The Direction – September 2013

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Note from our Director

Hello and Welcome to our September edition of ‘The Direction’.  It was R U OK? Day on the 12th September and thereby everyone encouraged in the workplace and otherwise to ask the question of others.  We did, did you?  This is also good HR practice to ensure the health, safety and well-being of your employees which means you get the most out of them.

If you would like to discuss any of the issues covered in the newsletter or anything else please contact us on 0401 271 616 or admin@hrbd.com.au.

 

Safe work week

It is Safe Work Week next week, from 30th September to  4th October 2013.    We are showing our support by being a sponsor for Big Mal’s Breakfast at Kings George Square on Friday 4th October http://www.deir.qld.gov.au/workplace/events/safeworkweek/2013/sponsors-safety-partners/index.htm#.Uj0ercV–bw – come along between 7am – 10am and see us at our stand.

Have you got anything planned in your workplace for Safe Work Week?  You could seek feedback from employees on safety improvements they may have.  Maybe you could consult with other businesses you work with to see if any safety improvements can be made together.

 

HR Events

We will be holding another presentation next month on ‘Performance Management & Termination of Employment’ on Thursday 24th October.  Invitations will be sent out shortly.

 

Abrasive Management and Bullying

Should there be a distinction between the two when the behaviours are similar and the outcome can be just as damaging?

We have been relying so far on the two distinctions between the two;

  • Bullying being an ongoing behaviour (ie: repeated), however, is this relevant as an abrasive patter of interacting or managing others is also on-going?
  • Bullying targets a specific person / group (ie: less favourable treatment than others), this indicates a prejudice against an individual or group that is triggering the behaviour, rather than just a lack of awareness / insight into how one’s style impacts on others.

Bullying is intentional destructive behaviour.  Presumably, if the person is able to manage / interact with most people in a positive way, but not with the bullied person / group, this indicates that their behavior is guided with clear intent.  They therefore have the capability to behave appropriately in different contexts, yet their intent in a particular context is destructive.  Once can constructively work with abrasiveness, rather than bullying, because the intent of the person involved differs – an abrasive person may be genuinely unaware of their impact and be receptive to change their behavior, whereas a bully has deliberately chosen to act on their negative feelings toward a specific group / individual.

So is it just over complicating the issue by trying to identify and label bullying rather than addressing problematic behavior in general?  The distinction needs to be made in case claims are made and action taken by the employee through Workplace Health & Safety or the Fair Work Ombudsman.  However, in terms of managing and preventing; policies, training and education need to be clear about what is considered unacceptable conduct referring to workplace bullying as well as abrasive behavior and being clear that it isn’t tolerated.   This makes in clear for both employers and employees.