ABSTRACT
The common solution is that powerful leaders in executive positions need to cultivate a positive work environment and expunge bad actors. In addition to thinking of workplace bullying as a personnel issue, this is also a procephalic issue because a savvy target of workplace bullying can lead to an expensive lawsuit with the grim publicity and intrusive discovery process. Leadership is the key to ending workplace bullying. They have more power in the organization and can use that power to intervene to stop aggressive behavior. Leaders can also establish policies to address the organizational structure, which enables the disproportionate impact on vulnerable populations. Human resources personnel have a variety of practices. The worst practice is just ignoring the problem, which emboldens the bully to continue. The preferred solution is for the chair of the meeting to offer the correction. Directives are different as they are meant to guide when and how work is completed.
