What type of environment do you walk into at work each day? Do you and your colleagues exchange greetings, freely ask one another questions pertaining to work, or do you avoid your coworkers at all costs? Organizational culture is the behavior and responses in which each employee is accustomed to demonstrating in the workplace based on the example that has been indoctrinated and displayed by those in the top levels of the upper echelon. These behaviors are typically seen as acceptable rather warm and kind or rude and unruly. It is essential that leaders within any organization create a culture of peace, comradery, and production in order to keep employees happy and satisfied. Otherwise, according to Carden and Boyd (2013), there are high chances for retention issues, workplace bullying, and the escalation of workplace violence, which is highly prevalent in today’s society.
Where should an organization start to create a healthy organizational culture and safe work environment? The prevention of negative behaviors, including but not limited to harassment, sexual harassment, discrimination, hazing, and workplace bullying, are the first step to creating a healthy work environment. According to Namie (2005), an unhealthy work environment will inevitably lead to lower retention rates because oftentimes employees become ill due to the stress and dissatisfaction involved with coming to work.
Second, employers should implement and/or revise current employee handbooks to ensure there are policies and procedures that address the definitions, examples, and steps on how to respond to negative behaviors displayed in the workplace. Next, repercussions must be incorporated and acted upon accordingly if a policy is broken, otherwise the policies will not be taken seriously. Usually, these policies are taught and reports are handled by a human resources department, union, employee assistance program, or otherwise.
Finally, SBR Workplace Consultation Services is also the answer to providing services that meet the needs of creating and implementing policies and procedures, hosting trainings and workshops, and speaking at conferences in regards to topics relating to organization, management, and leadership.
References:
Carden, L., & Boyd, R. (2013). Workplace bullying: Utilizing a risk management framework to address bullying in the workplace. Southern Journal of Business & Ethics, 5, 8-17.
Namie, G. (2005). Workplace bullying: Hazard for healthcare professional. Retrieved from http://www.workplacebullying.org/multi/pdf/N-N-2005.pdf.