This document outlines an introduction to a workshop on lateral violence in the workplace. It discusses the background and qualifications of the presenter, Chris Hylton. The learning outcomes are defined as defining issues around bullying as violence and an occupational health and safety issue, identifying examples of lateral violence, understanding its effects, and identifying resolution pathways. The agenda covers definitions, statistics, causes and effects, laws, solutions, solution myths, and a case study.
Workplace violence can take many forms and have serious negative consequences. Employers should implement comprehensive violence prevention programs that include policies, training, physical security measures, and protocols for responding to threats and dangerous situations. Early intervention is key to defusing potentially violent situations before they escalate.
The document discusses workplace bullying, its impacts, and strategies for addressing it. It defines bullying as repeated less favorable treatment that intimidates, offends, degrades or humiliates others. Bullying can negatively impact productivity, morale, and staff turnover and retention. It is associated with increased absenteeism, mental health issues, and physical health complaints for those bullied. Effective strategies include having clear policies against bullying, leadership commitment, counseling, and relationship management to promote positive interactions and prevent issues from escalating.
A free educational training event was being held for community leaders and members to learn about understanding trauma, its effects, and effective trauma treatment. The all-day event included keynote sessions in the morning and afternoon led by experts on topics like the Adverse Childhood Experience Study, neurobiological changes from toxic stress, and inter-partner violence. Several panel discussions were also scheduled featuring local agencies, survivors of trauma, and professionals discussing trauma in the community and approaches to building a more trauma-informed community.
Based on TIP 57: Trauma-Informed Care in Behavioral Health Services|SAMHSA A single counseling CEU course is available at https://www.allceus.com/member/cart/index/product/id/393/c/ or the complete Trauma Informed Care Training Certificate are available at https://www.allceus.com/member
The document discusses how a person's family of origin affects them today. It introduces the concept of a genogram, which is a family tree that provides information about family structure, relationships, life events, personality traits, medical issues, and patterns that are transmitted across generations. Creating a genogram allows a person to better understand how their family has influenced their own outlooks, conflicts, and decisions. The document then guides the reader through creating their own genogram to help recognize patterns from their family, understand themselves, appreciate their family's influence, and enable personal growth and healing.
Workplace violence can take many forms and have serious negative consequences. Employers should implement comprehensive violence prevention programs that include policies, training, physical security measures, and protocols for responding to threats and dangerous situations. Early intervention is key to defusing potentially violent situations before they escalate.
The document discusses workplace bullying, its impacts, and strategies for addressing it. It defines bullying as repeated less favorable treatment that intimidates, offends, degrades or humiliates others. Bullying can negatively impact productivity, morale, and staff turnover and retention. It is associated with increased absenteeism, mental health issues, and physical health complaints for those bullied. Effective strategies include having clear policies against bullying, leadership commitment, counseling, and relationship management to promote positive interactions and prevent issues from escalating.
A free educational training event was being held for community leaders and members to learn about understanding trauma, its effects, and effective trauma treatment. The all-day event included keynote sessions in the morning and afternoon led by experts on topics like the Adverse Childhood Experience Study, neurobiological changes from toxic stress, and inter-partner violence. Several panel discussions were also scheduled featuring local agencies, survivors of trauma, and professionals discussing trauma in the community and approaches to building a more trauma-informed community.
Based on TIP 57: Trauma-Informed Care in Behavioral Health Services|SAMHSA A single counseling CEU course is available at https://www.allceus.com/member/cart/index/product/id/393/c/ or the complete Trauma Informed Care Training Certificate are available at https://www.allceus.com/member
The document discusses how a person's family of origin affects them today. It introduces the concept of a genogram, which is a family tree that provides information about family structure, relationships, life events, personality traits, medical issues, and patterns that are transmitted across generations. Creating a genogram allows a person to better understand how their family has influenced their own outlooks, conflicts, and decisions. The document then guides the reader through creating their own genogram to help recognize patterns from their family, understand themselves, appreciate their family's influence, and enable personal growth and healing.
This is a version of presenation that I give for free around the state of Oregon. My intent is to change the way the military and veterans talk about combat stress injurie and PTSD, to make it more of an open topic. Currently we hear the term and we 'tune out' and don't seek the help so many of us need. Understanding what is happening in the brain and soul, with respect to our uniform and our warrior ethos, has helped many soldiers/marines begin treatment. I am always reworking this to make the message better. I try to relate to the audience and use my credentials as infantry instructor and combat vet to that effect.
Introduction to Mental Health: Wellbeing at Work 2020Diane Hanna
This document discusses mental health and wellbeing in the workplace. It defines wellbeing and mental health, noting the connection between work and wellbeing. It outlines signs of mental ill health one might notice in colleagues and reasonable steps a manager could take to support staff, including talking privately and making adjustments. The document also discusses discrimination, harassment, reasonable adjustments employers must make, and creating a positive workplace culture that promotes mental wellbeing.
The document discusses how loss and interpersonal conflict can become dysfunctional in families. It covers developmental tasks like adapting to change and satisfying needs. Families accomplish these through roles, rules, boundaries and hierarchies. Triangles form to reduce anxiety, but can become rigid over time, with family members taking on problematic roles. Unresolved emotional pain from trauma can lead to symptoms like addiction if not treated. Bowen and Minuchin's theories on triangulation, projection, and detouring are referenced to explain how problems are transmitted between family members.
This document discusses achieving erotic intelligence and healthy sexuality. It argues that sexuality is complex and we never fully achieve wholeness, only aspire to healthier sex. True intimacy involves self-knowledge, comfort/connection with others, responsibility, and empathy. Optimal sexuality combines healthy, intimate, erotic and spiritual connection. Erotic intelligence means using reason to have arousal and connection without shame or addiction. Achieving differentiation within close relationships is key to intimacy with self and others.
Workplace bullying is a topic that many people do not want to address. Organizations often do not want to address the problem (and might actually create an atmosphere where bullying is condoned if the organization believes that bullying behaviors lead to increased productivity and profits). Even targets often want to just ignore the bullying behaviors because they do not want to be viewed as victims or as being weak. In this presentation we address workplace bullying - it is our hope that a better awareness of workplace bullying will be a step to decreasing these behaviors in one's organization.
Join us for more at www.wvucommmooc.org!
This document discusses emotional messages and communication, defining emotions and outlining principles like primary emotions. It covers verbal and non-verbal communication of emotions, cultural display rules, and obstacles to expressing emotions. Tips are provided on expressing, responding to, and interpreting emotional messages through active listening and understanding different perspectives.
Presented at Bengkel Latihan Pengumpulan Data Kajian Postnatal Depression- Malaysia Aspire 2016, Hotel Concorde, Shah Alam, 21-24 Ogos 2016, and Bengkel Latihan Pengumpulan Data Kajian Postnatal Depression- Malaysia Aspire 2016, Hotel Klagan, Kota Kinabalu, Sabah, 26-29 Ogos 2016.
Boweian Family Therapy - Presentation Slides - Weekend 1christinemoran54
This document provides an overview of Murray Bowen's family systems therapy. It discusses Bowen's background and the basic tenets of his approach, including differentiation of self, triangles, emotional cut-offs, and the multigenerational transmission process. The document also outlines Bowen's eight major concepts and describes techniques used in Bowenian therapy such as demonstrating differentiation and using genograms.
Dr. Murray Bowen, a pioneer in the field of marriage and family therapy, offered 8 interlocking concepts as a way to think about relationship functioning, especially in one's extended family, nuclear family, and couples' relationships. This is a model that assumes that problems can come from too much togetherness. It assumes that if one feels secure in one's ability to remain separate, one can go the distance in one's effort to remain connected to important people in one's life.
Terror Management Theory hypothesizes that thoughts of death cause people to seek self-esteem through purchasing luxury goods. A literature review found some support, but a quantitative study of 36 people did not reject the null hypothesis, finding no significant difference in purchasing between a control and treatment group exposed to death thoughts. The study had limitations like small sample size and similar demographics. While the theory was not supported in this study, Terror Management Theory remains valid due to other supportive research and limitations of this study. Marketers could use scare tactics to promote luxury goods by unexpectedly appealing to death anxiety.
