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Bullying Series Part 12c: Toxic or Healthy Workplace Cultures?

This last part of the Toxic or Healthy Workplace videos focuses on Comcare’s Bullying Risk Management Tool with some suggestions that may assist organisations to work smarter not harder.

Click on Pdf of the Bullying Risk Management Tool. https://www.comcare.gov.au/__data/assets/pdf_file/0015/70422/Bullying_risk_management_tool.pdf

When management makes a decision to place wellbeing ahead of profit in terms of priority they will discover the latter increases. There are many innovative and positive ways to improve workplaces. It requires a willingness and awareness understanding that management affects people’s lives and they can choose to make a difference in the lives of their staff. Imagine if all staff loved coming to work. Hence not being seen to be but walking the talk.

Bullying Series Part 12b: Toxic or Healthy Workplace Cultures?

Part 12b and 12c focus on Comcare’s Bullying Risk Management Tool adding personal experience and insights to evaluating this tool.

It is an excellent tool for organisations seeking to implement healthy workplace cultures. Click on https://www.comcare.gov.au/__data/assets/pdf_file/0015/70422/Bullying_risk_management_tool.pdf for the Pdf of the tool.

Bullying Series Part 12a: Are You in a Toxic or Healthy Workplace Cultures?

This is part 12a in a three part series on the topic of toxic workplaces. This video focuses on personal experience and economics as a context for pressures on workplaces.

The information in 12b and 12c is drawn from the Comcare’s Bullying Risk Management tool.

It is time to transform our thinking and humanity.

Bullying Series Part 10: Psychopaths, Sociopaths and Narcissism

This video will provide informationo on how to identify a person with these characteristics and the impact on psychological health and safety. Increasingly we are witnessing more cases of bullying and discovering the psychological illness or deficit that renders a person unable to respond emotionally with empathy to the suffering of another. It is this psychological disconnection which adversely impacts the psychological wellbeing of others and can lead to suicide.

Bullying Series Part 11: Risk Management or Managing Risk?

This video discusses risk management in formal terms and as an approach emerging from the factory floor to the importance of managing risk with an emphasis on social emotional awareness. Business is barely aware of the psychology of emotional intelligence and how to become sensitised to risk and how people treat each other and how psychological harm can adversely affect a healthy persons life. For example repeated dominant negative behaviour is not simply the case of a person who has a harsh style of interaction or management. It is now becoming clear that when the intent is to hurt through attitudes and harsh psychology that this can lead to psychological anxiety and injury. In Australia 1:4 are suffering some form of mental heatlh issue. Increasingly, bullying is in the news and if a person is psycholgoically bullied through negative taunts, silent treatment, exclusion, withholding information, isolation etc. This may lead to psychological harm or worse, suicide.

It is critical that business reviews risk management approaches and looks at how they are managing risk as a human right in respect of ensuring psychological wellbeing. It is critical that risk management is not used as a internal policing approach to protect business interests but is self reflective of how emotions influence decisions in risk management. Workcover’s Peter Smith discuss emotional capital exists in the hearts of the people and impacts staff and distorted heightened perception of risk.

Whilst it is understood that there are copyright issues and company privacy ensures investments in products or services are not counerproductive due to theft or sabotage. It is important that management balances risk with conflict resolution and ensuring healthy loyal communities at work. Leadership commitment to risk management and managing risks effectively is critical. Leadership is not just about asserting power. Good ledership must embody ‘lived values and ethics’ that are applied to conduct and organisational culture. It is not about being seen to be, hence,’managing by walking around’ but actually ‘walking the talk’ of respect, empathy, responsbiility and integrity. If they regard wellbeing seriously and live the spirit of the Occupational Health and Safety Act and guidance notes or Work Health & Safety legislation, they will definitely intervene and overview risk management to ensure it works in reality and as part of management ethos. What is alarming is the psychological disconnection to emotional suffering that is witnessed in many workplaces. This mindset has to change to ensure wellbeing is maintained, otherwise business will lose talented people. Even from a marketing perspective a disgruntled employee or visitor will tell at least 30 people about the problem which affects reputation in reality.

In Victoria, Australia severe bullying (extending stalking provisions) is a criminal offence under the Crimes Amendment Act (2011). Risk management has to become responsive to psychological issues and not add to those issues by serving business interests over health and safety.

This video will cover the expectations of Risk Management and the importance of emotional awareness in determining risk and emotional connectedness in healthy community.

Are You Ethical? Do You Understand Values Based Ethics in Decision Making

I offer REAL HOPE as a model beneath ethical shared beliefs. If we make decisions first through the values prism is a better filter to making clear ethical decisions.

This video discusses ethics and provides a poetic/philosophical perspective to open to portals of greater awareness.

Bullying Series Part 4: Sexism and Subtle Sexual Harassment

Subtle sexual harassment is an emerging area where it appears that the sexual interaction is simply staring but when this is done frequently it can have damaging results. Staring at a person becomes sexual harassment when the person stared at states they want it to stop.

Sexual harassment can cause psychological injury and suicide. It is an issue that must be taken seriously. It is not just about staring harmlessly, it is for self gratification and disregarding the wishes of the other to be allowed to get on with their work without sexual interference. Basic respect leaves the room, opens up dialogue, apologises and ensures the other is okay. Those whose intent is to intimidate, harass, covertly bully or for self gratification affect the health and safety of co-workers in workplaces and society. Every person has the right to live in peace and security within a context of social harmony and respect.

The video below overviews excerpts from research conducted by the University of Melbourne into sexual harassment and workplaces.

Bullying Series Part 9: Is What You Perceive True?

We make decisions on the basis of what we perceive. To become really effective in life we have to question our perceptions and use this power to perceive in a way that expands possibilities. We can learn to use creativity in a way that breaks us out of boxes. It is fantastic for differentiation and innovation.

Enjoy.

Bullying Series 8: What Is Aggression

This video explores the origins of aggression, what it is and where it begins. We travel into childhood. Questions are raised through feral children – is aggression nature or nurture? There is some lateral discussions and suggested solutions and pathways to a peacefull world.

Infinite Possibilities is the New Knowledge of Leadership

Leaders are not the ones with the most followers but the ones who create the most leaders. As Patch Adams said in Russia, servant leaders work harder and serve the majority.

It is very important that real leaders are visible as role models for others to observe and be inspired by. Enlightenment must start to enter leadership as we are in need of real leaders that see further than self interest.