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Monthly Archives

November 2015

Building a Civil Workplace: Is It Ever Possible?

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It can be observed that a good business venture demands civility at the workplace. With civility, productivity, efficiency, and overall performance appear to be relatively evident.

A civil workplace is a place, legal and ethical, wherein people work together in a civil atmosphere and where potential problems are raised and addressed before it may actually happen or develop into a disaster. Reports state that learning should be a key part of the process of building a civil workplace culture. Further discussed, learning should be a continuous progress and does not simply constitute pieces of documents and paper and training requirements to brandish and serve as defense for possible claims or complaints, which should have been avoided in the first place.

To conclude, learning may be acquired through civility training. However, building such set up requires fundamental commitment from the corporate leadership. The management must be able to apply key principles and settle behavioral and ethical matters in the workplace as part of their daily business activities. Building a civil workplace may be possible with proper grasp of the dynamics in workplace behavior and ethics. Nevertheless, once achieved, a civil workplace proved to be the most profitable and productive organizations, from the bottom line to improved quality, efficiency, safety, and competency.

To learn more, click here for full article.

Workplace Bullying is Becoming Common across Organizations and Industries

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Most would think that bullies are left in playgrounds and schools, however, many instances in the corporate world proved that it happens to adults too.  Workplace bullying can happen anywhere and it can be experienced by anyone.  It doesn’t chose the type industry or whether the company is a multinational firm or small enterprise.  However, victims of workplace bullies are typically subordinates or staff members.  The bullies are usually the bosses, although there are times in which the negative or abusive behavior comes from a co-worker and even a client or customer.

Pamela Lutgen-Sandvik, a North Dakota State University professor who authored a book about adult bullying stated 97 percent of nurse managers experienced workplace bullying.  Retail industry workers are also not exempt from the abusive behavior in which 60 percent experience being bullied at work.  Meanwhile, 53 percent of business school students also experienced being victim of workplace bullies.  Research conducted by the Workplace Bullying Institute indicated that 27 percent of American were exposed to workplace bullying.

The numbers are alarming.  Unfortunately, addressing workplace bullying is never easy.  What’s critical is that the organization should promote a positive working culture with zero tolerance for abusive behaviors at work.  It also entails the creation, communication and implementation of policies that will cover workplace bullying.

To learn more, click here to read the full article.

A Study Reveals Workplace Bullying is on the Rise

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A study conducted by the organization ACAS, which provides helpline support for victims of bullying in Britain, indicates that the cases of workplace bullying has in the country.

More and more employees have reported to ACAS that they have become victims of workplace bullies.  Despite being subjected to the abusive behavior, they were afraid to raise their concerns to a manager or the Human Resources Department for fear of retaliation.  This reaction is unfortunately common amongst many employees who were bullied at work.

The negative working environment has even prevented employees who experienced workplace bullying to dread going to work, according to data compiled by ACAS.  These bullied employees’ home and personal lives were also affected by the abusive conduct of workplace bullies.  Some victims have even opted to take time off from work or vacation leaves just to avoid being bullied at work.

ACAS’ study has even uncovered that many employers lack the necessary skills to handle grievances surrounding workplace bullying claims.  Sometimes managers who were informed of staff members who became workplace bully victims are rotating people around, thinking that the move will be enough to address the problem.  Unfortunately, this approach doesn’t always work.  It is best to address workplace bullying by dealing with the negative behavior, instilling a positive work culture and implementing the necessary policies to address workplace bullying.

To learn more about ACAS report, click here.  The article is also available at The HRDirector.com.

Avoid Disrespectful Behavior by Embracing Civility at Work

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Some employees may have to deal with rude or disrespectful people at work on a daily basis. Such behavior can be experienced either with their bosses, colleagues, subordinates, customers, clients and even with third parties at work. However, the key to avoiding such behavior and building a civil workplace is by embracing civility itself.

Embracing civility complements civility training by remembering some easy guidelines. First, one should remain patient and calm in dealing with others, especially those hot-headed ones. And if ever you may disagree with someone, make sure it is an important matter to argue with. Arguing pointless matters leads to nowhere; and always remember that you cannot always be right.

Another way to maintain civility at work is learning the art of listening, as being a good listener is a strong display of embracing civility. Also, one must take note to search for the good in everyone instead of seeking for other’s flaws, as it would never be healthy in building a civil workplace. Another important thing to note of is to avoid the gossip as such unethical behavior has no room for a civil workplace. One should also learn to acknowledge one’s mistakes and not blaming others for it. Workplace civility consulting may help you in this.

To learn more, click here for full article.

An amendment to the Sexual Harassment Law now requires preventative trainings to avoid workplace bullying

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An organization’s productivity may be undermined by workplace bullying. Furthermore, it threatens the organization’s legitimate business interests and is proven to cause reduced performance of employees. Consenting to such behavior could also be costly on the part of the organization in the form of employee turnovers, legal fees, costs of litigation, and worker’s compensation claims.

By amending the sexual harassment law, abusive conduct training is now required as part of the training module. Furthermore the law provided that the company has the responsibility to address workplace bullying and other forms of abusive conduct in their respective workplaces. The amendment was generally intended for supervisors and newly promoted supervisors to familiarize themselves with harassment issues, its consequences, and its overall impact to the organization. With such training, the statute hopes to encourage civility at work. In addition, the statute aids organizations to adopt workplace bullying solutions in the form of policies and disciplinary measures.

According to the amendment, the training should include the elements which comprise abusive conduct, its impact, its means, its overall effect to the company, the employer’s responsibility to address such concerns, and a system of conflict resolution. With such, the law is hoped to encourage building a civil workplace, ending sexual harassment and abusive conduct.

