Kelly Burke in today’s SMH has reported that the draft Preventing and Responding to Workplace Bullying code has provoked substantial comment from bullying experts.
The comments include:
does not go far enough in defining the myriad types of bullying behaviour
in some cases failure to distinguish between overt and covert bullying behaviours
leaves the employer unfairly exposed to accusations of inaction
an employer could potentially be open to litigation because they failed to ...
Business Management Daily (11/22/11) Anderson, Megan L. There are a number of actions that organizations can undertake to prevent workplace bullying, which can have serious consequences for both companies and their employees. The first steps are to adopt and to enforce a strict anti-bullying policy that includes reporting and response procedures similar to those use to combat harassment. Companies can also take steps to avoid hiring bullies in the first place by including potential peers and ...
What do the super-efficient people in your organisation have in common that allows them to power through their workload? I suspect it includes one, more or all of the following:
track all their 'To-dos'
stay focused on the next most important thing to do
focus on high-value tasks ahead of low-value tasks
balance their workload with less stress
get more done with more fun
With the overwhelming number of options available to fill our time, managing work priorities and coping ...
Employee recognition or motivation programs are a communication tool that reinforces and rewards staff for the outcomes you require for business success.
When your recognition is effective, you have successfully reinforced the actions and behaviours you most want people to repeat. The recognition system should be simple, immediate and a powerful reinforcer.
Recognition must be equally beneficial to the organisation and the employee and you must establish the criteria for what ...
If economic conditions improve, employers will have a battle on their hands to retain their staff as research indicates that two in five Australian workers were seriously considering leaving their employer. This number will rise if the economy strengthens.
If the future appears uncertain, employers will need to avoid knee-jerk reactions or risk losing people who will be integral to growth in the medium term.
Balance is essential between building the workforce ...