This document discusses creating a respectful workplace environment. It provides training objectives around understanding the difference between disrespectful and respectful behavior and its impacts. Disrespectful behavior can negatively impact individuals, work productivity, and the overall institution. All employees have a role and responsibility in addressing inappropriate conduct. Management must educate staff on conduct policies and address issues appropriately. When disrespect occurs, individuals should directly and respectfully communicate with the offender, report it to management, or seek help from employee assistance programs.
1. HOSTILE OR A RESPECTFUL
WORKPLACE?
Presented by LifeServices EAP
Margie Roop, LPCC-S,CEAP; SAP
1-800-822-4847
www.lifeserviceseap.com
2. Training Objectives
Increase understanding of difference between
disrespectful (hostile) and respectful behavior.
Increase understanding of the impact
disrespectful behavior has on you, your work and
others.
Identify your role and responsibility in creating
and maintaining a respectful workplace.
Learn tools for creating a more respectful work
environment.
3. Why Should I Care?
Increased commitment to job/higher job
satisfaction
More productive on the job
Higher satisfaction with personal/professional
development
Higher trust of supervisor/coworkers
More comfortable in providing feedback and ideas
Avoid a lawsuit!
4. Why should I care?
Feel more secure about my job.
Alignment of my career plans with that of
institution
Less absenteeism
Improved morale
Fewer work-family conflicts/stress
5. Factors to consider:
Past experiences-how you were influenced?
Norms/values that you adopted
Polices/regulations/procedures/laws
Own needs/motivations/self-confidence
Cultural/socialization-sex, religion, ethnicity
Position in organization
6. Why people are disrespectful
PersonalityTraits Motives
Insecure
Depressed
Lack of empathy
Clueless/lack of insight
Paranoia
Self-loathing
Power & control
“Pump self up”
Self-righteousness
Be left alone: repel others
Confidence
Be seen in the spotlight
7. How do you feel when someone is:
•Derogatory about your
ethnic background?
•Gender?
•Age?
•Physical characteristics?
•Religion?
•Physical appearance?
•Physical abilities?
•Intellectual abilities?
•Be honest!
8. Do you…
Feel uncomfortable? Angry?
Speak up?
Walk away?
Struggle with what IS appropriate and not?
Find yourself unbothered?
Avoid those who offend?
Enjoin those disrespecting others?
9. When someone else is the
object of offense, do you…
Laugh along with
everybody else?
Walk away?
Confront the offender?
Report this behavior to
superiors?
Just think the person is
“thin-skinned?”
10. Examples of Disrespectful
Behavior
Body language
Disrespectful listening
Gossip/putting others in
bad light
Invasion of
privacy/personal space
Avoid/ignore others
Putdowns/hurtful
statements or humor
11. More on the Continuum:
Fault-finding; negativity
Criticism or mocking in front of others
“Know-it-all”/superiority attitude
Obvious (to others) power struggles
Unwanted imposition of beliefs/values
Misuse of power/position
Sexual Harassment; Hostile Work Environment
Sex, Age, Disability, or Religious Discrimination
13. Why Disrespectful Behavior
is Not Addressed
“It’s Justified.” “She deserved it.”
Role modeling/normative for that workplace
Own needs/motivations/feel self-confident
Not taking responsibility for own behavior
Ignore it and it’ll go away.
Ignorance
14. More reasons…
Lack of tools/training
Don’t understand nor care about impact on
workplace/individuals.
Lack of confidence in other’s responses (no
support within work group including
management).
Fear of hurting other’s feelings; not being taken
seriously; being blamed
Fear of retaliation.
15. More on “Projection”
A classic defense
mechanism
Persons externalize
negative feelings about
themselves onto
others.
Personal foundation is
flawed, so insecurity is
great.
16. Projection: Classic Defense
Mechanism
Persons have need to feel better about
themselves; only way they know (learned
behavior) is through disrespecting others.
It’s easier to focus “self-negativity” or self-
loathing onto others than to face it
themselves.
17. Why do people not feel good about
themselves?
We could fill libraries on this! Pick your issue!
Victim of domestic
violence, physical,
emotional, or sexual
abuses?
Living with an alcoholic,
drug abuser, gambler,
“spend-a-holic” or
otherwise disrespectful
spouse?
