Managing the Hard Stuff OPP.ppt

8/19/2019 Managing the Hard Stuff OPP.ppt

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Managing the Hard Stuff:Managing the Hard Stuff: Alcohol Abuse, Bullying, and Mental Illness Alcohol Abuse, Bullying, and Mental Illness

Susan RutanManager, Human ResourcesOffice of Physical Plant


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The personnel issues that are the mostdifficult to manage reflect our lives. Theyare the same issues people struggle with inrelationships outside of wor!

" Alcohol a#use" Bullying

" Mental illness


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The topics todayThe topics today

$ The effects on wor and the worenvironment

$ Recogni%ing the indicators$ Strategies for managing employees

$ &dentifying resources


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The ase StudiesThe ase Studies

'or in your groups to read and discuss the

case studies. Then #riefly answer the

(uestions. )ou*ll have a#out + minutes.

Thin of (uestions that you want to as of me.


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ase "#ase "#

-red, the supervisor, has more re(uested transfersout of his area than any other supervisor.

Star performer, ngela, transfers to nights for familyreasons. Since her move she seems tired, stressed,and an/ious.

&n tears, ngela tells a coworer that -red yells and

#elittles her, often in front of coworers. He tellsher she is not a good employee and she #etterwatch it. Other employees tell her that she is the 0ew Target.


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BullyingBullying

'hat is #ullying

Persistent unwelcome and humiliating

#ehavior, mostly using invalid criticism,fault2finding, and threats of conse(uences.3ullies sometimes shout, yell, and curse.Other #ullying is less o#vious. 3ullying is a

gradual process that wears the victimdown4maes them feel worthless.3ullying is #ehavior that is reoccurring5 not a one2time lost of temper.


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The effects of bullyingThe effects of bullying

$ 6emorali%ed employee7s8

$ &ncreased a#senteeism and turnover

$ Reduced productivity

$ 6istrust of management for failure to stopthe #ullying #ehavior

$ Stress2related worers comp. claims$ &n e/treme cases! PTS6 and lawsuits


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The indicators of bullyingThe indicators of bullying

$ #senteeism, tardiness, and turnover $ 9er#ally a#usive language

$ 6ecreased performance of a previously high performer after a transfer

$ :omplaints of resources #eing withheld7supplies, tools, training, etc.8

$ 'omen are most liely to #e #ullied$ 3ullying is most liely to occur in isolated

or unsupervised wor groups


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Managing bullying beha(ior Managing bullying beha(ior

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Managing bullying beha(ior Managing bullying beha(ior

$ 6on*t ignore the indicators> investigate to findout what is happening in the wor group

$ &ncrease supervision, #e present and visi#le$ &f you suspect #ullying, confront it directly and

#e prepared for denial

$ Mae it clear you will not tolerate it

$ Provide written e/pectations for worplaceconduct to the #ully

$ 6iscipline and discharge if #ehavior continues


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ase "2ase "2

Stacey has wored for you for ? years, sometimesseemed distracted and disoriented.

=very @2A months, misses B2@ days, under a doctor*scare. =mployees have commented that she is inher Cweird stageD again.

Suddenly Stacey #ecomes very aggressive towardcoworers, accusing them of harassment. lso

seems to have forgotten how to do parts of her Eo#.One day, Stacey comes to wor F hours late and

doesn*t seem to reali%e she is hours late for wor.


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The effects of *ental illnessThe effects of *ental illness

=ffect on wor for the mentally ill person!

$ &solation from coworers

$ :onfusion and difficulty followingdirections

$ &ncreased accidents, tardiness

a#senteeism$ &n some cases, threats of harm against self

or others


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The effects of *ental illnessThe effects of *ental illness

The effects on the wor group

$ 6ecreased productivity

$ n/iety and fear due to unusual #ehavior

$ Harassment of the person with the mentalillness


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The indicators of *ental illnessThe indicators of *ental illness

$ :onfused thining$ 'ild swings in mood

$ Prolonged, e/treme sadness or irrita#ility$ Social withdrawal$ 6ramatic changes in demeanor or conduct

$ 6elusion or hallucinations$ &na#ility to cope with routine activities$ :omments a#out harm to self or others


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Managing the *entally illManaging the *entally ill

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Managing the *entally illManaging the *entally ill

e*ployeee*ployee$ &dentify indicators of immediate threat of harm to

self or others J get crisis assessment

$ 6ocument unusual #ehavior $ Iet help for the employee

$ =nlist the assistance of family mem#ers

$ Remem#er a person with a mental illness may

not #e a#le to understand what you are saying tothem or that you are trying to help them

$ ccommodate special needs


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Keo is a +F year employee with a good record.

Over the last two years there is a decline in

performance and attitude. Sic leave usage is up.Two accidents in last year.

:oworers says he is moody irrita#le. 'ife lefthim after + years of marriage.

Recent wor accident lands Keo in hospital4nursecomments a#out strange odor. Keo doesn*t seemto remem#er the accident4


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Alcohol Abuse+Alcoholis* Alcohol Abuse+Alcoholis*

'hat is alcoholism

n addiction to alcohol characteri%ed #y the

compulsive and continued use of alcoholin spite of adverse conse(uences of use,such as illness, Eo# loss, or family pro#lems. There is no specific point wherealcohol a#use #ecome alcoholism.


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The effects of alcohol abuseThe effects of alcohol abuse

$ Reduced physical functioning

$ 6ecreased interest in life activities, including

wor$ Memory loss

$ Mood swings, irrita#ility, aggressive #ehavior

$ Preoccupation with drining and maing life

decisions which ena#le drining$ 6istorted thining and ina#ility to mae sound

decisions


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The indicators of alcohol abuseThe indicators of alcohol abuse

$ &ncreased incidents of tardiness ora#senteeism

$ Transfer to late shift or solitary wor $ 6eteriorating relationships with colleagues

$ Physical indicators! odor of alcohol, #lurry

eyes, unsteady gait, clumsiness$ 'or inEuries and accidents

$ 6;&, especially a +nd one


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Managing the alcohol abuser Managing the alcohol abuser

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PROMOT=<


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Managing the alcohol abuser Managing the alcohol abuser

$ &ntervene J tell the person you #elieve that theirdrining is interfering with wor

$

&f the situation is disciplinary, re(uire the personsee treatment as part of the conse(uence

$ Mae it clear that coming to wor under theinfluence or drining on the Eo# will result in the

Eo# loss$ =/pect performance

$ Help the person get help


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esourcesesources

$ Ki#raries2HR Office

$ OHR, =mployee Relations

$ =P A@@2LB21L?F$ PS; :PS

$ ;niversity Police Services A@?21111

$ :entre :ounty Help Kine

A2@B?2FB?+


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-uestions . o**ents-uestions . o**ents

'hat more do you want to now

How can you HR Office #e of more

assistance to you in identifying andmanaging these issues

Managing the Hard Stuff OPP.ppt

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