Ostracism is a painful experience with potential negative consequences on an individual, a group or an entire organization. The goal of this paper is to describe, discuss and evaluate the impact of ostracism on those enacting the ostracism and on those who experience ostracism and who are witness to the ostracism process in the workplace. Three main forms of are explored: physical ostracism ; social ostracism, and cyber-ostracism. The paper discusses triggers for ostracism in the workplace, the impact of ostracism on the individual, responses to ostracism by the ostracized, the impact on the ostracizer, the impact on the witnesses, outcomes on the working process, the benefits of ostracism and the possibility of ostracism being used as a non-punitive but productive managerial tool. The paper examines a general model for multiple types of ostracism, regardless of cultural, gender, educational or other demographic idiosyncrasies. For managers, we offer an ostracism firm audit to identify possible ostracism cases across the firm and its stakeholders and suggest a plan for correction.