ABSTRACT
This chapter addresses workplace bullying is the ultimate concern of anyone holding leadership responsibility in an organization. It outlines the reasons why ongoing debate is necessary, citing that after 25 or so years of research into workplace bullying, academic researchers and practitioners appear to have been able to raise awareness of the issue. The primary tenet presented is that a new approach to dealing with workplace bullying in organizations is required. Creation of a more positive mindset in those with leadership responsibilities is suggested as an intervention strategy for change. The chapter explores the argument is contextualized within a human rights framework and within contemporary organizational life. It provides an analytical overview of major leadership theories, while the fourth stage extends the argument by extracting meaning from the overview. The chapter suggests for change by way of learning and development programme is offered.