This document provides an overview of Solution Focused Brief Therapy (SFBT). It describes the goals and process of SFBT, how it differs from other treatments, key active ingredients and techniques used, and the nature of the client-therapist relationship in SFBT. Some of the main techniques discussed include focusing on solutions instead of problems, setting measurable goals, using future-oriented questions, scaling progress, and exploring past successes and exceptions to the present issue.
Narrative Therapy by Michael White & David EpstonPrateek Sharma
Narrative therapy belongs to the postmodern approaches to therapeutic interventions. Drawing from the seminal work of David Epston and Michael White, I bring out an introductory outline of narrative approaches and their application in clinical psychology.
Overcoming Shame By Mr. Nilesh Mandlecha
Overcoming Shame
When Socially unacceptable thing has happened with you and people look down at you- How you can deal with this situation is explained in this video.
For info log on to www.healthlibrary.com.
The document discusses incivility in nursing academia and workplaces. It begins with an introduction to the PhD Nursing program at the University of Southern Mississippi. It then provides definitions of incivility, statistics on its prevalence in academic and practice settings, and examples of uncivil behaviors experienced by nurses and faculty. The document outlines precipitating and alleviating factors related to incivility. It proposes a conceptual model and resources to aid in developing policies to recognize and reduce incivility.
This document provides an overview of bullying in nursing and strategies to address it. It defines bullying and identifies three common forms. It lists 5 categories of workplace violence and bullying and 3 stress-related complications. The document discusses how bullying affects patient safety and the work environment. It reviews 4 charge nurse leadership styles and defines civility. The document proposes 3 actions to prevent bullying and strategies that can be used at the unit level. It provides references on topics like the ANA code of ethics, workplace violence, and leadership styles.
This is a version of presenation that I give for free around the state of Oregon. My intent is to change the way the military and veterans talk about combat stress injurie and PTSD, to make it more of an open topic. Currently we hear the term and we 'tune out' and don't seek the help so many of us need. Understanding what is happening in the brain and soul, with respect to our uniform and our warrior ethos, has helped many soldiers/marines begin treatment. I am always reworking this to make the message better. I try to relate to the audience and use my credentials as infantry instructor and combat vet to that effect.
Introduction to Mental Health: Wellbeing at Work 2020Diane Hanna
This document discusses mental health and wellbeing in the workplace. It defines wellbeing and mental health, noting the connection between work and wellbeing. It outlines signs of mental ill health one might notice in colleagues and reasonable steps a manager could take to support staff, including talking privately and making adjustments. The document also discusses discrimination, harassment, reasonable adjustments employers must make, and creating a positive workplace culture that promotes mental wellbeing.
The document discusses how loss and interpersonal conflict can become dysfunctional in families. It covers developmental tasks like adapting to change and satisfying needs. Families accomplish these through roles, rules, boundaries and hierarchies. Triangles form to reduce anxiety, but can become rigid over time, with family members taking on problematic roles. Unresolved emotional pain from trauma can lead to symptoms like addiction if not treated. Bowen and Minuchin's theories on triangulation, projection, and detouring are referenced to explain how problems are transmitted between family members.
This document discusses achieving erotic intelligence and healthy sexuality. It argues that sexuality is complex and we never fully achieve wholeness, only aspire to healthier sex. True intimacy involves self-knowledge, comfort/connection with others, responsibility, and empathy. Optimal sexuality combines healthy, intimate, erotic and spiritual connection. Erotic intelligence means using reason to have arousal and connection without shame or addiction. Achieving differentiation within close relationships is key to intimacy with self and others.
Workplace bullying is a topic that many people do not want to address. Organizations often do not want to address the problem (and might actually create an atmosphere where bullying is condoned if the organization believes that bullying behaviors lead to increased productivity and profits). Even targets often want to just ignore the bullying behaviors because they do not want to be viewed as victims or as being weak. In this presentation we address workplace bullying - it is our hope that a better awareness of workplace bullying will be a step to decreasing these behaviors in one's organization.
Join us for more at www.wvucommmooc.org!
This document discusses emotional messages and communication, defining emotions and outlining principles like primary emotions. It covers verbal and non-verbal communication of emotions, cultural display rules, and obstacles to expressing emotions. Tips are provided on expressing, responding to, and interpreting emotional messages through active listening and understanding different perspectives.
Presented at Bengkel Latihan Pengumpulan Data Kajian Postnatal Depression- Malaysia Aspire 2016, Hotel Concorde, Shah Alam, 21-24 Ogos 2016, and Bengkel Latihan Pengumpulan Data Kajian Postnatal Depression- Malaysia Aspire 2016, Hotel Klagan, Kota Kinabalu, Sabah, 26-29 Ogos 2016.
Boweian Family Therapy - Presentation Slides - Weekend 1christinemoran54
This document provides an overview of Murray Bowen's family systems therapy. It discusses Bowen's background and the basic tenets of his approach, including differentiation of self, triangles, emotional cut-offs, and the multigenerational transmission process. The document also outlines Bowen's eight major concepts and describes techniques used in Bowenian therapy such as demonstrating differentiation and using genograms.
Dr. Murray Bowen, a pioneer in the field of marriage and family therapy, offered 8 interlocking concepts as a way to think about relationship functioning, especially in one's extended family, nuclear family, and couples' relationships. This is a model that assumes that problems can come from too much togetherness. It assumes that if one feels secure in one's ability to remain separate, one can go the distance in one's effort to remain connected to important people in one's life.
Terror Management Theory hypothesizes that thoughts of death cause people to seek self-esteem through purchasing luxury goods. A literature review found some support, but a quantitative study of 36 people did not reject the null hypothesis, finding no significant difference in purchasing between a control and treatment group exposed to death thoughts. The study had limitations like small sample size and similar demographics. While the theory was not supported in this study, Terror Management Theory remains valid due to other supportive research and limitations of this study. Marketers could use scare tactics to promote luxury goods by unexpectedly appealing to death anxiety.
This document provides an overview of Solution Focused Brief Therapy (SFBT). It describes the goals and process of SFBT, how it differs from other treatments, key active ingredients and techniques used, and the nature of the client-therapist relationship in SFBT. Some of the main techniques discussed include focusing on solutions instead of problems, setting measurable goals, using future-oriented questions, scaling progress, and exploring past successes and exceptions to the present issue.
Narrative Therapy by Michael White & David EpstonPrateek Sharma
Narrative therapy belongs to the postmodern approaches to therapeutic interventions. Drawing from the seminal work of David Epston and Michael White, I bring out an introductory outline of narrative approaches and their application in clinical psychology.
Overcoming Shame By Mr. Nilesh Mandlecha
Overcoming Shame
When Socially unacceptable thing has happened with you and people look down at you- How you can deal with this situation is explained in this video.
For info log on to www.healthlibrary.com.
The document discusses incivility in nursing academia and workplaces. It begins with an introduction to the PhD Nursing program at the University of Southern Mississippi. It then provides definitions of incivility, statistics on its prevalence in academic and practice settings, and examples of uncivil behaviors experienced by nurses and faculty. The document outlines precipitating and alleviating factors related to incivility. It proposes a conceptual model and resources to aid in developing policies to recognize and reduce incivility.
This document provides an overview of bullying in nursing and strategies to address it. It defines bullying and identifies three common forms. It lists 5 categories of workplace violence and bullying and 3 stress-related complications. The document discusses how bullying affects patient safety and the work environment. It reviews 4 charge nurse leadership styles and defines civility. The document proposes 3 actions to prevent bullying and strategies that can be used at the unit level. It provides references on topics like the ANA code of ethics, workplace violence, and leadership styles.
Workplace violence in the healthcare settingLaurie Crane
This document discusses workplace violence against healthcare professionals. It defines workplace violence as physical assaults, threats, or verbal abuse occurring at work. Healthcare workers experience significant workplace violence, with over 11,000 assaults reported in 2010 alone. This violence leads to increased stress, decreased job satisfaction, and medical errors. The document outlines strategies to prevent violence, such as being aware of one's environment and de-escalation techniques. It also identifies warning signs of potentially violent patients and the importance of reporting violence.
