Safety in Civility

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					         Safety in Civility
            The new workplace
         Harassment Assessment
 Uncivil behaviour may be unintended or
deliberately directed at another individual.
           Kanata Workplace
Canada comes from the Iroquoian word kanata,
meaning “village.” A Village with many beliefs,
values, cultures, languages in one small
workplace. Just like a family
More than Civil Rights Civil Respect
• “All managers, supervisors and staff have a
  responsibility to act in good faith and be
  active participants in contributing to the
  creation and enhancement of a community
  culture of respect, inclusion, civility, dignity
  and understanding for the people with whom
  they work. This requires taking action to deal
  with incidents of incivility.”
                 Define Civil
• Civility is about more than merely being polite,
  although being polite is an excellent start.
  Civility is about being aware of other people’s
  feelings, and listening and seeking common
  ground as an initial point for dialogue when
  differences occur, while at the same time
  recognizing that differences are enriching.
  Through positive, respectful communication,
  one person has the power to improve morale,
  productivity and teamwork.
           How does it play out in the
• Incivility and disrespect in the workplace can be a barrier to
  effective communication, coaching, and performance. Incivility
  deals with a broad range of unacceptable behaviours which
  compromise and devalue the individual, and there may be severe
  psychological and physical impacts. For example, violence in the
  workplace may have origins in minor acts of incivility long before
  the physical violence occurs.
• At a basic level, incivility can be in the form of: rude comments;
  insensitive actions; unintentional slights; complaining; gossip;
  rumors; crude jokes; profanity; or displaying offensive or
  pornographic material that is visible to others in the workplace. As
  issues escalate, incivility can become more verbally aggressive and
  can include yelling, belittling comments, intimidation
     Creating a congenial and team
     orientated work environment
1.Treat your employees, peers and superiors
with respect.
2. Tap your employees’ hidden talents and bring
them to the front.
3. It is not wise to play favorites and show bias
when dealing with your employees.
4. Trust your employees to do their jobs
•   1. Treat your co-workers, peers and superiors with respect.
•   2. Before speaking or acting, consider the impact of your words and actions on
•   3. When there is an issue, try talking to the other person directly and not to co-
    workers behind their back.
•   4. Don’t take feedback, suggestions or constructive criticism of your work as a
    personal attack. See it as a positive contribution and inspiration to excel.
•   5. Be careful about making assumptions about other people’s behaviour and
    intent based on your values, beliefs and customs. Specific actions that are
    considered polite or rude can vary dramatically by place, time and context.
    Differences, including but not limited to, social role, gender, social class, religion
    and cultural identity may all affect the perception of a given behaviour.
    Consequently, a behaviour that is considered perfectly acceptable by some people,
    and in some cultures, may be considered rude by others.
•   6. Acknowledge the contributions of other employees.
•   7. Understand your triggers or “hot buttons.” Knowing what makes you angry and
    frustrated enables you to manage your reactions and respond in a more
    appropriate manner.
•   8. Be willing to apologize sincerely to people if you said or did something that may
    have offended them.
•   9. Use active listening when discussing issues with others.
 Dealing Directly and Immediately
• In order to create and maintain a civil culture
  and environment it is important to identify
  incidents of incivility, such as harassment, and
  to deal with these incidents quickly and
  appropriately. Addressing incidents of
  incivility as soon as possible is an important
  preventative measure to reduce the risk of
  escalating severity of behaviour and the
  potential for workplace violence.
           Your program goes further
•   Teach civility to everyone in the workplace. Offer training on good manners and
    ways to show respect to colleagues. Have the leaders at the firm kick off the
    training to illustrate their commitment to it.
•   Have zero-tolerance expectations for abrasive behaviors in the workplace. Make
    sure you take action otherwise you are condoning it.
•   Teach employees how to self-monitor their own behavior. Employees need to
    know what their triggers are and how to control their impulses and responses.
•   A certain level of conflict is important in companies, and yet employees and
    managers often don’t know how to express conflict in a healthy way. Make sure to
    examine the conflict management styles of employees and managers and teach
    the value of openly discussing issues.
•   Provide anger or stress management training in the company. Even offering tips
    every week can be useful for employees.
•   Encourage employees to consider the impact of their words and actions on others
    before they act. Too often, e-mails or text messages are sent out in rapid fire,
    which only serve to escalate a situation.
•   Encourage a business casual or professional dress code. Some have argued that a
    more casual or sloppy dress code is related to colleagues treating each other in an
    overly familiar and less professional manner.
To whom is this new program directed
 Decrease motivation, quality of work
• Incivility, bullying, harassment, and discrimination affect
  the bottom line because these behaviors increase anxiety,
  depression, absenteeism, presenteeism, and turnover; and
  decrease motivation, quality of work, output, job
  satisfaction, and ability to meet goals. Communication
  ceases, problems can’t be solved, people can’t learn, gossip
  takes over, customer service suffers, and stress prevents
  effective decision-making. Further, the consequences of
  negativity extend far beyond the perpetrator and target
  relationship. Anyone witnessing the aggressive behaviors,
  even if they don’t necessarily feel victimized by it, loses
  loyalty to managers and the organization, and, thus, their
  work suffers, too.
How is it Glued into the other
Four Generations in One Workplace
Items that will impact your workplace
  The Workplace Civility and Respect
    Policy states in your workplace
• Approaching someone regarding a civility
  issue can be difficult.
Balance the Workplace Culture
Clarify in Multi Cultural Workforce
• Clarify - Identify issues and concerns; clarify any
  language or behaviour that is inappropriate.
• What exactly was said/done?
• Has this behaviour happened before?
• Who else has been affected?
• Can you tell me more about what happened?
• Do you think what you said/did is consistent with
  our Workplace Civility and Respect Policy?
       Politeness goes a long way
Positive workplace cultures motivate and inspire, decrease turnover, improve
internal communication, increase customer satisfaction and work quality,
reduce stress, improve employee health, increase learning and retention, ignite
better decision-making, and promote excitement among employees to achieve

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