Perhaps no other workplace issue represents better the harm that can come of neglecting emotional experiences in organizations than workplace bullying. Organizational interventions aimed at the reduction of workplace bullying generally emphasize the identification of negative employee behaviors and the punitive consequences associated with the manifestation of these behaviors at work. While such interventions raise awareness of the unacceptability of workplace bullying, we argue that they generally adopt a 'compliance' approach aimed solely at dealing with bullying after it has occurred rather than developing strategic initiatives that proactively promote workplace wellness. We detail a project within the Victorian public sector, which developed a proactive framework for the prevention of workplace bullying based on the principles of positive psychology. The chapter concludes with the view that the Positive Workplace Environment framework we develop is clearly applicable to a much wider range of issues than bullying and that embedding any call for organizational change within such a framework is likely to find resonance with both practitioners and researcher alike.
|Title of host publication||Research on emotion in organizations|
|Subtitle of host publication||Emotions in groups, organizations and cultures|
|Place of Publication||Bingley UK|
|Publisher||Emerald Group Publishing Limited|
|Number of pages||17|
|Publication status||Published - 2009|
McKeown, T., Bryant, M., & Raeder, L. (2009). Building positive responses to bullying: Establishing the framework. In Research on emotion in organizations: Emotions in groups, organizations and cultures (10 ed., pp. 227-243). Emerald Group Publishing Limited. https://doi.org/10.1108/S1746-9791(2009)0000005012