1. 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. 2

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

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

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 5

6. 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. 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. 8 Cycle of disrespect and mistreatment Conflict Stress Interpersonal mistreatment Lack of respect

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 9

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

11. 11 Trust Culture Equality Policies Support Ethics Responsibility RESPECT Responsibility

12. 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. 13 Trust Culture Equality Policies Support Ethics Responsibility RESPECT Ethics

14. 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. 15 Trust Culture Equality Policies Support Ethics Responsibility RESPECT Support

16. 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. 17 Trust Culture Equality Policies Support Ethics Responsibility RESPECT Policies

18. 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. 19 Trust Culture Equality Policies Support Ethics Responsibility RESPECT Equality

20. 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. 21 Trust Culture Equality Policies Support Ethics Responsibility RESPECT Culture

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

23. 23 Trust Culture Equality Policies Support Ethics Responsibility RESPECT Trust

24. 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. 25 Questions?

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