Horizontal violence in nursing is defined as aggressive behavior towards nurses, including bullying, gossip, and withholding information. It has been described as a persistent lack of respect. Men tend to be more open about horizontal violence while women are more covert. Themes of horizontal violence include bullying, professional terrorism, and oppression within nursing. Horizontal violence can lead nurses to leave organizations or the profession entirely and is associated with health problems like depression. The plan is to implement education on horizontal violence, establish zero tolerance policies, provide support from administration, raise awareness, and eliminate horizontal violence from nursing schools and the entire profession through cultural change. Addressing horizontal violence is significant for recruitment and retention of nurses due to the aging workforce and nursing shortage.
This document discusses nurse violence within work settings. It begins by defining violence as a state of disharmony between incompatible people, ideas, or interests. It then discusses the different types of violence nurses may encounter, including organizational, interpersonal, intrapersonal, and intersender violence. Some of the common causes of nurse violence mentioned include ineffective organizational systems, unpredictable policies, and poor communication. The document outlines five ways to address nurse violence: accommodation, avoidance, collaboration, compromise, and competition. It emphasizes that the goal in addressing violence should be to create a win-win solution.
Disciplinary Measures: Legal Obligations and Best Practices CG Hylton Inc.
Overview of incidents that require disciplinary measures: when do you
resort to discipline and why it is necessary in order to maintain a healthy
work environment
• What are the legal obligations that an employer must adhere to?
• Different types of discipline: progressive and positive
• Taking the stand to discipline a staff member: how do you initiate and
complete this difficult task
• Making sure staff know what is expected behaviour in order to avoid the "I
didn't know" excuse
• Ensuring disciplinary measures are consistent in order to avoid discrimination
charges
This document summarizes a presentation on disciplinary measures and best practices for employers. The presentation covers topics such as the legal obligations of employers, types of discipline including progressive and positive discipline, common workplace problems requiring special attention like absenteeism and workplace violence, and ensuring disciplinary actions are consistent and fair. It also discusses the differences between traditional progressive discipline which focuses on punishment versus positive discipline which emphasizes communication, problem solving, and helping employees improve performance.
This document summarizes a presentation on disciplinary measures and best practices for employers. The presentation covers topics such as the legal obligations of employers, types of discipline including progressive and positive discipline, common workplace problems requiring special attention like absenteeism and workplace violence, and ensuring disciplinary actions are consistent and fair. It also discusses the differences between traditional progressive discipline which focuses on punishment versus positive discipline which emphasizes communication, problem solving, and helping employees improve performance.
Retaining rewarding and motivating staff is always a challenge. Find out ways to maximize employee and organizational health thru best practices and case studies.
A Real World Project Management Webinar - Why Team well-being matters and what we can do about it. Hosted by Dionne Suppiah with Tim Banfield and Melanie Dixon.
This document discusses unconscious bias and its impact on recruitment. It defines unconscious bias as social stereotypes that individuals form outside of their conscious awareness. The brain's amygdala causes people to make quick assumptions to protect themselves, even when the assumptions are incorrect. Examples show biases around gender, race, age, and other attributes can negatively influence hiring decisions and workplace experiences. Removing cues like names from resumes and using blind recruiting can help reduce the effects of unconscious bias in recruitment. Training is also recommended to make people more aware of their own biases.
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
Managing lateral violence and its impact on the team la ronge november 2013griehl
Lateral violence is a reality for many people working in the health care field. This presentation looks at causes and looks at ways to addresses bullying behavior.
The document summarizes a presentation on workplace bullying. It defines workplace bullying, discusses how it occurs and who the targets typically are. It also outlines the negative effects of bullying on victims, witnesses and businesses. Suggestions are provided on how to combat bullying through employer policies, training, and social change efforts. The presentation emphasizes that while progress is being made in increasing awareness, continued efforts are still needed to fully address this issue.
What is Harassment
What is Workplace Bullying
Look at some statistics
Implications on the workplace
Responsibilities of employers/supervisors
Legal Obligations
Minimizing the Risk
Assessment Task
Employee Assistance Plans provide the means to improve employee morale, enhance productivity, and change lives, all for a fraction of the cost of most benefits. Let CG Hylton provide this to your population in Canada.
No More 'Business as Usual' - Creating a Safe Work Environment and Avoiding L...techservealliance
Presenters:
Dana C. Shaw-Arimoto, Founder & CEO, Phoenix 5
Diane Geller, Partner, Fox Rothschild LLP
With heightened awareness of harassment brought about by the #metoo and #timesup movements, it’s more important than ever to maintain a safe and professional environment for your entire team. Failure to do so can have a devastating impact on both a business and personal level. In this session, you will learn how to implement an effective preventative approach to sexual harassment, discrimination and workplace bullying without discouraging desirable behaviors that contribute to your company’s success.
This session does not replace legal consultation and should not be considered legal advice. We highly recommend you discuss all of these issues with your own legal counsel.
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
Overcoming mental health and addictions within community and the workplace is not easy. Learn simple tools that community and workplace leaders can use to combat common mental health and addiction issues.
The Aboriginal Friendship Centre of Calgary in partnership with Alberta Health Services, and the Tsuut'ina Nation, provided an exceptional program to offset the high risk of suicide among at-risk indigenous youth. This program provided new healthy, self-esteem building options, for at-risk youth from Calgary group homes and the community at large.
Patients facing chronic illness re-frame their definition of wellness and manage to cope in spite of adversity. This patient led research project delves into the myriad ways that those suffering from chronic illness chart a new path for themselves.
Peformance Management and EAP Best PracticesCG Hylton Inc.
This webinar will examine how EAP services can help organizations to enhance their performance management programs. The webinar will provide practitioners with a greater understanding of effective performance management and the common barriers that can affect a wide variety of organizations. The webinar will pay special attention to how EAP services can broaden their scope and value by helping organizations to implement and sustain performance management programs that work.
Learning objectives:
1. Understanding effective performance management and identifying potential barriers.
2. Providing services designed specifically to help organizations enhance their performance management programs.
3. Adding value to current EAP services through performance management support.
For additional handouts please email chris at hylton dot ca
This webinar will review documentation best practices for EAP providers. The webinar will pay special attention to EAPA Standards and Guidelines for program records. We will also review protocols for preserving confidentiality and discuss processes for releasing information with and without consent. The webinar will present the challenges of documenting electronic communications in EAP services and provide strategies to overcome these challenges.
Learning objectives:
1. Understanding documentation and records management, including electronic documents.
2. Understanding EAPA Standards and Guidelines for program records.
3. Understanding and communicating protocols for confidentiality and release of information.
For additional handouts please email the author chris at hylton dot ca
Understanding general rules around corporate governance
Understanding the duties of directors
Understanding the impact of strong electoral policies and guidelines for elected officials
Identifying the 12 things that EVERYONE gets wrong about financial planning, Understanding insurance, Demystifying savings and investments, Wading through the banking and lending challenges, Effective tax and estate planning
This document summarizes Chris Hylton's experience in an active living program. Some of the benefits he experienced include improved fitness levels, making new friends in running groups, and building a running shoe collection. However, he also faced skepticism from neighbors and developed a mysterious illness. After ruling out other causes, his doctor diagnosed him with arrow phobia based on his exposure to arrows in the program's fitness tests and materials. Chris eventually concluded that exercise is unnecessary and people can celebrate health indoors without it.
Mindful employer program 2015 easna institute clearwaterCG Hylton Inc.
This document summarizes a presentation about supporting workplace mental health. The presentation discusses the different perspectives of managers and employees, with managers focused on tasks and customers while employees are more concerned with mental health, emotions, and personal goals. It suggests that managers could better support mental health by being more sensitive to employee needs, like a dog's sensitive sense of smell. The presentation promotes becoming a "mindful employer" through developing mindful managers, promoting mental health awareness, and eliminating stigma around seeking help. It provides resources for workshops, training champions within organizations, and supporting employees with mental illness concerns.
The C Suite, EAP and Organizational Mental HealthCG Hylton Inc.
