Updated: Feb 6, 2019
Policies on the campus that are made to effectively deal with bullying behaviors are needed. Employees who are bullied, report decreased job satisfaction, lower productivity, and potential conflicts with other employees. Particularly, colleges and universities that have experienced recent leadership changes, could have large bureaucracies and a history of tolerant cultures which freely express statements that are not kept in line, and sometimes such environments lead to more bullying incidents.Freedom of expression and thought are essential to the university climate, however the rules of conduct need to be enforced in light of a college's mission and goals statements. Leadership at a university must develop clear statements of organizational values which include a culture of mutual respect.
Perhaps an early-alert program in which administrative departments are coached on bullying behavior is a possibility for prevention. In addition to educating its employees on harassment policies, ongoing workshops for university employees, can train them on supporting anti-bullying behaviors. Sometimes, but not all the time, an objective mediator or someone specialized in conflict resolution can help.And last of all we need to advocate legislation dealing with bullying prevention in our colleges and universities on the federal and state levels-so that leadership on campuses can be further guided when bullying incidents occur on campus.
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