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Respect at Work: Building a Safe and Productive Workplace

Understand the vital link between respect and workplace safety, learn how leaders can promote respect, develop conflict resolution skills, and implement tools for a respectful work environment. Evaluate conflict scenarios and assess personal growth.

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Respect at Work: Building a Safe and Productive Workplace

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  1. March 22, 2018 Respect for People

  2. Objectives To understand the relation between respect in the workplace and safety (both psychological and physical). Understand a leader’s role in supporting Respect for People in the workplace. Introduce tools to proactively discuss and build Respectful Workplaces. Develop and enhance skills to foster productive resolution to conflict.

  3. Part One: The Relationship Between Respect and Safety

  4. What Did You Read? Share your thoughts about: • Why is Respect important? • What connections can you make between Respect and Quality Improvement?

  5. For Further Reflection

  6. Part Two: The Leader’s Role

  7. Is Conflict Good? Or Bad?

  8. What Makes Conversations Difficult? With a partner, discuss: • Looking back over previous conflicts you have had in your life, what kinds of general statements would you make about these conflicts? • From my family, I learned the best way to deal with conflict is to…

  9. The Conflict Continuum

  10. Continuum of Professional Behaviour

  11. A Balance of Skills

  12. Part Three: Tools to Support a Respectful Workplace

  13. Two Tools Work Standard to introduce Respect for People to the team Team Assessment for Respect for People Behaviours

  14. Part Four: Addressing Conflict

  15. Motivation, Intention & Behavior Your self-perception is based on… Their perception of you is based on… BEHAVIORS BEHAVIORS - external INTENTIONS INTENTIONS MOTIVATION internal MOTIVATION …what you are trying to do. …what they are seeing you do.

  16. Conflict Facilitation Basics

  17. Two Approaches • Informal • Have them work it out on their own • Facilitate a conversation between them • Formal • Engage in performance improvement • Discipline

  18. Who Ya’ Gonna’ Call? • Email learning@saskatoonhealthregion.ca and a consultant can be assigned to help you make a plan to resolve the issues informally. • Contact HR central to gain assistance in more formal approaches.

  19. Divide into groups of three Choose one scenario from the handout Decide who is the leader (use the Conflict Facilitation Basics as a guide) The other two will be the participants in the scenario Work through the process helping the participant use SIP and Perception/Impact statements You have 20 minutes Scenarios

  20. Evaluation On a scale from 1(low) – 10 (high) rank: • Your knowledge about this topic before you completed the pre-work and before you walked in the door today • Your knowledge after the session • The likelihood that you will change your behavior based on what you learned during this module • Your overall impression of this learning experience On the back of your note, write one thing that would improve your #4 score

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