Dealing with Verbal Abuse at Work

 

 Figure 1

What is Verbal abuse at work?

Threatening, screaming, swearing, insulting, and mocking a victim or victims in front of others or in private are all examples of obvious verbal abuse at work. Workplace verbal abuse can be difficult to define, and what concerns one individual may not affect another (i.e., spreading rumors or making insinuations, telling objectionable jokes, and teasing).

Because verbal abuse at work is not prohibited, unlike sexual harassment and racial discrimination, it rarely makes it into business policy books. As if it were a personality dispute, everyone affected by workplace verbal abuse is left to fix the matter on their own.

Individual characteristics that have no influence on professionalism cause personality issues.

For example, a coworker's laugh or a non-abusive yet unpleasant communication style.

Effects of Verbal Abuse at work

 😕Embarrassment

 😕Loss of interest in previously pleasurable activities

 😕Feel guilty for producing the terrible feelings at work. 

 😕Low productivity

 😕Increased absenteeism

Ways to deal with verbal abuse at work

👉Pay Attention

Recognize and avoid insulting and disrespectful words and actions. Verbal abuse includes insults directed at your appearance or clothing, as well as scolding or berating in the presence or absence of coworkers. Unfriendly, aggressive hand gestures and body language are frequently used to reinforce these assaults. Verbal abuse can be accompanied by deception, shame, guilt, or being pitted against another employee.

👉Find Your Voice

Who will have your behind if you don't? Now is the time to stand up for yourself. If the prospect of it makes you uncomfortable, compose a script in which you say, "I deserve to be treated with respect." Play a role with a coworker or in front of the mirror. Rehearse this crucial confrontation so you'll be ready to declare your boundaries when the time comes. Make statements that begin with the word "I." Using the word "you" puts the other person on the defensive. Remember that the game ends when one of the players decides to leave. There is no such thing as a bad time to speak your mind, no matter how unpopular or difficult it may be.

👉Keep records

Even though most of us have recording devices, retain a written record of who said what, when, and where. This exercise can sometimes assist us in awakening. More importantly, this evidence will shed light on issues that other management or human resource colleagues may be unaware of.

👉Hire Help

dependable and unambiguous Support from coworkers is like sunshine after a storm. You're probably not the first or only victim of verbal abuse because it doesn't happen in a vacuum. Find out what happened before and how it was resolved, if at all. Recruit allies for each encounter you plan to have. Be wary of the resentment-fueled spiral into gossip. Though tempting, gossip is divisive, and if you emulate your aggressor, you may end up looking like them. Really.

 

👉Expand your horizons.

When you realize that a hammer will always find a nail, you know that we all see the world through our own internal projections. This gives you a sense of space and intrigue when dealing with encounters, particularly unpleasant ones. Curiosity also leads to compassion and understanding, as well as the realization that things happen to us rather than to us. As you gain courage and stand your ground, practice curiosity. Refrain from passing judgment on anyone, especially yourself.

HR strategies to manage verbal abuse at Workplace

📓Taking records

It's tough to eradicate all instances of verbal abuse. As a result, develop methods for reporting concerns so that you can keep detailed records.

Specific information to gather includes:

• The name of the complainant and the person accused
• A full description of the incident including the date, location, and the names of any potential witnesses
• How the incident has adversely affected the complainant and their ability to perform their job
• Other relevant information integral to understanding the nature of the incident

This information should be always kept confidential and must not be shared with anyone uninvolved with the incident.

👂Resolving Matters

HR is also in charge of developing a resolution procedure. In some circumstances, this can be accomplished informally. Sometimes just having a one-on-one conversation with the accused is enough. HR would describe the nature of the offense and state that such conduct would not be permitted. To acquire a greater picture of the occurrence, they should listen to the accused individual's summary.

 

References

Holly, K. (2021, December 17). Dealing with Verbal Abuse at Work, HealthyPlace. Retrieved on 2022, April 28 from https://www.healthyplace.com/abuse/verbal-abuse/dealing-with-verbal-abuse-at-work 

https://www.healthguidance.org/entry/17797/1/Dealing-With-Verbal-Abuse-in-the-Workplace.html#:[Accessed on April 29, 2022]

Work-Life Balance of Women Employee

 

Figure 1

Personal life and work life are often considered to be the two sides of the same coin.

Work-life balance (WLB) is about feeling comfortable with both work and personal commitments.

WLB = Healthy life + Satisfactory lives both Professionally and Personally 

There are three essential components in WLB namely paid work, unpaid work and personal time.

Women are mostly into full time services and are working 8 hours per day and 5 days in a week minimum and are confronted by increasing workload everyday. So, most of them carry work and responsibilities to home but balancing between these two complex situations in the present day fast life requires talent, tact, skill and caution. Women have to cope up with high work targets, office commitments, tight meeting schedules and the duties and responsibilities of life and home. Employers should concentrate on framing various policies and schemes to facilitate Work life balance to encourage and attract women employees. (SayantiGhosh, 2010).

