding the Good in the Workplace Bully, expanding on some of the topics in it and blogging on…..