Figure 1: an integrated approach to preventing bullying. This approach enables an organisation to: articulate, communicate and support ethical standards of behaviour consider and reduce the risk of bullying monitor workplace culture in general and be alert to signs of bullying enable appropriate action to be if it occurs review allegations and incidences with the aim of improving workplace systems and culture. Leadership and culture Preventing bullying involves more than merely complying with the Code of Ethics or other agency codes. The PSM Act outlines expectations for the behaviour and actions of public sector employees. These are supported and enacted by organisational leadership, culture and values. Employers want a productive workforce that manages its performance and achieves results. Employees want to work in a place where they know what is expected of them, they are treated fairly and their skills and contribution are recognised and valued. Both employers and employees seek a harmonious work environment. Leaders as role models Leaders and managers contribute to the culture of a workplace, not just by what they say but also by what they do. Effective leaders model their organisation’s values and standards for workplace behaviour and employees take their cues from their managers and the immediate environment. Leaders need to model appropriate behaviours in how they conduct themselves and have the courage to deal with inappropriate behaviour when they become aware of it. Leaders and managers should ensure that performance management systems and processes operate effectively within their agencies, to enhance understanding of work performance and expectations and ensure giving and receiving constructive feedback on work performance is routine. Values driven culture The culture and tone of an organisation will either encourage a positive work environment or inhibit it. The presence of bullying in the workplace can be the result of a workplace culture and environment that tolerates or condones behaviour such as intimidation, harassment, initiation ceremonies or the use of strong abusive language.
Figure 1: an integrated approach to preventing bullying. This approach enables an organisation to: articulate, communicate and support ethical standards of behaviour consider and reduce the risk of bullying monitor workplace culture in general and be alert to signs of bullying enable appropriate action to be if it occurs review allegations and incidences with the aim of improving workplace systems and culture. Leadership and culture Preventing bullying involves more than merely complying with the Code of Ethics or other agency codes. The PSM Act outlines expectations for the behaviour and actions of public sector employees. These are supported and enacted by organisational leadership, culture and values. Employers want a productive workforce that manages its performance and achieves results. Employees want to work in a place where they know what is expected of them, they are treated fairly and their skills and contribution are recognised and valued. Both employers and employees seek a harmonious work environment. Leaders as role models Leaders and managers contribute to the culture of a workplace, not just by what they say but also by what they do. Effective leaders model their organisation’s values and standards for workplace behaviour and employees take their cues from their managers and the immediate environment. Leaders need to model appropriate behaviours in how they conduct themselves and have the courage to deal with inappropriate behaviour when they become aware of it. Leaders and managers should ensure that performance management systems and processes operate effectively within their agencies, to enhance understanding of work performance and expectations and ensure giving and receiving constructive feedback on work performance is routine. Values driven culture The culture and tone of an organisation will either encourage a positive work environment or inhibit it. The presence of bullying in the workplace can be the result of a workplace culture and environment that tolerates or condones behaviour such as intimidation, harassment, initiation ceremonies or the use of strong abusive language.