Work Life balance is not something that just happens. It involves the efforts of a number of partners: the employee, the organization for which the employee works, the family with whom the employee lives and the society in which all are embedded. It involves mutual understanding and respect between all of these players. (N.Gayathri & Dr.P.Karthikeyan, August 2013)

Work Life Balance means the competence to schedule the hours of an individual Professional and Personal life so as to lead a healthy and peaceful life. It emphasize the values, attitudes and beliefs of women regarding their age to work in organizing and balancing their work and personal life. (K.Santhana Lakshmi &S.SujathaGopinath, March 2013). 

WLB consists of five aspects of one’s life at any given time namely, work, family, friends, health and safe. Some factors are key and lead to disruption in WLB such as increased level of stress, competition and insecurity in the work place. In the past decade changes in the work place and employee demographic were the increased concerns for the gap between employee work and non-work lives. Huge impact made on employee’s personal time by mandatory overtime, shift work, on-call duties and week end / holiday coverage imposed by the employer (Agha, et al., 2017).

Figure 2

The following variables influencing the experience of WLB were identified while reviewing the various literatures.

                                                                                        Figure 3

• Work Family Conflict and Family Work Conflict

• Women in various roles

• Career Advancement

• Work Stress

• Child care

Importance of Work Life Balance

Everyone requires time to unwind and re-energize. It improves their ability to improve their level of performance. As a result, from a management standpoint, it is critical to encourage employees to take time off work without overworking them. Creating a culture that encourages people to participate in things that they enjoy will make them better colleagues, friends, and family members. When the employee's work time is up, he or she must leave the office. This is difficult to achieve since individuals place demands on people's time. People must learn to say "NO" and accept only the most critical tasks.

With Work-life balance employees are able to take time to enjoy the life they have work so hard to create. They have time for family and friends too. Without creating a WLB person they take their stress out in their loved once. Prolonged Stress resulted employees’ physical disorders and illnesses like, heart decease, diabetes and are associated with health risks such as increased smoking and alcohol consumption, weight gain and depression (Meenakshi , et al., 2013). 

Steps to a better Work-life Balance

1. Effective and efficient time management.

2. Spend some time thinking about what is most important, and create a list of top         priorities for home and work.

3. Schedule the day, plan the work assigned for the day and accomplish the target.

4.  Leave work at the work place and don’t bring the work to home and viz versa .

5.  Learn to say No to self and others as an when required.

Conclusion

Every woman should choose a goal and flourish in both her work and her family in order to accomplish WLB.

Planning, organizing, and setting limits are some of the tactics and abilities that can be utilized at home and at work to achieve a rewarding and gratifying well-balanced existence, both professionally and personally. 

To meet the demands of the family, female employees should provide both physical and financial care. Work on achieving corporate goals as well as personal growth in order to meet career requirements. In order to address the difficulties of women's work-life balance in today's corporate environment, organizations must implement human resource strategies and policies. 

REFERENCES

Agha, K., Azmi , F. T. & Irfan , A., 2017. Work-Life Balance and Job Satisfaction: An Empirical study Focusing on Higher Education Teachers in Oman. International Journal of Social Science and Humanity , 7(3), p. 164.[Accessed on April 27, 2022]

J. Sudha et. al./ International Journal of Management Research & Review available at http://www.ijmrr.com/ [Accessed on April 27, 2022]

The Role of HR in Employee Well -Being and Workplace Safety

 

Figure 1

Importance of employee well-being and workplace safety

Any company's most valuable asset is its employees. As a result, employee safety is critical to any business's success. Failure to create a safe working environment will further harm the company's reputation by ignoring occupational safety regulations. Workers also spend a significant amount of their time at work. Employees spend an average of 8-10 hours per day at work, therefore creating a safe and welcoming atmosphere for them is critical. (Parker, 2019).

Role of HR

       To develop and sustain safety policies, HR plays an important role. When it comes to HR's role in employee well-being, it's important to remember that HR should include both physical and emotional health. The following are the major obligations that HR must fulfill to protect the safety and well-being of the employees.

Ø   HR should educate and remind both employee and employer that ensuring the safe working environment is a responsibility of both parties.

Ø   Frequent consultation from outsource professionals is necessary to provide a safe working environment and a healthy workforce. In such situations, HR should function as a coordinator or rather a liaison between the employee and the consultancy to assure technicalities of health and safety compliance.

Ø     HR should also serve as a liaison between the organization's authorities and its employees, in addition to the functions. Because Human Resources oversees ensuring that employee safety concerns are addressed and heard. (Johnson, 2014).  

