Many employers are hesitant to get rid of bullies for a number of reasons. It is not unusual for a bully to be the owner or the top executive of a company. He or she is given a certain respect and allowed to go on tirades because the bully reports to no one.
In some companies, the bully is the nag, enforcer, or pusher who does the dirty work for the bosses. This type of bully has been given an unspoken authority by bosses who prefer to be liked by all employees. It is easier for managers to allow the bully to do the job of keeping the workers productive than for them to get involved with day-to-day motivation and work problems.
Bullies can also be hardworking, long-term employees who feel they have earned their positions as chief enforcers. Because of his or her experience with a company, the bully may know more about how to do things than the supervisor does. The bully may also be the only person in a small company who knows how to do certain tasks. This makes it easier for management to just turn its head and ignore the bullying, especially since bullying is not against the law and the work is getting done.
The problem is that many employers underestimate the major destruction that a bully causes. These employers that look the other way when it comes to bullying only see the minor benefits that the bully gives them in handling unpleasant tasks and keeping the organization working. However, the employer must understand that the problems are being covered up and productivity is probably not as high as it could be if employees were not perpetually feeling bullied.
Allowing bullying to continue will also probably chase away the good workers who not only take pride in their work but value themselves. Eventually the company can get a negative reputation as a miserable place to work, which will cause a company to have to give a higher salary just to keep people. A bully can be a major financial drain in the long term for any employer.