Not every team member will be interested in fostering collaboration with others, being innovative or show a willingness to learn and be challenged, but managers should still encourage the development of these characteristics within performance review conversations. Strengthening these personal characteristics will reduce workplace conflict, increase team harmony and improve productivity.
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It is important for HR Practitioners to be aware of the inquiry into Australian Workplace Relations as changes put forward by the Productivity Commission could lead to changes in the Independent Contractors Act 2006 and Fair Work Act 2009 (FWA). Federal Treasurer, The Hon Joe Hockey MP, requested the Productivity Commission undertake an inquiry into […]
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This post is contributed by Workplace Conflict Resolution’s Legal Commentator, Tiffany Healy There are many benefits to implementing policies and procedures in the workplace. One of these benefits includes allowing an organisation to effectively control and manage its workforce. However, the workplace is no exception to the old adage, rules are made to be broken. It […]
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This post is contributed by Workplace Conflict Resolution’s Legal Commentator, Tiffany Healy There is a diverse range of personalities to manage in the workplace. In order to maintain a cohesive and harmonious working environment, it is in management’s best interests to recognise and celebrate this diversity. However, an employer’s tailored management approach towards their staff needs […]
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An aggrieved worker has been successful in having a stop bullying order imposed by the FWC. The first anti-bullying order was determined by Senior Deputy President Drake after holding conference between the applicant and respondent. Interestingly this order imposes restrictions on both the applicant and the respondent. It has not been previously considered that a […]
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The second in our series of online training sessions briefing HR professionals and managers about the upcoming Anti-Bullying Measures to be introduced on January 1 under changes to the Fair Work Act. In this session, we explore what management action is and when it would be considered reasonable. 0:20 – What is not bullying? 1:22 […]
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The third in our series of online training sessions briefing HR professionals and managers about the upcoming Anti-Bullying Measures to be introduced on January 1 under changes to the Fair Work Act. In this session, we explore how the Fair Work Commission will manage Stop Bullying Orders. 0:15 – The Legislation 1:01 – Worker in […]
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The fourth in our series of online training sessions briefing HR professionals and managers about the upcoming Anti-Bullying Measures to be introduced on January 1 under changes to the Fair Work Act. In this session, we explore what type of orders we can expect the Fair Work Commission to impose. 0:15 – The role of […]
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Never underestimate the power of good organisational policies. Sure they appear to be just a bit of paper lying around in a folder in the tea room or in a hidden in a file on the shared drive. BUT if they are also detailed, well written, read by staff and kept alive by management – […]
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From our experience of working with many and varied clients, workplace bullying happens because managers allow it to. Some managers may condone bullying (and in fact display bullying behaviours themselves) because they either consciously or subconsciously subscribe to such ideas as: – this is the way a person is treated when they are ‘different’ or […]
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