A Queensland Wide Workplace Consultancy
Centacare's specialist consultant in Workplace Bullying Prevention and Management is able to assist you in confidently establishing whether or not your Business offers your employees Fair and Respectful Workplace Behaviours, Equal Employment Opportunity (EEO), Diversity, Discrimination Prevention, Bullying and Harassment Prevention and Grievance Management.
Our Core Consultancy
1. Specialist Consulting
2. Education and training
3. Coaching and Mentoring
4. Resources and referral
5. Specialist Psychologist and Psychiatrists
We Offer
- 24-hour response to your enquiries
On-site training
Up-to-date training and resources tailored to add value to your business
On going specialist support
1) Specialist Consulting:
- Staff survey to establish perception of bullying issues
- Risk Management support
- Development and implementation of bullying policy
- Development & management of grievance procedures
- Investigation into formal complaints of bullying / harassment
- Mediation
- Conflict Management
- One-on-one Coaching
2) Education & Training
Every training program is tailored to integrate with organisational goals and designed to bring the most up-to-date information on the Prevention and Management of Workplace Bullying and Harassment. Your tailored program is designed to assist your Business in Preventing and/or Managing workplace bullying, workplace mobbing and harassment and to achieving zero tolerance of anti-social behaviours
Principal trainer Jenny Creedy, invites you to familiarise yourself with each of the highly educational training programs. You will find that Jenny genuinely cares for the health of your business and the health of your staff.
1) Workplace Bullying Prevention and Management: (certificate of attendance)
Target Audience: Chief Executive Officers, Directors, Managers, Line Managers and
Team Leaders
2) Workplace Bullying Prevention and Management
Target Audience: All General, Casual and Contract Staff
3) 2 hour Information Session
Target Audience: All staff
4) Contact Officers Training
5) Team Building/ Leadership Skills
Target Audience: Chief Executive Officers, Directors, Managers and Line Managers
6) Conflict Management
Target Audience: All staff
7) Managing Performance Appraisals
Target Audience: Chief Executive Officers, Directors, Managers and Line Managers
8) Maintaining Safe Stress in the Workplace
Target audience: All staff
9) One-on-one Coaching
Target Audience: Senior Management, Line Managers and Team Leaders
3) Post training coaching, monitoring and review
TRAINING PROGRAM 1
Workplace Bullying Prevention and Management (full day course)
(Certificate of attendance)
Target Audience:
This program is for Chief Executive Officers, Directors, Line Managers and Team Leaders
Introduction:
Managing workplace bullying and harassment is a one-day program designed to assist Chief Executive Officers, Directors, Line Managers and Team Leaders in dealing with anti-social behaviours in their workplace. During this one day session you will be provided with the most comprehensive, up to the minute information and will learn strategies for minimising and managing workplace bullying, harassment and workplace mobbing.
Learning Outcomes
- At the completion of the training participants will be able to:
- Articulate requirements of the Industrial Relations Advisory Standards
- Define workplace bullying, discrimination and sexual harassment
- Identify indicators of workplace bullying and harassment
- Understand the effects and impact of workplace bullying and harassment
- Develop ‘prevention' strategies.
- Understand the principals of natural justice and procedural fairness
- Manage complaints / grievance procedures with confidence and effectiveness.
Program Content:
- Defining workplace bullying, discrimination and sexual harassment
- Effects of bullying and harassment on employee's health and business performance.
- Management/senior staff roles, rights, responsibilities in maintaining standards of conduct and building a culture of zero tolerance.
- Intervention by management -- What to do when an issue is brought to your attention
- The 5 step "Risk Management" process.
- Effective management of workplace complaints / grievances.
- Questioning techniques - empathetic listening
- Establishing if the complainant is the perpetrator or target.
- Implementation of Workplace Bullying Policy and Procedures
Duration: 8 hours (9.00am to 5.00pm)
Attendance No: 15 maximum per session
Cost includes: Training customisation, On-site delivery, Certificates
Workbook: $10.00 each
Workplace Bullying Prevention and Management (half day course)
Target Audience:
This 4-hour program is suitable for all employees including contractors and casual staff.
Learning Outcomes
At the completion of the training participants will be able to:
- Define workplace bullying, discrimination and sexual harassment
- Describe behaviours that constitute bullying
- Recognise their personal responsibility in the prevention and management of bullying
- Identify the effects and impact of workplace bullying and harassment
- Describe some strategies to address workplace bullying and harassment
Program Content:
- Defining bullying and harassment
- Profiles of perpetrators and their targets
- The toxic workplace - factors that stimulate and perpetrate bullying and harassment
- Effects of bullying on health of employees and business
- Individual action, workplace strategies
- Small group work - action plan to be implemented in workplace.