How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
File management is key to managing the ever increasing forms, letters, documents, agreements, that flow within the organization. Learn how to do this effectively.
This document provides an overview of a conference on conflict resolution presented by Chris Hylton. Some key points discussed include understanding perceptions and root causes of conflict, learning from how animals avoid conflict through senses like smell, exploring Maslow's hierarchy of needs in relation to conflict, and introducing the "win-win" approach to conflict resolution through cooperative problem solving. Communication techniques for active listening and dealing with difficult emotions were also covered. The presentation addressed various types of conflicts such as those between employees and managers, with elected officials, youth, and between different cultures.
Chris Hylton, a benefits and HR consultant, gave a presentation on wellness and benefit planning. He discussed types of benefit plans like fully insured, ASO, and flex plans. Joint purchasing allows for more flexibility and customization of benefits. Benefit trends include rising drug costs, especially for biologics, and a focus on health and wellness programs to address chronic diseases and improve employee productivity. Carrier programs use electronic claims submission and audits to reduce costs. Flexible spending accounts and wellness initiatives were recommended.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Hidden Pathways Thru Chronic Illness - PROMS Forum Nov 28 2014CG Hylton Inc.
See how a team of patient researchers (PaCERS) helped those with chronic illness find new meaning and strength thru and in spite of their illness. Audio recording of the session is available here https://connectmeeting.ucalgary.ca/p5dw8dib86t/
Occupational health and safety has to be adapted for the aging workplace in order to be effective. By integrating best practices for the aging worker, OH&S may successfully be integrated into an organization's culture and safety is assured, every step of the way.
Ozempic: Preoperative Management of Patients on GLP-1 Receptor Agonists Saeid Safari
Preoperative Management of Patients on GLP-1 Receptor Agonists like Ozempic and Semiglutide
ASA GUIDELINE
NYSORA Guideline
2 Case Reports of Gastric Ultrasound
Here is the updated list of Top Best Ayurvedic medicine for Gas and Indigestion and those are Gas-O-Go Syp for Dyspepsia | Lavizyme Syrup for Acidity | Yumzyme Hepatoprotective Capsules etc
Knee anatomy and clinical tests 2024.pdfvimalpl1234
This includes all relevant anatomy and clinical tests compiled from standard textbooks, Campbell,netter etc..It is comprehensive and best suited for orthopaedicians and orthopaedic residents.
Title: Sense of Taste
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
NVBDCP.pptx Nation vector borne disease control programSapna Thakur
NVBDCP was launched in 2003-2004 . Vector-Borne Disease: Disease that results from an infection transmitted to humans and other animals by blood-feeding arthropods, such as mosquitoes, ticks, and fleas. Examples of vector-borne diseases include Dengue fever, West Nile Virus, Lyme disease, and malaria.
These lecture slides, by Dr Sidra Arshad, offer a quick overview of the physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar lead (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
6. Describe the flow of current around the heart during the cardiac cycle
7. Discuss the placement and polarity of the leads of electrocardiograph
8. Describe the normal electrocardiograms recorded from the limb leads and explain the physiological basis of the different records that are obtained
9. Define mean electrical vector (axis) of the heart and give the normal range
10. Define the mean QRS vector
11. Describe the axes of leads (hexagonal reference system)
12. Comprehend the vectorial analysis of the normal ECG
13. Determine the mean electrical axis of the ventricular QRS and appreciate the mean axis deviation
14. Explain the concepts of current of injury, J point, and their significance
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. Chapter 3, Cardiology Explained, https://www.ncbi.nlm.nih.gov/books/NBK2214/
7. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
Muktapishti is a traditional Ayurvedic preparation made from Shoditha Mukta (Purified Pearl), is believed to help regulate thyroid function and reduce symptoms of hyperthyroidism due to its cooling and balancing properties. Clinical evidence on its efficacy remains limited, necessitating further research to validate its therapeutic benefits.
Recomendações da OMS sobre cuidados maternos e neonatais para uma experiência pós-natal positiva.
Em consonância com os ODS – Objetivos do Desenvolvimento Sustentável e a Estratégia Global para a Saúde das Mulheres, Crianças e Adolescentes, e aplicando uma abordagem baseada nos direitos humanos, os esforços de cuidados pós-natais devem expandir-se para além da cobertura e da simples sobrevivência, de modo a incluir cuidados de qualidade.
Estas diretrizes visam melhorar a qualidade dos cuidados pós-natais essenciais e de rotina prestados às mulheres e aos recém-nascidos, com o objetivo final de melhorar a saúde e o bem-estar materno e neonatal.
Uma “experiência pós-natal positiva” é um resultado importante para todas as mulheres que dão à luz e para os seus recém-nascidos, estabelecendo as bases para a melhoria da saúde e do bem-estar a curto e longo prazo. Uma experiência pós-natal positiva é definida como aquela em que as mulheres, pessoas que gestam, os recém-nascidos, os casais, os pais, os cuidadores e as famílias recebem informação consistente, garantia e apoio de profissionais de saúde motivados; e onde um sistema de saúde flexível e com recursos reconheça as necessidades das mulheres e dos bebês e respeite o seu contexto cultural.
Estas diretrizes consolidadas apresentam algumas recomendações novas e já bem fundamentadas sobre cuidados pós-natais de rotina para mulheres e neonatos que recebem cuidados no pós-parto em unidades de saúde ou na comunidade, independentemente dos recursos disponíveis.
É fornecido um conjunto abrangente de recomendações para cuidados durante o período puerperal, com ênfase nos cuidados essenciais que todas as mulheres e recém-nascidos devem receber, e com a devida atenção à qualidade dos cuidados; isto é, a entrega e a experiência do cuidado recebido. Estas diretrizes atualizam e ampliam as recomendações da OMS de 2014 sobre cuidados pós-natais da mãe e do recém-nascido e complementam as atuais diretrizes da OMS sobre a gestão de complicações pós-natais.
O estabelecimento da amamentação e o manejo das principais intercorrências é contemplada.
Recomendamos muito.
Vamos discutir essas recomendações no nosso curso de pós-graduação em Aleitamento no Instituto Ciclos.
Esta publicação só está disponível em inglês até o momento.
Prof. Marcus Renato de Carvalho
www.agostodourado.com
- Video recording of this lecture in English language: https://youtu.be/kqbnxVAZs-0
- Video recording of this lecture in Arabic language: https://youtu.be/SINlygW1Mpc
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
Title: Sense of Smell
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the primary categories of smells and the concept of odor blindness.
Explain the structure and location of the olfactory membrane and mucosa, including the types and roles of cells involved in olfaction.
Describe the pathway and mechanisms of olfactory signal transmission from the olfactory receptors to the brain.
Illustrate the biochemical cascade triggered by odorant binding to olfactory receptors, including the role of G-proteins and second messengers in generating an action potential.
Identify different types of olfactory disorders such as anosmia, hyposmia, hyperosmia, and dysosmia, including their potential causes.
Key Topics:
Olfactory Genes:
3% of the human genome accounts for olfactory genes.
400 genes for odorant receptors.
Olfactory Membrane:
Located in the superior part of the nasal cavity.
Medially: Folds downward along the superior septum.
Laterally: Folds over the superior turbinate and upper surface of the middle turbinate.
Total surface area: 5-10 square centimeters.
Olfactory Mucosa:
Olfactory Cells: Bipolar nerve cells derived from the CNS (100 million), with 4-25 olfactory cilia per cell.
Sustentacular Cells: Produce mucus and maintain ionic and molecular environment.
Basal Cells: Replace worn-out olfactory cells with an average lifespan of 1-2 months.
Bowman’s Gland: Secretes mucus.
Stimulation of Olfactory Cells:
Odorant dissolves in mucus and attaches to receptors on olfactory cilia.
Involves a cascade effect through G-proteins and second messengers, leading to depolarization and action potential generation in the olfactory nerve.
Quality of a Good Odorant:
Small (3-20 Carbon atoms), volatile, water-soluble, and lipid-soluble.
Facilitated by odorant-binding proteins in mucus.
Membrane Potential and Action Potential:
Resting membrane potential: -55mV.
