As with many organizational change efforts, employees can be a great source of ideas. This case study was no exception. Employees offered several recommendations that largely pertained to improving the reputation and performance of the organization. These included, promoting more women in leadership positions, greater efforts to reform organizational culture, holding people accountable for bad behavior, providing more effective leadership training, offering more support to employees, and showcasing the positive work of employees.
Follow this last chapter in the story by clicking on the main link below or listen to the comments of individual employees. Links to specific resources for addressing workplace bullying and harassment can also be found on the right-hand side of this page.
The attitudes and behaviours of senior....
The attitudes and behaviours of senior leaders are where the rubber meets the road, if you really value respect, you have to precisely describe and communicate what it looks like and then hold yourselves 100% accountable for role modelling it. When there are transgressions, which there will be since we’re all human, they need to be admitted and apologized for immediately. No one gets a “pass” because of rank or special talent. Only with the highest commitment to accountability at all levels can any organization truly begin reaping the benefits of a respectful workplace.
There are some outstanding people....
There are some outstanding people in this organization, but our upper management needs to change, and you can’t expect the people who caused many of our problems in the first place to fix them.
It needs more cultural diversity in....
It needs more cultural diversity in its employees and has real respect, not just in the policies but in the people that are put in middle management. Get rid of the “old boys’ club”, it still exists. I would never recommend the organization to my younger family members until I see change in middle management.
Ethics training (courses, lectures, etc.) should....
Ethics training (courses, lectures, etc.) should become essential to all levels of advancement. Ethics should be in every job competency profile and a scored functional competency for advancement. When ethics becomes real for the members in terms their advancement, they will change. If it has no effect on them, they will give it lip service.
The staffing of positions and promotions....
The staffing of positions and promotions are still influenced by friendships within the organization and until we can guarantee more transparent, unbiased staffing processes, members will be reluctant to report incidents of wrongdoing.