The Impact of Bullying and Toxicity on the Environment (Dehumanization Example)

Fostering strong supervisory and leadership skills has an impact on the environment and that in turn can further influence performance. Those organizations that grow over long periods of time often have certain values and ethical standards when compared to those who do not. When there are ethical defaults and toxic personalities that rise to the top, we have an environment that needs some rethinking. Failure to focus on developing a strong organizational culture which encourages the best out of human performance can creep up on a company's health.

Read this study on how being a jerk is a short term strategy with longer term implications. Research on Being a Jerk Doesn't Pay Off

Each executive and decision maker within the organization has a responsibility to act in ways that not only increases wealth but also impacts the most people in a positive way. Short term thinkers that lack a respect for the social civility often try and succeed but fail the larger organization, its mission, and its people/employees.  

Today's world is highly competitive and not having the right personalities is going to limit performance, retention and commitment. Bullies can be manipulative, dishonest, compromise values for self-gain and sometimes get organizations in hot water morally and legally. Therefore, it is best to take some consideration on who represents the leaders of your organization and set the tone for everyone else. 

My suggestion is that one should not sell out long term reputation and values simply because they see a short-term bump in the metrics. Bullying can get immediate results but steals and undermines the foundation of collaborative effort that is the root of an organization's value. Organizations can handle daily fires with the medium- and long-term needs in mind. Promote those who have the moral integrity and social backbone to stand for a positive environment that is challenging and growth oriented today and for tomorrow. 

Your best and brightest are not always the loudest or the most demanding. They are also not the most crude or aggressive. Each has its purpose but generally long-term managers look at things differently and use pressure where it’s needed. Bullies feel a deeper need for power that comes from deep insecurities. The two come from fundamentally different places with different objectives. 

Utilizing the short term as a long-term strategy likely means eventual underperformance and even collapse/bankruptcy/loss of public/customer support. Focus on creating environments that enhance value and ensure you have people with the values that can make that happen. 

(Let us go back to our hypothetical example of hate and dehumanization. While there were corruption misbehaviors, and some violations or normalized laws and values there are few to no recourses for victims. i.e. clan members are more often rewarded. Bullying and group behaviors was part of the line up and thus we can learn about its impact. Thus, this would be something we need to work on as a people. It is a learning example so take with a grain of salt. We want to do our best to improve our world and our environent. It starts with a conversation and understanding.)

“In Law a Man is Guilty When He Violates the Rights of Others. In Ethics He is Guilty if He Only Thinks of Doing So.” Immanuel Kant