Action potential frequency in the olfactory nerve increases with odorant strength.
Adaptation Towards the Sense of Smell:
Rapid adaptation within the first second, with further slow adaptation.
Psychological adaptation greater than receptor adaptation, involving feedback inhibition from the central nervous system.
Primary Sensations of Smell:
Camphoraceous, Musky, Floral, Pepperminty, Ethereal, Pungent, Putrid.
Odor Detection Threshold:
Examples: Hydrogen sulfide (0.0005 ppm), Methyl-mercaptan (0.002 ppm).
Some toxic substances are odorless at lethal concentrations.
Characteristics of Smell:
Odor blindness for single substances due to lack of appropriate receptor protein.
Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
From olfactory cells to glomeruli in the olfactory bulb, involving lateral inhibition.
Primitive, less old, and new olfactory systems with different path
1. Introduction to
Lateral Violence
Infonex Workshop
Calgary
9 -10:30 am Aug 23rd
Chris Hylton, MA
403 264 5288
chris@hylton.ca
CG Hylton 1
2. Introduction
2
Chris Hylton, MA
HR & Benefits Background
Keep being drawn to mental health
Grace Hospital experience
Holy Cross Hospital experience
Workshops, including anti-bullying ones
EAP
CG Hylton
3. Learning Outcomes
3
What we hope to achieve today:
Define the issues- bullying as violence and an
OHS issue
Identify examples of LV
Understand the effect that this type of
behaviour has on your workplace
Understand the organization‘s expectations
regarding appropriate workplace behaviour
Identify resolution pathways to deal with LV
problems effectively
CG Hylton
5. This is your show
5
Are there any issues you would like me to
specifically address in the talk today?
CG Hylton
6. ― Before we can change things, we
must call them by their real name.‖
6
(Confucius)
Violence is a pervasive part of our lives –
on television, in songs, books, on the
streets, in our workplaces,
Our workplaces? Some 60% of workplace
assaults are concentrated in health
services, social assistance, and personal
care occupations ( NCCI, 2006).
CG Hylton
8. Definition
8
lateral violence is ―defined as any
inappropriate behavior, confrontation, or
conflict – ranging from verbal abuse to
physical and sexual harassment.
CG Hylton
9. Definition
9
The International Council of Nurses (ICN)
defines LV abuse as ―behavior that
humiliates, degrades, or otherwise indicates
a lack of respect for the dignity and worth of
an individual‖ (ICN, 2004).
CG Hylton
10. Stats
10
about 35% of employees are bullied
Women bullies target women 84% of
the time
Men bullies target women 69% of the
time
Vast majority of bullies are bosses
(81%)
In 70% of cases, the bullying only
stopped when the victim quit, was let
CG Hylton
go or transferred
11. More stats………………..
11
Women are more likely to report bullying
About 1 victim in 100 either attempts or
succeeds in suicide
Most people who are bullied report
damage to their health
Overwhelming majority of bullies are
repeat offenders
Bullying responsible for 1 resignation in
CG Hylton
4
12. Bullying starts early
12
A study of student nurses reported that 53%
had been put down by a staff nurse (Longo,
2007);
52% reported having been threatened or
experienced verbal violence at work (ANA,
2011).
CG Hylton
13. Healthcare Stats
13
2005 Stats Can data
34 per cent of the 12,200 respondents reported
physical violence;
47 per cent experienced emotional abuse;
According to Work Safe BC, in BC in 2007,
violence in the workplace, accounted for 12 % of
all WCC claims in health care!
CG Hylton
14. Healthcare Stats
14
While patients continue to represent the
largest proportion of perpetrators overall, co-
workers are responsible for up to 55 percent
of all emotional abuse and 53 percent of all
sexual harassment
CG Hylton
15. Psychological risk in Cdn workplace
% employees reporting
15
Sector Serious Significant %
Concern Concerns Reporting
s Risk
Manufacturing 5% 33% 38%
Public 3% 29% 32%
Administration
Health Care & 4% 28% 32%
Social
Assistance
Retail Trade 4% 24% 28%
Finance & 2% 22%
CG Hylton 24%
16. Causes of LV
16
Research finds a clear link between abuse for
patients/residents and the workplace
environment. There are higher rates of
violence in work areas with short staffing,
under-staffing, lack of support from
management, and poor teamwork among
health care disciplines.
CG Hylton
23. EFFECTS of LV
23
Reduced efficiency, productivity & profitability
Adverse Publicity/Erosion of Company image
Increased absenteeism
Staff turnover
Costs associated with counselling, recruitment,
compensation claims
Legal costs associated with defending civil or criminal
charges
Loss of sleep, loss of appetite & low morale
Feelings of anger, humiliation, frustration, depression,
stress, powerlessness
CG Hylton
24. Profile of the victim
24
Not all weak and incompetent
Better than average performers
Conscientious and diligent
Popular, source of help and advice
Tolerant, do not fight back or retaliate
Strong morals, integrity
Isolated, not part of a clique
CG Hylton
25. What are Disrespectful/Bullying
Behaviours?
25
Too many to list!!!!
Separates target from Silent treatment
co-workers Labels target as a
Excludes from troublemaker
participation Undermining authority
Breaking confidentiality Over-monitoring of work
Ridiculing, criticizing Shaming/ insulting
Intimidating Spreading rumors/ gossip
Threats Overloaded with
Sabotaging work deadlines, impossible
Minimizing concerns tasks…..
CG Hylton
26. What employees want
26
Surveys of Best Practices tell us what employees
want in the workplace:
1. Respect
2. Healthy and Safe work environment
3. Trustworthy Leadership
4. Work / Life Balance
5. Sense of Pride and Accomplishment
CG Hylton
27. What is a Respectful
27
Workplace
It is one where
Employees are valued and have opportunity for
input and feedback
Communication is polite and courteous
People are treated as they wish to be treated
Conflict is addressed in a positive and respectful
manner
Disrespectful behaviour and harassment are
addressed
Anyone work in a place like this?
CG Hylton
29. Toxic Workplace
29
Employees are devalued and little
opportunity for input and feedback
Communication is non existent, gossipy
People are treated as they wish to be
treated
Conflict is not addressed
Disrespectful behaviour and harassment
are ignored
Anyone work in a placeCG Hylton this?
like
31. If you are an employer where LV is
occurring, what do you do, any
31
ideas?
CG Hylton
32. Policies and Training
32
Policies should have strong opening
statements regarding the company‘s
attitude to harassment in the
workplace
Awareness training among staff is a
key strategy in addressing
harassment
Zero tolerance approach
CG Hylton
33. Whistleblower protection
33
There must also be a policy that
protects nurse from retribution if
they report violent or aggressive
behavior
CG Hylton
34. What else can companies do?
34
Managers and supervisors need to play
mediators in order to help resolve issues
Offer workshops that build team cooperation
Offer an EAP (Employee Assistance Program)
This program allows your employees to speak to a
counsellor about any issues
Can be used as requirement to keep positions if
attitudes or issues affect their work and the people
around them
CG Hylton
36. It‘s a personal issue
36
Myth 1: We don't need to train our staff about
domestic violence. That is a personal issue that has
nothing to do with the workplace.
Fact: Ignoring effects of domestic violence has a
clear impact on org bottom line. Each year,
business owners pay out almost $728 million in lost
productivity and 8 million paid workdays -- the
equivalent of more than 32,000 full-time jobs.
Six-figure jury awards to victims or co-workers and
their estates are not uncommon for employers who
fail to properly and adequately address domestic
violence at work.
CG Hylton
37. HR can deal with it
37
Myth 2: If a victim of domestic violence wants
help, we have Human Resource staff available.
All the battered worker has to do, is ask!
Fact: Battered workers usually will not approach
their employer for help. Research on battered
women demonstrates the primary reason the
victim does not disclose abuse at home, is fear
of job loss or retribution. Remember, her job
may represent her only independence from the
batterer.
CG Hylton
38. Just fire someone
38
Myth 3: It would be easier to just fire a battered
worker.
Fact: Trained employees are an asset to your
company. The Society for Human Resources
estimates that each employee you fire costs you
30% of their annual salary to replace them
& train someone else to do
their job. It is far less expensive
to help your employee obtain
the resources s/he needs.
