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Creating a Culture of R-E-S-P-E-C-T

This presentation explores the importance of a respectful workplace, where all members are treated with dignity and courtesy. It examines the dimensions of a respectful workplace, the negative consequences of a lack of respect, and the role of responsibility, ethics, support, policies, equality, and culture in fostering respect. The presentation also addresses the prevalence of interpersonal mistreatment and bullying in the workplace and offers strategies to promote a respectful environment.

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Creating a Culture of R-E-S-P-E-C-T

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  1. Create a Culture Built on R-E-S-P-E-C-T Presented to: LHRAMA January 13, 2009 Patti Meglich, PhD, SPHR

  2. The respectful workplace Organization members treat each other as professionals with dignity and courtesy. Every member of the organization is valued for his/her unique talents and efforts. Employee commitment and contribution are solidified when the workplace is a supportive and welcoming environment in which every individual believes he/she truly makes a difference in organization outcomes.

  3. Dimensions of a respectful workplace Responsibility Ethics Support Policies Equality Culture Trust

  4. When respect is lacking • The organization underperforms • Conflict erupts and festers • Stress increases • Employees underperform, undercommit, and quit • Customers are underserved

  5. Dysfunctional behavior • Negative acts directed against the organization • Poor quality output • Theft • Poor customer service • Negative acts directed against members of the organization • Harassment • Bullying • Incivility

  6. Is it really a problem? • Half of workers in America have either suffered or witnessed interpersonal harassment some time during their work lives. • One third have been the target of a workplace bully. Zogby International, August, 2007

  7. Who is doing it? • Bosses do not have a monopoly • Coworkers also commit harassment and bullying • Coworkers “gang up” on the targeted employee • Women tend to harass other women • Men will harass both men and women

  8. Conflict Lack of respect Stress Interpersonal mistreatment Cycle of disrespect and mistreatment

  9. Big-picture perspective • This program addresses interpersonal mistreatment and bullying from a big-picture perspective • Environment makes a difference • Cultural drivers of bad behavior

  10. Responsibility Trust Ethics RESPECT Support Culture Policies Equality Dimensions of a respectful workplace

  11. Responsibility Trust Ethics RESPECT Support Culture Equality Policies Responsibility

  12. Responsibility • Responsibility for creating and sustaining a respectful workplace • Top management • Line management • Human resources • Employees must clearly understand their work-related responsibilities • Role ambiguity • Role conflict

  13. Responsibility Trust Ethics RESPECT Support Culture Policies Equality Ethics

  14. Ethics • “Doing the right thing” even when nobody is watching • Appropriate treatment of all stakeholders • Organizational norms about what is/is not appropriate • Modeling the expected behavior(s) • “Walk the walk/Talk the talk”

  15. Responsibility Trust Ethics RESPECT Support Culture Equality Policies Support

  16. Support • Healthy work environment • Good communication • Friendly and helpful coworkers • Positive relationship with supervisor • Receive recognition • Social support from supervisor and peers is important • Emotional support • Tangible support • Support employees by providing necessary tools, equipment, and training

  17. Responsibility Trust Ethics RESPECT Support Culture Equality Policies Policies

  18. Policies • Zero tolerance • Define mistreatment, harassment, and other abusive behaviors • Provide effective reporting mechanism • Establish effective and timely investigation practices • Follow through with prompt corrective action

  19. Responsibility Trust Ethics RESPECT Culture Support Policies Equality Equality

  20. Equality • Equal opportunity for all employment-related decisions • Comply with regulations • Treat all employees equally and consistently • Injustice (or perceived injustice) is the root of major discontent and conflict • Discipline, performance evaluations, and all other “subjective” actions will be held to scrutiny

  21. Responsibility Trust Ethics RESPECT Culture Support Equality Policies Culture

  22. Culture • Leadership • Effective role models • Participative • Share important organizational information • Stability • Team orientation • Aggressiveness • Trust

  23. Responsibility Trust Ethics RESPECT Support Culture Policies Equality Trust

  24. Trust • Can we discuss work-related bad news? • Is my direct boss honest and truthful? • Will my boss help me grow professionally? • Will my boss make smart decisions? • Will my boss provide consistent direction? • Will I be forgiven for making mistakes? Leadership IQ, 2007 Watson Wyatt 2007

  25. Questions?

  26. Thank You!

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