Duration: 4 hours
Attendance No: 15 maximum per session
Cost includes: Training customisation, On-site delivery, learning materials
Workplace Bullying Prevention and Management (Information Session)
Target Audience:
All staff
Learning Outcomes
At the completion of the training participants will be able to:
- Define workplace bullying and harassment
- Describe behaviours that constitute bullying
- Identify the effects and impact of workplace bullying
- Describe some strategies to address workplace bullying
Program Content:
- Defining bullying and harassment
- The toxic workplace - factors that stimulate and perpetrate bullying
- Effects of bullying on health of employees and business
- Individual action, personal strategies
Duration: 2 hours
Attendance No: 20 maximum per session (limit 3 sessions per day)
Cost includes: Training customisation, On-site delivery, Resource materials
Contact Officers Training
Prerequisite:
Participants are required to have completed training in Workplace Bullying Prevention and Management for general staff (Program 2)
Introduction:
This 8 hour intensive training program assist participants in developing the highly effective skills required of Contact Officers in the facilitation of workplace bullying complaints and related issues. The ‘intervention strategies' and ‘listening skills' acquired through this training will aid in reducing the likelihood of costly and time-consuming grievances.
Learning Outcomes
At the completion of the training participants will be able to:
- Provide timely and confidential, non-judgemental support to all staff.
- Perform tasks with full knowledge and understanding of the role of a contact officer.
- Act as a resource for general information on workplace bullying and all forms of discrimination
Program Content
- Defining the role and responsibilities of Contact Officers
- Guide to managing first contact (avenues for complaints)
- Fine tuning listening skills
- Maximising the use of policy and procedures
- Types of discrimination and harassment
- Paper trail - what to do with paperwork
- Vicarious Liability
- Legislative requirements
- Case studies
Duration: 8 hours
Attendance No: 10 maximum per session
Cost includes: Training customisation,
On-site delivery,
Presentation folder and resource material
Follow up telephone support and coaching for 3 months.
Jenny is also able to assist your Business with:
1) Conference and workshop presentations in any location throughout Queensland. Jenny will address your delegates/ participants on any aspect of workplace bullying prevention and management.
2) Developing and writing customised training packages on workplace bullying prevention and management for your in-house trainers.
3) Developing and writing " best practice" policies and procedures on workplace bullying, discrimination and grievance management
4) Formal complaints investigations (report and recommendations)
Helpful Hints from Jenny
Your line managers / Team Leaders need to understand how to behave to avoid being (seen as) a bullying or harassing manager. A competent and skilled line managers / team leader will:
„Ï Model the behaviour of always showing respect in how he or she talks to staff.
„Ï Have clear and reasonable work/service-delivery plans, priorities and goals
„Ï Demonstrate a fair and appropriate delegation of tasks
„Ï Will be confidently skilled in the delivery of performance management and performance reviews.
„Ï Ensure staff have a reasonable and fair level of supervision
„Ï Demonstrate a reasonable time frame in attending to staff requests for leave, training, travel away from area/office, special treatment etc.
„Ï Utilise consultative processes with staff
„Ï Demonstrate the strengths of honesty, consideration, tolerance, resilience, non-judgmental attitude and openness
Are you aware of any indicators that suggest staff is being affected by:
1) Abusive, aggressive, humiliating or threatening behaviours?
2) Managers / Team leaders using their position to undermine, threaten, show favouritism or intimidate staff?
3) Office gossip, innuendos, rumours, sexist statements or suggestions?
You may need to monitor your workplace to ensure that your staff is safe from anti-social behaviours
Risk Factors to be mindful of:
A number of workplace factors have been linked with incidents of workplace bullying. The presence of these factors does not necessarily mean workplace bullying exists; however, they may increase the risk of workplace bullying occurring either now or in the future.
1. Organisational change; research has established a relationship between levels of workplace bullying and organisational change. These include:
- New manager or supervisor/ or prolonged absence
- Change in ownership of business
- Introduction of new technology
- Restructuring
2. Workplace relationships: Poor workplace relationships and ineffective communication
(For example, inadequate information flow or lack of consultation with workers) has the
potential to create an environment where workplace bullying is more likely to occur.
3. Workplace culture: A workplace that condones teasing or practical jokes against workers,
turns a blind eye to initiation practices for new workers, or are generally complacent
about bullying behaviours is more likely to experience workplace bullying.
4. Human resource systems: Human recourses system factors that may increase exposure to the risk of workplace bullying include:
- Ineffective policies and complaints handling procedures to manage workplace bullying grievances and appeals.
- Poorly written job descriptions and high levels of uncertainty about job expectations/ requirements.
- Poorly managed performance management / reviews
- Recruitment and selection process; not ensuring effective merit based processes, taking into consideration anti-discrimination and equal opportunity principles.
February 2010 "helpful hint" will cover Vicarious Liability and Natural Justice
Push To Stamp Out Bullying