“ Harmony is a constant stream of evolution,  a constantly changing vocabulary and syntax.” Rogers Sessions © 2007 Parris,...
Effects of Discord in the  Organizational Structure Financial and Human Asset Costs © 2007 Parris, Wolfe & Associates [ema...
Harmonizing: Strategy, People, and Process With the business  spheres  in “harmony” corporate assets and resources are ena...
&quot;Harmony&quot; in an  O rganization <ul><li>When an organization has “harmony” there is: </li></ul><ul><ul><li>O pen ...
© 2007 Parris, Wolfe & Associates [email_address] Canada: 416-548-4237 <ul><li>Cultural tone of an organization  </li></ul...
Impact of Human Resource Discord on: © 2007 Parris, Wolfe & Associates [email_address] Canada: 416-548-4237 <ul><li>Organi...
Effects of Human Resource Discord on the  Organization’s Work Culture <ul><li>Macro Level </li></ul><ul><li>Inhibits the o...
Effects of Human Resource Discord on the  Organization’s Work Culture – cont’d <ul><li>Mezzo-Level </li></ul><ul><li>Erode...
Effects of Human Resource Discord on the  Organization’s Work Culture – cont’d <ul><li>Micro-Level </li></ul><ul><li>Creat...
<ul><li>Mistreatment from co-worker/management </li></ul><ul><li>Employee Trust/Loyalty Diminished </li></ul>Organization’...
Effects of Human Resource Discord on  Succession Planning <ul><li>As a result: </li></ul><ul><li>Decision makers may be sh...
Senior Management / Manager (D iscordant  Individual) D iscordant  individual is conducting evaluations and reviews - impe...
Operation   C osts :   Discord in the HR Structure
When HR assets are inappropriately managed, the business incurs hidden operation cost. <ul><li>-  a recent survey of 9,000...
The below Illustration of hidden operation cost are taken from an independent case study by Dr. Dan Dana: “Cost of Conflic...
Effects on Employee Health Mental and Physical
Effects on Individual and Team Health: Mental and Physical <ul><li>The  effects  of mistreatment  extend beyond direct tar...
<ul><li>The findings show “Currently” bullied are well above the need for psychiatric treatment. </li></ul>Effects on Indi...
Atonal Team Environment :     Effects on  your  Workforce , Operation Cost,  Productivity and Customer Service
<ul><li>Research shows: </li></ul><ul><ul><li>One individual most often is NOT the only target.  </li></ul></ul><ul><ul><l...
Effects on  your Operation Cost <ul><li>Macro </li></ul><ul><li>Loss of competitive edge </li></ul><ul><li>Loss current an...
<ul><li>Diminished Production and Productivity Levels </li></ul><ul><li>Lost production time results in lower productivity...
Resolving Discord  in the  Organizational Structure
Discord in the Organizational Structure <ul><li>Discord and negative dissonance in the work environment impacts not only t...
Resolving Discord in the Organizational Structure – cont’d <ul><li>When an organization identifies and successfully addres...
Resolving Discord in the Organizational Structure – cont’d When the three business  spheres are “ retuned”  into harmony, ...
“ Our mission is to  encourage organizations to strengthen their interpersonal infrastructures ” Parris, Wolfe & Associate...
Sources <ul><li>2003 Report on Abusive Workplaces ; by Gary Namie, Ph.D.; October, 2003. The Workplace Bullying & Trauma I...
Appendix
Appendix   1 GHQ-12 Items <ul><li>Able to concentrate  </li></ul><ul><li>Los t m uch sleep </li></ul><ul><li>Playing usefu...
Key elements of OSI scores (Occupational Stress Indicators) Australian Maritime Safety Authority , 1996  <ul><li>Mental il...