CG Hylton
39. There is no cost to us
39
Myth 4: Domestic violence doesn‘t cost my
business anything…why should I care?
Fact: Besides the employee absenteeism and
lost productivity costs, the costs of intimate
partner violence exceed $5.8 billion each year,
$4.1 billion of which is for direct medical and
mental health care services, much of which is
paid for by the employer.
CG Hylton
40. Your policies
40
Are you aware of your workplace
policies on Harassment & Workplace
Bullying?
How many have a zero tolerance
policy
How many still have workplace
bullying?
Hope springs eternal
CG Hylton
41. If you are the Ee being
41
harassed…
Any ideas please what you
should do?
CG Hylton
42. If you are the Ee being
42
harassed…
Tell the person to stop!
Report it to your:
Supervisor/Manager
HR Manager
Field Officer/Trainer
Keep a record of the harassment
When, Where, Who Saw It
CG Hylton
43. So you have a Bully - what to
43
do
Bully‘s are smart they won‘t bully you when
others are watching...so write everything down
that is said or done.
Do not keep this paper at work, it will be found
by the bully.
Watch for the pattern that will appear once you
start journaling all incidents
CG Hylton
44. What to do
44
It's not each incident that counts, it's the
number, regularity and especially the
patterns that reveal bullying
A bully can explain and/or charm away an
incident but it‘s harder to explain a pattern or
series of events
CG Hylton
45. What to do
45
Keep copies of all letters, memos, emails,
etc. Get and keep everything in writing
otherwise the bully will deny everything
later
Carry a notepad and pen with you to
record everything that the bully says and
does.
CG Hylton
46. What to do
46
Make a note of every interaction with
personnel, management, and anyone else
connected with the bullying
Expect to be accused of "misconduct" and
"unprofessional behaviour" and a few other
things when you do this
The bully will be angry and try to discredit you
CG Hylton
47. What to do
47
The bully will be angry and try to discredit
you
Ask the bully to substantiate their
criticisms and allegations in writing by
providing substantive and quantifiable
evidence
CG Hylton
48. The Bully
48
Do not underestimate
the bully's capacity to
deceive!!
CG Hylton
49. The Action Plan
49
Talk to your supervisor
Share your notes
Arrange a meeting with victim, bully and
management or 3rd party mediator
SOLVE THE PROBLEM
CG Hylton
50. Break the cycle
50
The goal is for the individual, having
been educated about anger, self-
insight, lateral violence, etc., to help
break the cycle of violence by
recognizing the abuse aimed at them
and choosing to react differently,
especially non-aggressively.
CG Hylton
51. Stay calm
51
For example if a colleague lashes out at you
regarding your opinion on a unit issue, you
should hear the person out, think about what
and why it was said,
then respond to your colleague in a non-
judgemental and non-argumentative tone.
If your colleague‘s anger stays the same, leave
the site.
CG Hylton
52. What do you do?
52
One of the first steps that must occur
is to interrupt the violence.
Although difficult, it is imperative to
address workplace violence early and
to learn how to confront the person
exhibiting the behavior that affects
you.
It helps to objectively describe the
behavior to the one exhibiting it.
CG Hylton
53. Cognitive rehearsal
53
Cognitive rehearsal asks the individual to hold in
their mind information that they have just received,
rather than react
During this time, the individual has the opportunity
to process the information, and ponder it, rather
than responding immediately.
For instance, if a colleague lashes out at you
regarding your opinion on a unit issue, you should
hear the person out, think about what and why it
was said, then respond to your colleague in a non-
judgemental and non-argumentative tone. If your
colleague‘s anger stays the same, leave the site.
CG Hylton
55. Laws - Duty of Care
55
Employers have a responsibility to
ensure the health & welfare of their
workers under Workplace Health &
Safety Rules
In the area of employment,
employers can be held liable for the
wrongs committed by their
employees in the course of work
Aka Vicarious Liability
CG Hylton
56. Vicarious Liability
56
Means that if an employee
harasses a co-worker, client,
customer, employer can be
held legally responsible for the
actions of that employee and
may be liable for damages
CG Hylton
57. Canadian Anti-Bullying Laws
57
2004: Quebec Labour Standards 81.18
The first statutory law against "psychological harassment"
2007: Saskatchewan Occupational Health and
Safety Act (Bill 66)
The OHS regulatory approach defining bullying as an
occupational health risk
2008: Canada Labour Code (Federal)
2010: Bill 168, OHS legislation Ontario
CG Hylton
58. Manitoba newest province to add
legislation:
58
Workplace Safety and Health
Regulations came into effect Feb
1, 2011
Obligation to protect workers from
psychological harassment
CG Hylton
59. Alberta Response:
59
Workplace Safety and Health Regulations came
into effect 2006
Part 27 of the Occupational Health and Safety
(OHS) Code.
Section 390 of the OHS Code requires
employers to develop a policy and procedures
respecting potential workplace violence.
CG Hylton
60. Alberta Response
60
Section 391 of the OHS Code requires employers
to
instruct workers how to recognize workplace
violence
communicate the organization‘s policy and
procedures related to workplace violence,
develop appropriate responses to workplace
violence, and
develop procedures for reporting, investigating
and documenting incidentsCG Hylton
of workplace
violence.
61. Alberta Rights of Workers
61
Under the Occupational Health and Safety
Act, workers have the duty to refuse to
engage in work that they perceive to threaten
their safety and health beyond what is
reasonable for the job. Section 35
Eg, a home care worker entering the home
of a potentially abusive client might endanger
the worker‘s own health and safety, could
refuse work.
CG Hylton
62. Alberta Suggested Er
62
Responses
apology
training
referral to an EAP
reassignment or relocation
limiting access to certain areas of the
organization
report to professional body
discipline
discharge
filing a complaint or criminal charges
CG Hylton
63. Alberta - Forms of Legal Action
63
Workplace discipline
Professional disciplinary action
Human Rights complaint
Occupational Health and Safety complaint
Civil suit
Criminal or quasi-criminal charge
CG Hylton
64. Workplace Discipline
64
This may range from a verbal or written
warning in relatively minor cases to
suspension, or finally termination for the
most serious offences
Progressive discipline normally imposed for
offenses not considered serious enough to
warrant immediate dismissal
For example, a worker engaged in verbal
abuse, a first offense might result in a written
warning, a second in suspension and further
repetition in termination
CG Hylton
65. Professional Disciplinary Action
65
Where alleged abuser is member of a
regulated profession, charges of professional
misconduct may be brought before the
relevant College / Assoc
The College / Assoc must then investigate
and, if sufficient evidence is found, a
disciplinary hearing would be held
A professional found guilty of misconduct
could face one or more penalties, ranging from
reprimand to financial penalties or loss of a
license to practice CG Hylton
66. Alberta Human Rights
66
Complaint
complainant must prove that the abuse
was a form of discrimination on one of the
prohibited grounds — race, religious
beliefs, colour, gender, physical disability,
mental disability, age, ancestry, place of
origin, marital status, source of income or
family status
Sexual orientation also included as result
of 1998 Supreme Court of Canada
CG Hylton
67. Alberta Suggestions for Policies
67
Right to assistance statement
anyone who believes they have been subjected to
violence and harassment has the right to access
assistance in communicating their objections and, if
warranted, in pursuing the complaint more formally.
At a minimum, assistance may be provided by a
Human Resources representative and may also
include support by a co-worker, a trained contact
person, a union representative or a professional
association representative.
The procedure should also include a statement
indicating that individuals have the right to address
their concerns to the Alberta Human Rights
Commission.