What other stressors can
you think of?
18. The Individual Impact
Stress/anxiety
Fatigue/apathy
Avoidance
Withdrawal
Self-esteem
Retaliation
Less job commitment
Anger
Powerlessness
Less productive
Fear
Lose trust/respect
Less communication
Absenteeism
19. The Workplace Impact
Productivity
Job turnover
Customer service
Grievances
Misuse of time
Absenteeism
Morale
Fear/uncertainty
Conflict
Less group work
Communication
Factions
Power struggles
Less caring
Suspicion/hostility
Less committed
20. The Impact on Institution
Public relations
Morale
Legal expenses
Recruitment
Higher use of medical
benefits
Productivity
Factions
Loss of trust/respect
Grievances
Turnover costs
Safety issues
21. How do you respond when…..
When you see
offending behavior at
WORK what do you
do?
Ignore?
Deny it?
Chime in?
Laugh?
DoYOU tell offending
jokes?
DoYOU bully others?
22. What to do….
Helpful? Or, harmful?
Get educated on what IS or IS
NOT appropriate!
Do not ignore it!
Say something right away to
the offending party or parties
to STOP IT!
Speak to offending party (ies)
in more depth in a
confidential setting.
Report it to management.
23. Everyone: Needs to Lead
the way!
•Ignoring the problem
will only make things
worse…
•You will lose respect.
•You could incite
workplace violence.
•If you join offending
parties in offensive
behaviors, you are
complicit and could
get sued!
24. Management
Educate your staff on what is/is not
appropriate.
Show them that you take this behavior
seriously.
Utilize discipline as appropriate up to and
including the management referral
Seek advice from your HR Department!
25. One-on-One
HowYOU communicate What you communicate
Makes all the difference in
the world.
Either demonstrates your
knowledge or your
ignorance.
Sets the tone for your
department.
Employees either feel safe
or fearful.
Are you sending a message
that to “be part of the
group” one must be
offensive to others?
Either produces or reduces
departmental stress.
Either enhances or
destroys departmental
morale.
26. Continuum of Respectful
Behavior
Your Everyday Behavior Towards persons who offend
Personal responsibility
Integrity
Positivity
Honesty
Accessibility
Inclusion
Credibility
Objectivity
Active listening
Assertive communication
Limit setting
Seeking assistance with
management
Management Referral to
EAP?
27. Active Listener?
Body language
Encouraging words
Inviting, open-ended questions
Restate what was said.
Check out for mutual understanding.
Summarize
28. Assertive Communicator?
Objectivity
Clarify your wants/needs
Responsibility for OWN behavior
communication
Speak directly with person involved
“I” statements
29. Assertive Communicator?
Identify type of communication occurring.
Stay focused on issue.
Problem-solving
Establish boundaries/consequences.
Mutual understanding of conversation
30. Problem Solver?
Identify the real problem or its source.
Identify all possible solutions.
Discuss possible outcome of each solution.
Mutually agree upon a solution and
implement it.
Develop implementation plan.
Evaluate
31. Can you reframe a situation?
Identify situation that produces
uncomfortable or distressing feelings.
Identify your automatic focus, thoughts, and
feelings about situation.
Identify a more useful way to view this
situation which offers you choices and the
potential for growth.
32. Do YOU feel lack of power?
DoYOU feel bullied by your employees?
Feel pressure to “chime in” to their
behaviors?
Feel ostrisized when you don’t laugh at their
inappropriate jokes?
Feel powerless to do anything about it?
33. A good rule of thumb: What if it
were:
•Your wife or husband
•Your son or daughter
•Your mother or father
•How would you feel?
•What makes it different
to have someone else be
the butt of disrespect?
•Why do your co-
workers not deserve a
respectful workplace?
34. You have got to take a
stand!
If you are struggling with “doing things
differently” now that you’ve heard this
lecture-FANTASTIC!
If it makes you feel uncomfortable-BETTER
YET!
If you want some help figuring things out and
wanting direction-WAYTO GO!
35. Call LifeServices EAP!
For affirmation of your thoughts & feelings.
For education on how to best approach
situations both in the workplace and family or
social situations.
You deserve a safe & respectful workplace!!
Call LifeServices EAP
1-800-822-4847 24 hours a day!