如何應付惡霸主管？

有些主管是兢兢業業在推動業績，但是也會有惡霸主管以利用他人的恐懼以恐嚇的方式來獲得他們想要的結果。組織是斷然無法姑息與接受後者，這些惡霸主管會嚴重妨礙生產力與嚴重侵害了他人的情緒。

以下，告訴你如何應付惡霸：

1. 直接面對。召開一系列的臨時會議，請具有嫌疑的惡霸者與受害者一起出席，以便快速收集證據。不要事先做計劃，就是當場對雙方詰問，這樣才能確保你能獲得最真實的故事。
2. 分析與評估。根據當事人提供的資訊，配合從其他管道所得到的資訊，綜合評估事實，了解所造成的衝擊程度與範圍。將這些分析評估都以書面記錄，而不要光是道聼塗説，並且防範以訛傳訛。
3. 謹慎處置。由於惡霸是運用他人的恐懼來威脅，因此若是將他們的行為公開曝光，將是很危險的。與其公開揭發他的行為並且予以遣散，不如先剝奪他的權利，再低調安排他調職或讓他離職。

How to deal with the bully supervisor?

Some executives are conscientious in promoting performance, but there are also bullies in charge of using others' fears to intimidate them to get the results they want. Organizations are absolutely unable to tolerate and accept the latter. They will seriously hamper productivity and seriously hurt others' emotions.

Here's how to deal with bullies: 

1. Face directly. A series of ad hoc meetings were held in which suspected bullies were invited to join the victims in order to gather evidence quickly. Don't plan in advance, just ask both parties on the spot, so you can make sure that you can get the true story. 
2. Analysis and assessment. On the basis of the information provided by the parties and in conjunction with the information obtained from other channels, the facts are comprehensively assessed to understand the extent and scope of the impact caused. These analyses and assessments are recorded in writing, not just in the Tao, and in case of misinformation. 
3. Careful handling. Since bullies use the fears of others to threaten them, it would be dangerous to expose their actions to the public. Instead of publicly exposing his actions and dismissing them, it's better to deprive him of his rights first, and then arrange low-key appointments or let him leave.