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

See all articles by Janet L. Walsh

Janet L. Walsh

Birchtree Global, LLC

Laura R. Persky

Manhattanville College

Ken Pinnock

SHRM-SCP, University of Denver

Date Written: 2019

Abstract

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

Walsh, Janet L. and Persky, Laura R. and Pinnock, Ken, The Effect of High Performing Bullying Behavior on Organizational Performance: A Bullying Management Dilemma (2019). Global Journal of Business Research, v. 13 (1) p. 71-81, 2019, Available at SSRN: https://ssrn.com/abstract=3408215

Janet L. Walsh (Contact Author)

Birchtree Global, LLC ( email )

Laura R. Persky

Manhattanville College ( email )

Ken Pinnock

SHRM-SCP, University of Denver ( email )

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