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The purpose of this paper is to raise awareness of the benefits of wellness programs for contemporary organizations and aids in tackling workplace bullying.

This study used a qualitative design and employs a new empirical approach to tackle workplace bullying. With over a hundred working professionals engaged in focus groups and facilitation methodologies for a total of five workshops and 60 hours, this study suggests a new framework for intervening in workplace bullying that considers workplace wellness as a system.

The findings revealed that these professionals perceived workplace wellness as a formidable component of the health and success of employees, organizations, and community, and perceived workplace bullying as a serious threat to physical and mental wellness. Employee participation and involvement in the design of workplace wellness programs was viewed as essential to the success of these programs in organizations.

This research has implications as it expands understanding and discovery into what aids employees to reduce their stress, fatigue, anxiety, and other conditions that lead to conflict or bullying in workplaces. It gives attention to a system of wellness that is vital to people and their organizations.

Study participants consistently asserted their desire to be active participants in establishing workplace wellness programs that effectively address workplace bullying, systems that enhance safety, and health.

This study highlights the role organizations play in shaping individual and community physical and mental well-being, health, and safety through effective workplace wellness programs.

This study should be helpful to organizations and researchers looking to address workplace wellness, safety, and bullying in a context broader than just liability and the cost savings of employee physical health, and may further add to the discussions of workplace wellness policy and regulation.

This study aims to present Dramatic Problem Solving Facilitation Model (DPSFM) and Interactive Management (IM) as innovative alternative dispute resolution approaches that incorporate communication technologies in recording and analyzing data. DPSFM utilizes performance‐based actions with facilitation methods to help participants design action plans. Interactive Management (IM) utilizes a holistic, culturally sensitive and systemic approach to resolve complex problems. Communication technological assistance is accompanied by IM to enhance parsimony and support saliency of the ideas generated. Both approaches support action plans. This paper argues that both DPSFM and IM are theoretical frameworks that are valuable for conflict resolution, educators, and social science specialists who are interested in conducting research under the paradigm of knowing referred to as “Scholarship of Engagement”. This paradigm engages participants in research while promoting action plans and improving status quo conditions. The current paper overviews the benefits of both models and makes a strong case for application of their communication technologies across a variety of contexts. DPSFM and IM are directly involved with promoting change, and supporting actions to improve human conditions. The framework of “Scholarship of Engagement” is introduced as an integrative model for “praxis”. The purpose of this paper was to provide alternative options for working in facilitation groups.

The methodological approach involved the models of DPSFM and IM.

The findings of DPSFM and IM applications have been positive and they were revealed in several domestic and international settings.

The value of this work is that it presents an alternative perspective to traditional models in facilitation. The work has transferability in a number of community settings.