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Bullying and the Workplace: Management of Unprofessional Behaviours - Financial and Human Asset Costs

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Looks at the financial business cost (operational and human resources) of allowing unprofessional inappropriate behavior's in the social work environment. (bullying betrayal, gossip, sabotage)

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Bullying and the Workplace: Management of Unprofessional Behaviours - Financial and Human Asset Costs

  1. 1. “ Harmony is a constant stream of evolution, a constantly changing vocabulary and syntax.” Rogers Sessions © 2007 Parris, Wolfe & Associates [email_address] Canada: 416-548-4237
  2. 2. Effects of Discord in the Organizational Structure Financial and Human Asset Costs © 2007 Parris, Wolfe & Associates [email_address] Canada: 416-548-4237
  3. 3. Harmonizing: Strategy, People, and Process With the business spheres in “harmony” corporate assets and resources are enabled to perform at optimum levels. © 2007 Parris, Wolfe & Associates [email_address] Canada: 416-548-4237 Effects of Discord in the Organizational Structure Harmony Business Strategy Internal Environment Process
  4. 4. &quot;Harmony&quot; in an O rganization <ul><li>When an organization has “harmony” there is: </li></ul><ul><ul><li>O pen and honest communication </li></ul></ul><ul><ul><li>S trong work ethic combined with strong team spirit </li></ul></ul><ul><ul><li>R espect for each other </li></ul></ul><ul><ul><li>H ealthy / productive conflict productive debates </li></ul></ul><ul><ul><li>People work towards the same strategic goals </li></ul></ul>© 2007 Parris, Wolfe & Associates [email_address] Canada: 416-548-4237 Effects of Discord in the Organizational Structure Strategies are properly implemented because of strengthen ed interpersonal infrastructures ; increasing overall productivity.
  5. 5. © 2007 Parris, Wolfe & Associates [email_address] Canada: 416-548-4237 <ul><li>Cultural tone of an organization </li></ul><ul><li>Human Resource Structure - an entity's people. </li></ul>Effects of Discord in the Organizational Structure <ul><li>When analyzing the HR structure we look at; </li></ul><ul><ul><li>the social work environment in which people operate </li></ul></ul><ul><ul><li>their integrity and ethical values, and </li></ul></ul><ul><ul><li>if talent and capacities are correctly being used. </li></ul></ul>Harmony Business Strategy Internal Environment Process
  6. 6. Impact of Human Resource Discord on: © 2007 Parris, Wolfe & Associates [email_address] Canada: 416-548-4237 <ul><li>Organizational Work Culture </li></ul><ul><li>Human Resource Succession Planning </li></ul><ul><li>Operation Costs </li></ul><ul><li>Effects on your Employee’s Health </li></ul><ul><li>Effects on your Workforce </li></ul>Effects of Discord in the Organizational Structure Harmony Business Strategy Internal Environment Process
  7. 7. Effects of Human Resource Discord on the Organization’s Work Culture <ul><li>Macro Level </li></ul><ul><li>Inhibits the owners/CEO’s positive work values and principals from being replicated throughout the company </li></ul><ul><li>Creates a distance between the main decision maker and the Organization’s workforce </li></ul><ul><li>Creates illusion of betrayal by senior management </li></ul>
  8. 8. Effects of Human Resource Discord on the Organization’s Work Culture – cont’d <ul><li>Mezzo-Level </li></ul><ul><li>Erodes employees trust and loyalty towards senior level management </li></ul><ul><li>Dissolves level of confidence in senior management’s leadership capabilities </li></ul><ul><li>Creates an environment of undermining and espionage between workforce and management </li></ul>
  9. 9. Effects of Human Resource Discord on the Organization’s Work Culture – cont’d <ul><li>Micro-Level </li></ul><ul><li>Creates silos within business units and teams </li></ul><ul><li>Weakens and dissolves inter-company support networks </li></ul><ul><ul><ul><li>Lessens knowledge-sharing and team-learning behaviors </li></ul></ul></ul><ul><li>Diminishes the workforce’s contributions of creativity, decision making, and risk taking behaviors </li></ul>
  10. 10. <ul><li>Mistreatment from co-worker/management </li></ul><ul><li>Employee Trust/Loyalty Diminished </li></ul>Organization’s Work Culture : illustration where undermining and espionage is occurring Disgruntled Employees <ul><li>Employee reveals proprietary information </li></ul><ul><li>Impacts Corporate Intelligence </li></ul><ul><li>Undermines risk management </li></ul>Leaves <ul><li>Employees speak negatively about poor leadership and management </li></ul><ul><li>Impacts Corporate Integrity </li></ul><ul><li>New desirable talent avoids employment with company </li></ul><ul><li>Workforce speaks negatively about experiences to others in industry </li></ul><ul><li>Impacts Company Branding </li></ul><ul><li>Company develops negative reputation </li></ul>Stays <ul><li>Strategy not implemented through employees actions </li></ul><ul><li>Impact Strategic Planning </li></ul><ul><li>Impedes “process” </li></ul>
  11. 11. Effects of Human Resource Discord on Succession Planning <ul><li>As a result: </li></ul><ul><li>Decision makers may be shielded from identifying proactive and valuable resources/assets. </li></ul><ul><li>Improper promotions / demotions hinder succession planning strategies </li></ul><ul><li>Improper performance reviews hinder corporate & employee development </li></ul>If a discordant individual is conducting employee performance reviews, decision makers may receive biased information that impedes succession planning.
