Preventing Workplace Harassment Creating a Safe and Respectful Environment.pdf

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Discover how to halt workplace harassment. Establish a safe, respectful, and inclusive work environment. Effective methods for enhancing your workplace.

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UNDERSTANDING WORKPLACE
HARASSMENT
PROMOTING A RESPECTFUL
WORKPLACE CULTURE
REGULAR ASSESSMENTS
AND ADJUSTMENTS
CONCLUSION
STRATEGIES FOR PREVENTING
WORKPLACE HARASSMENT
PREVENTING WORKPLACE
HARASSMENT: CREATING A SAFE
AND RESPECTFUL ENVIRONMENT
orkplace harassment is any unwelcome behaviour,
action, or communication directed at an individual or
group that creates an intimidating, hostile, or offensive
work environment. Harassment can take various forms,
such as verbal, physical, or online harassment, and it
often targets an individual's race, gender, religion, age,
or other protected characteristics.
Leaders and managers should lead by example and
adhere to anti-harassment policies. Their behaviour
sets the tone for the entire organisation. Encourage
respectful interactions and zero tolerance for
harassment.
Conduct regular assessments of your anti-
harassment efforts. Review policies, training
materials, and reporting mechanisms to identify
areas for improvement. Make necessary
adjustments to prevent and address workplace
harassment better.
Preventing workplace harassment is a collective
responsibility that requires ongoing effort and
commitment from organisations and their
employees. By establishing clear policies,
promoting a culture of respect and inclusion, and
taking decisive action against harassment,
workplaces can create a safe and supportive
environment where every employee can thrive.
Establish and communicate clear anti-
harassment policies within your organisation.
Ensure that employees are aware of these
policies and understand what constitutes
harassment. Encourage employees to report
any incidents they witness or experience, and
emphasise that retaliation against those who
report harassment will not be tolerated.
www.telljane.co.uk

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Suggest two possible strategies to improve ethics codes within health care organizations. Provide specific examples to support your rationale. â€¢Compare and contrast key factors that can increase the risk for bullying behavior in the workplace, specifically between physicians and nurses. Propose two methods to reduce common forms of bullying within the health care industry. BOOK USED Basic Concepts of Health Care Human Resource Management by Nancy J. Miles; ISBN:978-1-4496-5329-3 Solution To create an ethical culture, healthcare executives should: support the development and implementation of ethical standards of behavior including ethical clinical, management, research and quality-improvement practices;ensure effective and comprehensive ethics resources, including an ethics committee, exist and are available to develop, propagate and clarify such standards of behavior when there is ethical uncertainty; and support and implement a systematic and organizationwide approach to ethics training and corporate compliance. key factors that can increase the risk for bullying behavior in the workplace, specifically between physicians and nurses are: Repeated and unjustified criticism that is targeted at an individual or individuals, rather than at work performance, Threats of punishment for no justifiable reason , Overloading a particular person with too much work or an unreasonable share of unpleasant jobs, Unwarranted or unjustified constant checking of an employeeâ€™s work quality, output or whereabouts, Humiliating a person through criticism, sarcasm and/or insults, especially in front of other staff, customers or clients, Denying opportunities for training, promotion, interesting jobs or assignments. Bullying has many factors involved such as individual factor which can be the character of the person who is either a bully or victim and other factors would be age, gender differences. Another factor would be organizational factor such as job stability, the intrinsic characteristic of job position, seniority. The physicians have more job security and and they are at a better job position than the nurses which can trigger the bullying of nurses who are new to the organization Methods to reduce common forms of bullying within the health care industry are : Developing a Workplace Bullying Policy Developing an outline of acceptable and non-acceptable behaviours including a zero-tolerance approach to all forms of bullying Defining bullying as psychological abuse that is destructive and totally unacceptable Establishing consequences for failing to comply with expectations of appropriate behaviour Establishing a reporting procedure, or naming a delegate in the human resource department, to allow employees to report their supervisors .

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1. UNDERSTANDING WORKPLACE HARASSMENT PROMOTING A RESPECTFUL WORKPLACE CULTURE REGULAR ASSESSMENTS AND ADJUSTMENTS CONCLUSION STRATEGIES FOR PREVENTING WORKPLACE HARASSMENT PREVENTING WORKPLACE HARASSMENT: CREATING A SAFE AND RESPECTFUL ENVIRONMENT orkplace harassment is any unwelcome behaviour, action, or communication directed at an individual or group that creates an intimidating, hostile, or offensive work environment. Harassment can take various forms, such as verbal, physical, or online harassment, and it often targets an individual's race, gender, religion, age, or other protected characteristics. Leaders and managers should lead by example and adhere to anti-harassment policies. Their behaviour sets the tone for the entire organisation. Encourage respectful interactions and zero tolerance for harassment. Conduct regular assessments of your anti- harassment efforts. Review policies, training materials, and reporting mechanisms to identify areas for improvement. Make necessary adjustments to prevent and address workplace harassment better. Preventing workplace harassment is a collective responsibility that requires ongoing effort and commitment from organisations and their employees. By establishing clear policies, promoting a culture of respect and inclusion, and taking decisive action against harassment, workplaces can create a safe and supportive environment where every employee can thrive. Establish and communicate clear anti- harassment policies within your organisation. Ensure that employees are aware of these policies and understand what constitutes harassment. Encourage employees to report any incidents they witness or experience, and emphasise that retaliation against those who report harassment will not be tolerated. www.telljane.co.uk

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