Sains-Psikologi
“Organizations with a culture focused on results at any cost create a situation where individuals with certain personalities seem to thrive,” writes Teresa A. Daniel. “Due to their social competence and political skills, some high-performance leaders are also able to strategically abuse coworkers and yet continue to be evaluated positively by their supervisor.” Research suggests that abusive leaders often do better professionally than their non-abusive peers. “People are impressed by their dominance, While not universally liked, the most dominant individuals were feared, which led to an increase in their social standing and resulting organizational success.” Researchers have found that managers can avoid this trap by promoting those who cultivate strong team performance, not just strong individual performance. It’s also important to ensure you’re not focusing too much on those who generate a good impression, “particularly in jobs that involve attracting attention and interest, such as leadership and sales, where toxic personalities can thrive,” writes reporter Arianne Cohen. “A 2019 survey by the Society for Human Resources Management found that 58% of people who quit a job due to culture cited bosses and managers as their main reason.” Leaders can do many things to crack down on bullying in the office, but of course, most of us aren’t in a senior-enough position to crack down on bullying. There are ways you can push back on a bullying colleague and stand up for other coworkers, however. If it’s an ongoing situation, seek support from others, suggest Jason Walker and Deborah Circo. But it’s also important to remember that the company must be committed to fostering a safe environment.
Fast Company