To learn more, click here for full article.

Maintain Civility at Work and Create Respect With These Tips

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Our workplace can be seen as the microcosm of the society. What happens at work could inferentially reflect the overall culture. However, one can observe nowadays that the workplace demonstrates conduct which shows lack of civility at work and respect among employees. Furthermore, recently conducted studies illustrate disrespect and hinted an organization’s lack of civility training programs.

However, lack of workplace bullying solutions tolerates disrespect and lack of civility which, in turn, proves to weaken productivity and influence the organizational culture in general. Furthermore, it harms the economy on a larger scale.

If only employees will be made aware of these consequences, it can be anticipated that they serve as role models of respect and civility and start building a civil workplace once again. An organization may adopt a respectful workplace policy by considering these things. First, one must think first before one acts. Furthermore, one must also be able to recognize and respect each other’s differences. One must also consider monitoring one’s communication with others, understand one’s own ‘triggers’, and be able to take responsibility of one’s own actions.

In turn, the organization must also consider resolving conflicts in a positive approach and being objective and considerate in addressing workplace issues. To sum it up,, it is everyone’s responsibility to be the bridge to respect and civility at work.


To learn more, click here for full article.

California Law Amends Requirements on Conducting Sexual Harassment Prevention Training

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AB1825 orders employers with at least 50 employees to undergo two hours of sexual harassment training to supervisory employees. It was amended by AB2053 to provide additional abusive conduct training to the modules. Furthermore such trainings are to be required from employees every after two years.

Accordingly, it is important to differentiate how the California law applies as against the case laws promulgated by the NLRB on cases involving abusive conduct and violation of employer policies.

In building a civil workplace, the amendment have included information and familiarization with the existing federal and state laws concerning abusive conduct at work, as well as the available remedies to be considered by the offended parties. Also included in the amendment is the standard that AB1825 training require professional trainers and educators in the field of harassment, discrimination, and retaliation must conduct such AB1825 compliant training.

It is to be noted that offended parties cannot assert non-compliance to AB1825 as sufficient ground to file a complaint for violation under the FEHA. Nevertheless, compliance may  not be raised as defense of an employer to sexual harassment claims. And for a more civil workplace, non-compliance with AB1825’s standards could penalize an employer.

To learn more, click here for full article.

Build a Civil Workplace by Treating Workplace Bullying

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While it is widely understood that workplace bullying is still not punishable by California law, it does not mean that one may exploit the lack of workplace bully prevention and harass everyone who comes his way. Despite the legislative body’s disagreements with the definition of abusive conduct, it may still constitute a punishable harassment provided that it was inflicted against a person belonging to a protected class. One should just prove in court that the offended party was harassed with regards to one’s race, age, gender, ethnicity, religion, or physical disability.

Defined as “conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests,” abusive conduct clearly threatens civility at work so as to jeopardize the legitimate business interests. Acts such as continuous infliction of verbal abuse, degrading remarks, insults, or any other forms of physical or verbal conduct which an employee may find threatening, intimidating or humiliating constitutes abusive conduct which violates the law.

If proven in court to be abusive, then there is no longer a need for a form of bullying or abuse to be inflicted into persons under a protected category to constitute an offense.

Nevertheless, organizations may prevent cost of suit or having its reputation jeopardized by adopting a respectful workplace corporate policy.

To learn more, click here for full article.

Save the Organization by Cultivating Civility at Work

By | Workplace bullying | No Comments

Oftentimes, it can be observed that lack of manners and civility at work is supplementary to bullying. Sometimes, rude manners which include petty comments, abrasive manner of speaking, backstabbing, or an impolite imperative is very evident in the workplace, specially between a superior and a subordinate.

Building a civil workplace is threatened, most of the time, by the pervasive egocentric attitudes of employees. Nowadays, an employee may think that being stressed out and busy may be an excuse or justification for an unpleasant behavior. Others, on the other hand, think that civility is a sign of submission or weakness, and thus, bullies those who are courteous or civil in the workplace.

Civility at work is important as much as incivility reflects a poor workplace. Lack of civility sends a message to costumers that the organization could not be trusted for its poor conduct.

On the other hand, a successful organization is one that adopts workplace bullying prevention and a respectful workplace corporate policy. In addition, it is quite important that the superiors model civility and give zero tolerance for unpleasant behaviors. Providing trainings such as civility training programs would be a great help in building a civil workplace.

To learn more, click here for full article.

Search for Workplace Bullying Solutions Before It’s Too Late

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Most of the time, an employee might not realize that he is being bullied at work until it is too late. Workplace bullying could be so subtle that a person may just notice it in its extreme, terminal stage where physical and emotional are already manifesting. According to studies, lack of awareness on workplace bullying may worsen the emotional situation of the targets, threatening the civility at workplace. Ignorance regarding the manner also hinders addressing such issues.

If it gets so long that workplace bullying solutions have not thought through, such issues may seriously affect an employee’s performance and may even discourage an employee from going to work. Unfortunately, people in general get used to such emotional attacks and not notice it until the injury had been severe.

With this regard, employees must address bullying problems and think of an anti-bullying corporate policy as soon as possible. They must be aware that workplace bullying affects not only the individual but also the organization as well. In fact, workplace bullying causes severe damage to the organization in general. An existing abusive culture in the workplace jeopardizes an organization’s reputation and ability to recruit, not to mention its negative effect to productivity in the form of employee turn-over, absenteeism, and workers’ compensation claims.

One must address workplace bullying in its early age through workplace bullying solutions. One may also consider adopting an anti-bullying corporate policy or undergoing workplace bullying consulting.

To learn more, click here for full article.