Rather than place blame on the bully, stigmatize the target, or censure organization, a valuable solution to this endemic problem should be one that is mutually beneficial to everyone affected by workplace bullying. From an organizational perspective, the solution should be one that enhances their image and is linked to their stated mission (Preventing and Responding, n.d). These include:
1. Providing guidelines, coaching and rehabilitation for the bullies may be more productive than immediately firing them.
2. Develop policies and procedures that incorporate a zero-tolerance policy for bullying, formal reporting and documentation processes. Continuous assessment of policy/procedure effectiveness can also help alleviate workplace bullying and the perceptions of workplace bullying. These policies must be communicated to the entire organization and to the community at large.
3. Provide training and more information about workplace bullying for organizational leaders so they can understand the negative effects (including financial and productivity ones) of workplace bullying. More information for organizational leaders needs to be provided as well so they also understand their legal responsibilities regarding workplace bullying as well as what they can do to reduce and prevent workplace bullying.
4. Assess the organizational environment and to restructure a culture that inadvertently or intentionally supports bullying behaviour. Bullying victims often felt that bullying was widespread and not easily definable. There is support for the need to address a culture that not only contain workplace bullying but engenders fear in future employees about being bullied and the consenquences of bullying.