CG Hylton
68. Alberta Policy Suggestion
68
Management of the offender
The employer must address an incident of abuse
in an objective and consistent manner. In
substantiated complaints, the following factors
should be considered when determining corrective
action:
(a) impact of the abuse on the victim
(b) nature of the abuse
(c) degree of aggressiveness and physical contact
in the abuse
(d) period of time over which the abuse took place
(e) frequency of the abuse
(f) vulnerability of the victim Hylton
CG
69. The Typical Organizational
Response
69
Research demonstrates responses by
supervisors/managers to be helpful in less than
20% of cases
The bully suffers consequences in only 13% of
cases
Often failure to intervene at all; minimizing
problem as ‗personality conflict‘ or reinforcing the
behavior by actually promoting the bully
CG Hylton
70. Case Study
70
3000 healthcare workers, 2500 female
Central Health developed a VP program over a
year in 2009 involved staff and unions
CG Hylton
71. Why Do We Need a Respectful
Workplace Program (RWP?
71
Negative effects on Employee
absenteeism/ presenteeism
damage to work performance
depression, anxiety, PTSD
impact on victims, witnesses, bystanders
Negative effects on Employer
Recruitment, retention
employee dissatisfaction
loss of productivity
costs including litigation
damage to teams performance
toxic workplaces CG Hylton
72. Central Health Effect Stats
72
Severe anxiety 76%
Poor/disrupted sleep 71%
PTSD 39%
Clinical depression 39%
Panic attacks 32%
CG Hylton
73. Regulatory and Legal
Environment
73
The increased need for policies and
procedures in organizations
governments (Fed. and Prov.)
Healthcare Industry
Post-secondary Institutions
Private Businesses
Legal challenges
In less than 4 years, we have seen
damages in Canada go from
$15,000 to $950,000.00
CG Hylton
74. Central Health’s Program
Program Development began in Jan./09
74
Advisory Committee formed as subcommittee of
the Violence Prevention Committee.
unions (NAPE, CUPE, AAHP, NLNU)
non-union, non-management
labour relations
EFAP
management
Allocation of resources for 6 month Respectful
Workplace Coordinator position
CG Hylton
75. Central Health’s Program
75
Information sessions held for all staff
Policy reviewed though VP Committee and
OH&S Committees.
Policy implemented in Aug/09
RWP advisors trained Feb/10
Investigation training March/10
Revised policy summer/10
CG Hylton
76. Respectful Workplace Program
76
Based on prevention and early
intervention
Provides options for intervention and
resolution
Provides formal and Informal complaints
processes
Outlines other options available
Outlines roles and responsibilities
Clear definitions CG Hylton
77. Respectful Workplace Policy
77
“Central Health will promote a safe and
respectful workplace for all its employees
where disrespectful behavior, harassment
and bullying are unacceptable anywhere in
our workplace, at any level”.
This policy applies to all executive staff,
managers, supervisors, physicians, staff,
volunteers, students, contractors and all
others working or carrying out duties on
behalf of Central Health. CG Hylton
79. INFORMAL Document discussions, keep
copies of correspondence
Deal directly with
situation
Advise options available under
RWP program
Seek services of RWP
advisor Supportive services can be
provided
Seek EFAP Counselling services
assistance
RWP program services may be
recommended
Facts will be gathered.
Discuss concerns
with program Options for resolution explored.
manager, or next Recommendations made.
level of
management Monitor and follow-up.
79 CG Hylton
80. FORMAL
Complaint is forwarded to the VP
Complaint is made in writing of HR.
Detail events, dates, times,
names, witnesses
Decision to be made within ten days VP reviews, consults,
whether to proceed under the RWP and gathers
policy .
information.
If not proceeding,
If proceeding, both the complainant is notified.
complainant and the Other options provided
respondent are notified.
Investigator is assigned Investigator will submit a written
report to the VP of HR.
Both parties may VP of HR to make a
respond decision for
intervention
80 CG Hylton
81. Role of RWP Advisors
81
To attend training re org‘s RWP policy and participate in
Advisors meetings to address skills and discuss issues re
role.
Listen to employees who believe that they have been
subjected to disrespectful/ bullying behaviors
To explain options for addressing behavior under the
policy
To provide support throughout the process (i.e. helping
them prepare what to say or accompanying them to see
supervisors / EFAP Coordinator)
CG Hylton
82. Respectful Workplace Advisors
Role
82
To deal with cases in the most confidential
matter
To support the monitoring of the program though
recording the number of cases in which advisors
have been involved
To refer individuals for support where necessary
To model respectful behavior at all times
CG Hylton
83. Employee Family Assistance
Program (EFAP) Coordinator‘s
83 Role
Consultation with HR, management
Arrange conflict resolution/ mediation
services
Policy monitoring and development
Training and awareness sessions (conflict
resolution, team building)
Counselling – victims and colleagues
CG Hylton
84. Are we there yet?
84
Most organizations are hierarchical
organizations, Central Health is no exception
Cultural ―drift‖
Accepting the way things have been
Excusing behaviour
Culture eats policy for breakfast
CG Hylton
85. Remember….
85
Addressing and preventing bullying is
everyone‘s responsibility.
Supervisors and managers should address
disrespectful behavior IMMEDIATELY
Ultimately, it is the employer‘s responsibility to
provide a respectful and harassment free
workplace
CG Hylton
87. You have been a wonderful
87
audience
If I may assist you in any way please let me
know.
CG Hylton
88. Our offer to you
88
Please call if you have any HR, or workplace
issue that you are overwhelmed with
We can help you
We also are pleased to do Free Workshops for
your organization (some limits apply) Let us
know what your needs are and we will make it
happen!
89. CG Hylton - Services
HR Consulting Benefits, Pensions,
Job Descriptions EAP
Strategic Planning
Salary Grids
Drug and Alcohol
Wellness at Work
programs
Staff Morale
Dept re-orgs
Training and
Leadership
Workshops
compensation
Tel 403 264 5288
chris@hylton.ca
89
90. Thank you for the opportunity to meet today!
HR
Consulting
Training
Benefits,
Pensions
EAP
tel 403 264 5288
chris@hylton.ca CG Hylton
90
91. Resources
91
United Nurses of Alberta Workshops:
http://www.una.ab.ca/resources/ohs/workshops
United Nurses of Alberta Report Form:
http://www.una.ab.ca/resources/ohs/pdf/OH&Sform.pdf
WBI, US Workplace Bullying Survey:
http://www.una.ab.ca/resources/ohs/pdf/2012-05-21-WBI-National-Survey-2010.pdf
American Nurses Association Resolution Workplace Abuse and
Harassment of Nurses
http://www.nursingworld.org/MainMenuCategories/WorkplaceSafety/Healthy-
Nurse/WorkplaceAbuseandHarassmentofNurses-1.pdf
ANA‘s Workplace Violence web page:
http://www.nursingworld.org/MainMenuCategories/WorkplaceSafety/workplaceviolence
OSHA‘s Workplace Violence web page:
http://www.osha.gov/SLTC/workplaceviolence/
References please see notes below please
CG Hylton
Editor's Notes
Source: Lateral Violence: Nurse Against Nurse, Patricia A. Rowell, PhD, RN, CNP
Source: Lateral Violence: Nurse Against Nurse, Patricia A. Rowell, PhD, RN, CNP
Source: Lateral Violence: Nurse Against Nurse, Patricia A. Rowell, PhD, RN, CNP
Source: Lateral Violence: Nurse Against Nurse, Patricia A. Rowell, PhD, RN, CNP
Source: Campaign against workplace bullying 2000 (USA)
Source: Adapted from Central Health presentation: Defining bullying, harassment and disrespectful behaviour, Healthcare Workplace Safety Conference, April 13, 2011
Source: Adapted from Central Health presentation: Defining bullying, harassment and disrespectful behaviour, Healthcare Workplace Safety Conference, April 13, 2011
Source: Adapted from Central Health presentation: Defining bullying, harassment and disrespectful behaviour, Healthcare Workplace Safety Conference, April 13, 2011
Screaming mimi, person chooses to shame and humiliate in the workplace to try and control the emotional environment, in front of everyone.Two headed snake variety, is the passive aggressive type who will lie about a whole bunch of things they will deny what they said, and then they will destroy the person’s reputation, they will make nice with them, love them and then knife them in the back lull them into safety then crush careers
Constant critic type of bully is behind closed doors and what this person does is get that individual who is usually technically competent, usually a veteran worker, very accomplished and well known as the go to person in that organization, they erode the confidence in this person, they call this person incompetent, and this is the first time that this person has ever heard that. They have only heard praise before and perhaps they are 20 25 years into their career But they have this young new supervisor who wants to push them around. Who lacks the talent and calls them incompetent and this can destroy the person. You can take a thoroughly competent person and render them useless The fourth category is the Gatekeeper. This person tries to control the person by withholding resources people need to succeed. Deny people training, ask them to do work outside of their skill level. You can deny people a budget, for something that needs to be funded, Some of the worst tactics we have heard of are people are told to deny relationships with other people. You may not work with her, you may not talk with her. You may not collaborate with her.