  12. 12. Senior Management / Manager (D iscordant Individual) D iscordant individual is conducting evaluations and reviews - impedes Succession Planning & impacts strategic planning Decision Maker (DM) <ul><li>Impacts Succession Planning </li></ul><ul><li>Improper promotions / demotions hinder succession planning strategies </li></ul><ul><li>Loss of talent access; innovative and creative thinkers leave from lack of opportunity </li></ul><ul><li>Impacts Human Resources </li></ul><ul><li>Improper performance reviews hinder: </li></ul><ul><ul><li>Corporate growth </li></ul></ul><ul><ul><li>Team’s confidence and esteem development </li></ul></ul><ul><ul><li>Employee development </li></ul></ul><ul><ul><li>Workforce motivation </li></ul></ul><ul><li>Impacts Strategic Planning </li></ul><ul><li>“ DM” shielded from identifying valuable employees. </li></ul><ul><li>“ DM” not able to assess organizations actual capacities </li></ul>Inaccurate Team Evaluations Poor Performance Reviews Access to direct communication with
  13. 13. Operation C osts : Discord in the HR Structure
  14. 14. When HR assets are inappropriately managed, the business incurs hidden operation cost. <ul><li>- a recent survey of 9,000 federal employees indicated that 42 percent of female and 15 percent of male employees reported being harassed within a two-year period, resulting in a cost of more than $180 million in lost time and productivity. </li></ul><ul><li>Michael H. Harrison, Ph.D </li></ul><ul><li>Harrison Psychological Associates </li></ul><ul><li>( Orlando Business Journa l March 2002) </li></ul>
  15. 15. The below Illustration of hidden operation cost are taken from an independent case study by Dr. Dan Dana: “Cost of Conflict” $234,512 Total cost of only one conflict $1,120 9. Employee Health Costs 1 Assumes one of the $40k employees resigned; conflict played typical role. 2 Illustration makes conservative assumption that this factor did not incur cost. $1,792 8. Unproductive Work Time $11,200 7. Diminished Motivation $0.00 2 6. Intellectual and Property theft/damage $8,000 5. Employee Restructuring $50,400 1 4. Terminated/Resigned employees $120,000 3. Impact of Diminished Decision Making $14,000 2. Opportunity cost of Distracted / Unproductive time $28,000 1. Distracted Team/Employee Time HR Discord between four employees in a six month period
  16. 16. Effects on Employee Health Mental and Physical
  17. 17. Effects on Individual and Team Health: Mental and Physical <ul><li>The effects of mistreatment extend beyond direct target s to include witnesses ; impacting the financial resources allocated for health benefits, insurance and sick leave . </li></ul><ul><ul><li>G eneral H ealth Q uestionnaire (GHQ ) and Occupational Stress Indicator (OSI) instruments enable us to assess the mental and physical results of stress. </li></ul></ul><ul><ul><li>GHQ results; scores of 4 and above are level which may imply need for screening for psychiatric treatment. </li></ul></ul><ul><ul><li>Occupational Stress Indicator (OSI) scores measure physical symptoms of neurological stressors </li></ul></ul>
  18. 18. <ul><li>The findings show “Currently” bullied are well above the need for psychiatric treatment. </li></ul>Effects on Individual and Team Health: Mental and Physical – cont’d <ul><li>n=553 </li></ul><ul><li>UMIST - Destructive Conflict and Bullying at Work, Sponsored by the British Occupational Health Research Foundation (BOHRF); April 2000; By Helge Hoel & Cary L Cooper; Manchester School of Management. </li></ul>Bullying and H ealth O utcomes 46.34 43.26 Physical OSI score 6.68 5.45 Mental GHQ Score Regularly Bullied (Weekly/Daily) Occasionally Bullied (Rarely/monthly)
  19. 19. Atonal Team Environment : Effects on your Workforce , Operation Cost, Productivity and Customer Service
