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 of events occur 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……
The bully-free cost structure is an abstract concept that is often buried within other budgets and attended too only in crisis. A bully management and prevention program requires a specific budget that will include continuous improvement in the organizational culture, communities, and home environments. For example, outdated policies and procedures may need to be rewritten, and employee assistance programs implemented and funds reserved for personal counseling as needed. However, don’t overlook the shared and free resources in the community that…..
Once bullying occurs, there seems to be a knowledge gap on what to do next. Individuals and organizations must become knowledgeable of the laws, policies, and regulations regarding bully-type events. Questions to ask are what the state and local laws regarding harassment, extortion, hate crimes, bullying, assault, stalking, or cyberbullying are so that protective action is possible. If the bullying event is determined to be criminal, then the individual or organization must seek legal counsel and act as advised. Also,…..
Individuals who have self-actualized are less likely to become bullies because they have achieved their highest needs. Self-actualization is a state of congruence between the real and the ideal self. Any disequilibrium between the real and the ideal self creates actual or perceived unmet needs, which are often drivers for bully-type behaviors. Therefore, the first step in bully prevention is to discover the unmet needs of the bully, the victim, and of the organization or school.
The knowledge bully is a bully with the full armor of mastery at their disposal ready to fill in the gaps and to use a one-up-person-ship to gain the advantage over others. The knowledge bully may hide information and silo communication rather than share and collaborate with others. Unmet needs fueled by low self-esteem and self-concept are the catalysts for creating knowledge bullies, and toxic work environments inhibit the healing and growth needed for these bullies to assimilate with other…..
Why is it so hard to identify the covert bully in the workplace? Especially when there are employees who endure the behavior but become unresponsive and too inhibited to demonstrate helping behaviors or identify the perpetrator. In the presence of a bully, the behavior exhibited by the victim and the bystander goes beyond apathy to fear-based. According to Dr. Albrecht, there are five fears common to humans. Fear Types: (1) fear of extinction, (2) fear of body mutilation or invasion,…..
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……
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 that must be a part of servant leadership and the culture…..