Ways to Create a Safe Working Environment

Paying staff a remuneration does not necessarily guarantee the best results. In every manner possible, the company should take care of its employees. Employee happiness and loyalty will improve, and productivity will increase. 

As a result, HR plays a critical role in creating safety practices as well as maintaining and improving workplace safety standards.

✔ Being Aware and Identifying workplace Hazards
✔ Implementing Workplace Safety Programs
✔ Practicing Correct Posture
✔ Reporting Unsafe Working Conditions
✔ Promoting Regular Breaks
✔ Reducing Workplace Stress
✔ Providing Proper Safety Training to Employees
✔ Using Protective Safety Equipment
✔ Easy Access to Exits in Case of Emergencies
✔ Using Mechanical Aids

Conclusion

Good companies all over the world have a safe work environment as a feature. Employees all want to know that they are safe and secure.

Safety in the workplace is a major concern. Employers should make certain that their workers work in a safe atmosphere.

The responsibility for workplace safety rests with management systems and business owners. Employers should encourage staff to follow safe procedures and use protective gear. Safety policies and activities should be encouraged.

 

 

References

HR Gazette, 2019. HR Gazette. [Online]
Available at: https://hr-gazette.com/the-role-of-hr-in-workplace-safety/
[Accessed 26 April 2022].

Johnson, C., 2014. BUSINESS 2 COMMUNITY. [Online]
Available at: https://www.business2community.com/human-resources/role-hr-maintain-safe-environment-workplace-0958858
[Accessed 26 April 2022].

Parker, S. J., 2019. HR Technologist. [Online]
Available at: https://www.hrtechnologist.com/articles/workplace-wellness/the-role-of-hr-in-your-office-safety-and-wellbeing/
[Accessed 26 April 2022].

 

Factors Affecting Recruitment and Selection

 

 

The fundamental purpose of the HR department is recruiting, and the recruitment process is the first step in ensuring the association's competitive quality and recruitment strategic advantage (Ahmed, 2021).

The relevance of appropriateness in recruiting and selection for the desired performance cannot be overstated (Islam, et al., 2010). 

Recruitment strives to attract a big pool of individuals to apply for the position, giving you a large pool of candidates to pick from, whereas selection aims to sift through this pool to discover one person who is the best fit out of all the applications (Harness, 2019)

The factors affecting recruitment and selection are organized into the internal and the external categories.

The Internal Factors

·           Size of the Organization: 

    Recruitment planning is required for the development of a firm in order to hire more personnel, which will be critical in the management of future operations.

·       Recruitment Policy: 

    It establishes the recruitment objectives and gives a framework for putting recruitment programs in place.

·      Image of the Organizations: 

        A positive market image can easily recruit competent and capable resources.

·       Image of Jobs: 

Jo    Jobs with a positive image in terms of greater salary, promotions, recognition, a pleasant     work environment, and prospects for professional advancement.

 

The External Factors

·           Demographic Factors: 

        Age, religion, educational credentials, gender, occupation, economic status, and location of potential employees are all factors to consider.

·       Labor Market: 

        The labor market regulates the demand for and supply of labor.

·       Unemployment Rate: 

        Human resource hiring will be straightforward and managed if the unemployment rate in a given location is high. When the unemployment rate is low, on the other hand, recruiting is difficult due to a lack of resources.

·       Labor Laws: 

        Labor laws reflect the market's social and political environment, which is shaped by both the federal and state governments.

·       Legal considerations: 

        These government-approved considerations will have a favorable or negative influence.

·       Competitors: 

        There is a need to examine and create the best provision when firms are competing for the most qualified resources.

Equal Opportunity: 

    It is vital to consider equal employment opportunities for the individuals. All the applicants are treated on an equal basis and consistently at every stage of recruitment (Kapur, 2018).

 

Conclusion

It is critical to ensure that the above factors are followed when recruiting. The right person for the right position at the right time is critical to an organization's success. A poor hiring decision can have a negative impact on the organization's overall performance.

 

References

Ahmed, S., 2021. Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance. International journal of Engineering, Business and Management (IJEBM), 5(3), p. 1.

Harness, J., 2019. Definition of Recruitment & Selection. Bizfluent .

Islam, N., Habib, M. & Pathan, R., 2010. Factors Affecting the Recruitment and Selection Process of Private Commercial Banks in Bangladesh. The Journal of Global Commerce, Volume 2, p. 1.

Kapur, R., 2018. Recruitment and Selection. ResearchGate.

Why Job rotation is important?

Figure 1-www.MyVenturepad.com

Job rotation is the process of rotating personnel between departments within an organization in order to expose them to the general operations of the company.

Employers hope to evaluate their employees' capabilities as well as lessen the monotony of job roles by doing so.

Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It is a pre-planned approach with an objective to test the employee skills and competencies in order to place him or her at the right place.(Management study guide, 2022)

Objectives and benefits of a job rotation

Figure 2-www.hrhelpboard.com

• It reduces the amount of strain, physiological stress, and tiredness associated with a single job function.

• It lessens the employee's dread of being stuck in a high-risk job.

• It boosts employee productivity and efficiency at work.

• It allows people to be more flexible at work and improves their skill set.

• It gives you a break from dullness and complacency.

• It aids in the reduction of absenteeism and turnover in the workplace.

• It decreases the risk of being exposed to only one employment role's demands.

Figure 3-Slideteam.net 

Job rotation is an excellent way to identify and groom future successors. The HR department can direct resources when and where they are needed, which is one of the key benefits of having an effective job rotation in an organization. It evaluates employees and places them in positions where their skills, abilities, and qualities are fully utilized (Juneja, 2021).

Purpose of Job Rotation Policy

The goal of a job rotation policy is to develop a talent pool for the organization by allowing employees to cross train. As noted below, the employment rotation policy serves a variety of functions.

• To improve employees' understanding of how the organization operates.

• To give employees the opportunity to learn new skills and processes.

• To provide employees with a career path by changing their work profile from a dead end job.

• To keep employees engaged and productive during their tenure with the company. 

Conclusion

There should be benefits for both the company and the employee in order to establish a successful work rotation. Job rotation should, in general, be beneficial to all parties. Both the employer and the employee must be willing to conduct an effective work rotation.

Once both sides are satisfied with the job rotation procedure, the company should ensure that the rotation will not have a detrimental influence on the organization's performance. For example, if all employees are sent for job rotation, operations will be disrupted; so, authorities must properly manage job rotation. 

Finding the right time and the right departments are essential for a successful work rotation. If a garment factory's staff is cycled while meeting a tight deadline for an export order, the process will be ineffective, and the organization will suffer. The most crucial thing to remember is that job rotation should have a clear conclusion / benefit for the company.

References

Juneja, P., 2021. Management Study Guide. [Online]
Available at: https://www.managementstudyguide.com/job-rotation.htm [Accessed 11 Apr 2022]

MBA Knowledge Base, 2021. MBA Knowledge Base. [Online]
Available at: https://www.mbaknol.com/human-resource-management/job-rotation/
[Accessed 11 Apr 2022]

The Importance of Whistleblowing in an Organization

 

Figure 1

What is whistleblowing? 

“Whistleblowers are people who expose unethical or illegal wrongdoing within companies by reporting it internally to superiors or externally to the media, government authorities, or specialized attorneys.”

www.whistleblowersinternational.com/what-is-whistleblowing/

“Whistleblowing is the act of drawing public attention, or the attention of an authority figure, to perceived wrongdoing, misconduct, unethical activity within public, private or third-sector organizations. Corruption, fraud, bullying, health and safety violation, cover-ups and discrimination are common activities highlighted by whistleblowers.” https://www.hrzone.com/

The benefits of Whistleblowing

1.It guards against Misconducting

Employees who want to commit misbehavior are less inclined to do whatever crime they have in mind if they know that other employees will call them out and that management would subsequently investigate the complaint.

2.It is Ethical

Fundamentally, corporations have an ethical responsibility to safeguard and assist their employees. This includes safeguarding employees who raise concerns about probable misbehavior at the workplace. The majority of employees want to speak out about issues they see at work, and their supervisors should encourage them to do so. That's a lot better than the alternative, where employees don't care whether you know what's wrong with the company.

3.It reduces both risks and costs.

Misconduct that persists for an extended period of time will be more expensive to correct in the end. That is true whether the misbehavior is a criminal legal violation (such as bribing government officials), workplace harassment that could result in civil lawsuits, or simple mistakes that endanger the company (poor cybersecurity defenses). Whistleblowers who feel comfortable speaking up are helping the company save money in the long run.

 

4.It provides a more in-depth look at topics.

It's possible that management is aware of an issue in the firm but lacks a precise knowledge of what's wrong. Internal reports might provide the critical information or examples that management requires to piece together the complete picture and design the right reaction.

5.It encourages more openness and trust.

Academics have discovered that companies with a strong internal reporting culture and receive more internal reports than their peers have better business outcomes in general.

 

Conclusion

The purpose of the whistleblowing policy is to encourage employees to work in good faith toward the company's goals and objectives. In order to prevent any type of wrongdoing within the organization, it is essential to have a whistleblowing policy in place.

 

 

References

Amazon.com: Whistle-Blowing in Organizations (Organization and Management): 9780805859881: Miceli, Marcia P., Near, Janet Pollex, Dworkin, Terry M.: Books[ Accessed on 02 Apr 2022]

Whistleblowers in Business: Do the Risks Outweigh the Benefits? (upenn.edu)

[Accessed on 02 Apr 2022]