  20. 20. <ul><li>Research shows: </li></ul><ul><ul><li>One individual most often is NOT the only target. </li></ul></ul><ul><ul><li>Entire workgroups report be ing mistreated and bullied . </li></ul></ul>UMIST n= 5,288 UNISON n= 761 UMIST - Destructive Conflict and Bullying at Work, Sponsored by the British Occupational Health Research Foundation (BOHRF); April 2000; By Helge Hoel & Cary L Cooper; Manchester School of Management. (2 nd numbers based on UNISON, 1997 study via UMIST study ) <ul><ul><li>When inappropriate work behavior is allowed to continue; </li></ul></ul><ul><ul><ul><li>The disruptive individual targets more employees </li></ul></ul></ul><ul><ul><ul><ul><li>resulting in decreased employee self-esteem, health, and productivity </li></ul></ul></ul></ul>Effects on your Workforce
  21. 21. Effects on your Operation Cost <ul><li>Macro </li></ul><ul><li>Loss of competitive edge </li></ul><ul><li>Loss current and future profitability </li></ul><ul><li>Mezzo </li></ul><ul><li>High turnover of employees </li></ul><ul><li>Replacement costs </li></ul><ul><li>New/post-employee training cost </li></ul><ul><li>Micro </li></ul><ul><li>Distracted time cost </li></ul><ul><li>Higher rate of sick time & benefits usage </li></ul><ul><ul><li>Insurance premiums increase </li></ul></ul>
  22. 22. <ul><li>Diminished Production and Productivity Levels </li></ul><ul><li>Lost production time results in lower productivity; </li></ul><ul><ul><li>Employees report they lo o s e work time “ due to rude workplace behaviour directed toward them .” 1 </li></ul></ul><ul><li>Organizations who manage people well , outperform those who don't by 30 to 40 %. 2 </li></ul><ul><li>A Weakening of Customer Service Quality: </li></ul><ul><li>Customer service suffer s when employees are harassed at work: </li></ul><ul><ul><li>Their loyalty diminishes </li></ul></ul><ul><ul><li>They view the company as not protecting them from the disruptive employee, as a result, the other employees take frustrations out on clients. 3 </li></ul></ul>Effects on your Productivity and Customer Service 1. American Psychological Association ; survey of 1,500 workers, 750 said they lost time from work : “ due to rude workplace behaviour directed toward them .” 2. Canada’s Safety Council 3. Orlando Business Journal
  23. 23. Resolving Discord in the Organizational Structure
  24. 24. Discord in the Organizational Structure <ul><li>Discord and negative dissonance in the work environment impacts not only the target but also: </li></ul><ul><ul><ul><ul><li>Organizational Work Culture </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Human Resource Succession Planning </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Operation Costs </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Employee Mental & Physical Health </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Team Environment </li></ul></ul></ul></ul>
  25. 25. Resolving Discord in the Organizational Structure – cont’d <ul><li>When an organization identifies and successfully addresses these issues inside of their workforce they: </li></ul><ul><ul><ul><li>Increase communication, productivity, and production </li></ul></ul></ul><ul><ul><ul><li>Preserve a positive work culture </li></ul></ul></ul><ul><ul><ul><li>Instill a sense of trust and accountability of senior management </li></ul></ul></ul><ul><ul><ul><li>Create a work culture that incubates innovative and creative teams who share knowledge and are solution oriented </li></ul></ul></ul><ul><ul><ul><li>Retain desirable talent and limit turn-over cost </li></ul></ul></ul>
  26. 26. Resolving Discord in the Organizational Structure – cont’d When the three business spheres are “ retuned” into harmony, resources are stimulated into performing at optimum levels. Harmony Business Strategy Internal Environment Process
