The Effect of High Performing Bullying Behavior on Organizational Performance: A Bullying Management Dilemma
Global Journal of Business Research, v. 13 (1) p. 71-81, 2019
11 Pages Posted: 19 Jul 2019
Date Written: 2019
Workplace bullying is well-documented as harmful to individuals and organizations. What has not been explored as thoroughly is the management dilemma human resources and business leaders face when the bully is a high-performing worker making significant financial or operational contributions to the organization. High-performing bullies make it harder for leaders to know when and how to intervene. In this phenomenological study, the authors compare the positive and negative organizational effects of maintaining high-performance bullies in the workplace. The authors review the literature to identify the differences between demanding and bullying behaviors. Examples are provided that illustrate why high performing bullies remain in organizations, how their behavior is exposed to public view, and the resulting consequences and outcomes. The mitigating role of social media in resolving bullying in organizations is revealed to be definitive. In conclusion the authors suggest managing high-performance bullies through a combination of education, organizational structure, job design coupled and a pro-active data gathering process through social media and internal outreach.
Keywords: Bullying, Management, Human Resources, Performance Management
JEL Classification: M100
Suggested Citation: Suggested Citation