Source: Adapted from Central Health presentation: Defining bullying, harassment and disrespectful behaviour, Healthcare Workplace Safety Conference, April 13, 2011
Source: American Institute on Domestic Violence www.aidv-usa.com
Source: American Institute on Domestic Violence www.aidv-usa.com
Source: American Institute on Domestic Violence www.aidv-usa.com
Source: American Institute on Domestic Violence www.aidv-usa.com
Source: American Institute on Domestic Violence www.aidv-usa.com
(Griffin, 2004, 259)
Source: Alberta Employment Safety Bulletin developed 2006, updated 2010
Source: Alberta Employment Safety Bulletin developed 2006, updated 2010Section 35 states” “No worker shall carry out any work if, on reasonable and probable grounds, the worker believes that there exists an imminent danger to the health and safety of that worker.” There is potential for this clause to be used as justification if, for example, a home care worker felt that entering the home of a potentially abusive client might endanger the worker’s own health and safety. Two recent Ontario court cases highlight this potential. In each, the worker won a wrongful dismissal suit after being fired for refusing to engage in work that the worker thought would threaten safety. In one case, involving a female bartender who refused to serve an abusive customer, the Ontario Labour Relations Board ruled that an abusive customer may constitute a sufficient health risk to a worker that there are grounds for work refusal. (Sharon Moore v. Barmaid’s Arms, Ontario Relations Board, March 23, 1995 citied in Lancaster Labour Law Reports, April 1995, p. 1-2.)
Source: Alberta Employment Safety Bulletin developed 2006, updated 2010
Source: Alberta Employment Safety Bulletin developed 2006, updated 2010
Source: Alberta Employment Safety Bulletin developed 2006, updated 2010
Source: Alberta Employment Safety Bulletin developed 2006, updated 2010
Source: Alberta Employment Safety Bulletin developed 2006, updated 2010Human Rights complaintsIn Alberta, Human Rights complaints are covered by the Human Rights, Citizenship and Municipalities Act. To succeed in a claim under this legislation, the complainant must prove that the abuse was a form of discrimination on one of the prohibited grounds — race, religious beliefs, colour, gender, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income or family status. It is important to note that the listed grounds are not fully inclusive. For example, sexual orientation is not listed but is, as a result of a 1998 Supreme Court of Canada decision, now a prohibited ground of discrimination.
Source: Alberta Employment Safety Bulletin developed 2006, updated 2010The Alberta Education Safety Bulletin provides help for employers developing policies, for example the Policy should include the employee’s: Right to assistanceA statement that any person who believes they have been subjected to violence and harassment has the right to access assistance in communicating their objections and, if warranted, in pursuing the complaint more formally. This is particularly important in cases where the alleged offender is in a position of authority, or where there are communication barriers. As a minimum, assistance may be provided by a trained Human Resources representative and may also includesupport by a co-worker, a trained contact person, a union representative or a professional association representative. The procedure should also include a statement indicating that individuals have the right to address their concerns to the Alberta Human Rights Commission. Management of the offenderThe employer must address an incident of abuse in an objective and consistent manner. In substantiated complaints, the following factors should be considered when determining corrective action:(a) impact of the abuse on the victim;(b) nature of the abuse;(c) degree of aggressiveness and physical contact in the abuse;(d) period of time over which the abuse took place;(e) frequency of the abuse; and(f) vulnerability of the victim.
Source: Alberta Employment Safety Bulletin developed 2006, updated 2010
Source: Adapted from Central Health presentation: Defining bullying, harassment and disrespectful behaviour, Healthcare Workplace Safety Conference, April 13, 2011
Source: Adapted from Central Health presentation: Defining bullying, harassment and disrespectful behaviour, Healthcare Workplace Safety Conference, April 13, 2011
Source: Adapted from Central Health presentation: Defining bullying, harassment and disrespectful behaviour, Healthcare Workplace Safety Conference, April 13, 2011
Source: Adapted from Central Health presentation: Defining bullying, harassment and disrespectful behaviour, Healthcare Workplace Safety Conference, April 13, 2011
References Alberta Employment, Safety Bulletin developed 2006, updated 2010 http://employment.alberta.ca/documents/WHS/WHS-PUB-VAH001.pdfAlberta Occupational Health and Safety Act: http://www.qp.alberta.ca/574.cfm?page=O02.cfm&leg_type=Acts&isbncln=9780779756148Alberta Occupational Health and Safety Regulations: http://www.qp.alberta.ca/574.cfm?page=2009_087.cfm&leg_type=Regs&isbncln=9780779739783American Nurses Association. 2006. Background Report: Workplace Abuse and Harassment of Nurses. Silver Spring, MD: ANA.Central Health Authority. Respect in the Workplace: Defining bullying, harassment and disrespectful behaviour, Healthcare Workplace Safety Conference,April 13, 2011 CONFLICT ENGAGEMENT TRAINING FOR HEALTH PROFESSIONALS, Recommendations for Creating Conflict Competent Organizations, A White Paper for Healthcare and Dispute Resolution Professional, EHCCO ‐ Half Moon Bay , CA 94019 telephone: (877) 712‐1240 DHHS/HRSA/BHP/DON. 2006. The Registered Nurse Population: Findings from the National Sample Survey of Registered Nurses. www.hrsa.gov/bhpr/rnsurvey2000/rn Dunn, H. 2003. Horizontal violence among nurses in the operating room. AORN Journal 78(6): 977-988. Farrell, GA. 2001. From tall poppies to squashed weeds: Why don’t nurses pull together more? Journal of Advanced Nursing 35(1): 26-33. Fogarty, James. Overindulged Children and the Adults They Become, Cross County Seminar, Fairfax, VA, July 14, 2010, per Rowell, PA. Gerberich, SG; Church, TR, McGovern, PM, Hansen, H, Nachreiner, NM, et al. (2005). Risk Factors for Work-Related Assaults on Nurses. Epidemiology 16(5), 704-709. Griffin, Martha. 2004. Teaching cognitive rehearsal as a shield for lateral violence: An intervention for newly licensed nurses. The Journal of Continuing Education in Nursing 35(6):257-263. International Council of Nurses. 2004. Guidelines on coping with violence in the workplace. Geneva, Switzerland: ICN. Leiper, J. 2005. Nurse against nurse: how to stop horizontal violence. Nursing 2005 35(3):44-45. McKenna, BG, Smith, NA, Poole, SJ, and Coverdale, JH. 2003. Horizontal violence: Experiences of registered nurses in their first year of practice. Journal of Advanced Nursing 42(1): 90-96.McMillan, I. 1995. Losing control. Nursing Times 91, 40-43.Meyers, L. 2006. Worry for a living? Monitor on Psychology 37(7):74-75. NCCI, Inc. 2006. Violence in the workplace – An updated analysis. http://www.ncci.com/nccisearch/news/research/research-violence-in-workplace-sept06 Randle, J. 2003. Bullying in the nursing profession. Journal of Advanced Nursing 43(4): 395-401. Rowell, Patricia A., PhD, RN, CNP, Lateral Violence: Nurse Against Nurse. Ratner, T. 2006. Communication in the OR. Nursing Spectrum October 23: 10-11. Shogren, E. 2004. Be aggressive toward violence. American Journal of Nursing 104(5): 112. Rizzuto, Anthony. Domestic Violence in the Workplace, presentation to LAP conference Las Vegas July 2012, adapted with permissionThomas, SP. 2003. Anger: the mismanaged emotion. MedSurg Nursing 12(2): 103-110. Victims of Bullies Often Quit, Impacting Production. Occupational Hazards 2004: 14.