  27. 27. “ Our mission is to encourage organizations to strengthen their interpersonal infrastructures ” Parris, Wolfe & Associates’ consultants each have specific areas of expertise, and years of experience to back up their knowledge. We work directly with senior management and production staff to facilitate team building, and resolve intra-office d iscord and dissonant H uman R esource issues prevalent in a company To learn about our services please visit www.businessaccountability.com or call us directly. Parris, Wolfe & Associates 416-548-4237 Thank you for your time Tamara Parris & John Wolfe
  28. 28. Sources <ul><li>2003 Report on Abusive Workplaces ; by Gary Namie, Ph.D.; October, 2003. The Workplace Bullying & Trauma Institute (WBTI) </li></ul><ul><li>UMIST - Destructive Conflict and Bullying at Work , Sponsored by the British Occupational Health Research Foundation (BOHRF); By Helge Hoel & Cary L Cooper; Manchester School of Management; April 2000. </li></ul><ul><li>Harrison Psychological Associates; Workplace bullying's high cost: $180M in lost time, productivity ; Orlando Business Journal - March 15, 2002 by Liz Urbanski Farrell; March 2002 http://orlando.bizjournals.com/orlando/stories/2002/03/18/focus1.html?t=printable </li></ul><ul><li>UNISON (1997) Bullying at work: Bullying survey report . London; by UNISON.; 1997 </li></ul><ul><li>Bullying at work: Epidemiological findings in private and public organisations . European Joumal of Work and Organizational Psychology, 5, 185–201.; by Einarsen, S. Skogstad, A.; 1996 </li></ul><ul><li>The incidence of workplace bullying. Journal of Community and Applied Social Psychology, 7, 249–255.; by Rayner, C.; 1997 </li></ul><ul><li>Bullying in the Workplace . by Canada’s Safety Council; September 2000; http://www.safety-council.org/info/OSH/bullies.html </li></ul><ul><li>Proudfoot Productivity Report, An international study of company-level productivity . by Proudfoot Consulting; 2006 </li></ul><ul><li>Dana Measure of Financial Cost of Conflict ; by Dr. Dan Dana 1999, 2006 </li></ul><ul><li>FASTOH project , Queensland University of Technology , Australian Maritime Safety Authority ; 1996 </li></ul>
  29. 29. Appendix
  30. 30. Appendix 1 GHQ-12 Items <ul><li>Able to concentrate </li></ul><ul><li>Los t m uch sleep </li></ul><ul><li>Playing useful part </li></ul><ul><li>Capable of making decisions </li></ul><ul><li>Under stress </li></ul><ul><li>Could not overcome difficulties </li></ul><ul><li>Enjoy normal activities </li></ul><ul><li>Face up to problems </li></ul><ul><li>Feeling unhappy and depressed </li></ul><ul><li>Losing confidence </li></ul><ul><li>Thinking of self as worthless </li></ul><ul><li>Feeling reasonably happy </li></ul><ul><li>The General Health Questionnaire (GHQ) screens for non-psychotic disorders and is available in the following versions: GHQ-60: the fully detailed 60-item questionnaire , GHQ-30: a short form without items relating to physical illness , GHQ-28: a 28 item scaled version – assesses somatic symptoms, anxiety and insomnia, social dysfunction and severe depression , GHQ-12: a quick, reliable and sensitive short form – ideal for research studies </li></ul><ul><li>created by Dr. David Goldberg & used world wide </li></ul>
  31. 31. Key elements of OSI scores (Occupational Stress Indicators) Australian Maritime Safety Authority , 1996 <ul><li>Mental ill health </li></ul><ul><li>Physical ill health </li></ul><ul><li>Achievement, value & growth </li></ul><ul><li>Job itself </li></ul><ul><li>Organisational design </li></ul><ul><li>Organisational processes </li></ul><ul><li>Personal relationship s </li></ul><ul><li>Factors intrinsic to the job </li></ul><ul><li>Managerial role </li></ul><ul><li>Relationships with others </li></ul><ul><li>Career and achievement </li></ul><ul><li>Organisational structure </li></ul><ul><li>Home/work interface </li></ul>Mental and Physical H ealth Sources of Job Satisfaction Sources of Pressure at Work

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