Workplace incivility refers to behaviors that are rude, disrespectful, discourteous, or insensitive, where the intent to harm is ambiguous or unclear, and insensitive behaviors that display a lack of regard for others.
Incivility is an epidemic costing the industry million a year. What society seems to be gaining in terms of both knowledge and technological advancement, it’s losing out on basic social values that directly impact the bottom line.
Civility represents the social norms and rules that must be followed to relate with others positively and productively. When people hear the word “civility,” words that come to mind include respect, courtesy, tolerance, consideration, and a rational approach to conflicts. Behaviors that threaten positive and productive relations with other people, therefore, constitute uncivil behaviors To address the growing problem of incivility in the work setting, this session introduces the concept of civility, its importance to a company, as well as its typical causes and effects. Skills needed to effectively practice civil behavior and different ways organizations can systematize civility in the workplace will also be discussed. The benefits of civility in the workplace are countless and will pay off immensely in every aspect of your job.
WHY SHOULD YOU ATTEND?
While a training program on workplace manners and courtesy may seem like overkill, the reality is: rudeness is an epidemic costing the industry millions a year. Indeed, what society seems to be gaining in terms of both knowledge and technological advancement, it’s losing out on basic social values that directly impact the bottom line.
The cost of incivility is high. Instead of focusing on work, those who experience the behavior are far less motivated and are worried about future incidents.
When a workplace lacks civility and respect, the outcome can be harmful to the organization and its workers. Emotional exhaustion, health problems, job withdrawal, increased conflict, grievances, and legal risks.
When coworkers feel like they cannot fully trust the people around them or speak up to be heard, they are more likely to disengage or leave the company entirely.
When we have more civil environments, we’re more productive, creative, happier, and healthy.
AREA COVERED
- Define civility, understand its causes, and identify at least three of its behavioral indicators
- Understand the costs of incivility, as well as the rewards of civility, within the workplace
- Learn practical ways of practicing workplace etiquette
- Learn skills in diagnosing the causes of uncivil behavior
- Learn specific interventions that can be utilized when there’s conflict within the workplace
WHO WILL BENEFIT?
- All Levels
SPEAKER PROFILE
Dr. Myra Hubbard is Executive Vice President of Hubbard & Hubbard, Inc., an international organization and human performance consulting corporation specializing in Human Resource Development and Training, Workforce Diversity Management and Measurement, Leadership Development, Organizational Development, and Personal Success Coaching and Training.
She has many years of successful experience providing consultation to executives, work groups, and organizations. Her consulting engagements support managers, teams, and organizations to become more inclusive, improve performance and increase productivity.
She specializes in Organizational Behavior, Organizational Analysis, Employee and Business Resource Group Performance Improvement and Measurement Strategies, Diversity Measurement, Team Building, and Organizational Change Methodologies. Her emphasis is on practical “how-to” approaches directly related to organizational goals and the empowerment of employees.
Her special talent and expertise in working with culturally diverse groups enable her to readily gain trust, respect and communicate well in many international, intercultural, and diverse settings. Her consulting work with organizations in the Netherlands, Pacific Rim, Korea, Japan, Samoa, and other countries has proven invaluable to the work she performs in the U.S. Based on extensive research, Dr. Hubbard is co-author of the book “Measuring the ROI Impact of Employee Resource Groups (ERGs) and Business Resource Groups (BRGs): Ensuring Employee Resource Group Initiatives Drive Business and Organizational Results.
As the President and co-founder of the Hubbard Diversity Measurement & Productivity (DM&P) Institute, Dr. Hubbard has a broad range of responsibilities such as directing diversity training teams, consulting, client relations, marketing, managing organizational cultural audits and climate surveys, working with employee resource/business resource groups, organization improvement focus groups, and executives. She successfully applies her management and business expertise, counseling, and coaching background to enhancing client performance improvement.
Dr. Hubbard is also the Senior Executive Director of the International Association of Diversity and Inclusion ROI Professionals. She holds a Bachelors degree in Business and Psychology, a Masters's degree in Counseling, California College Teaching Credentials, a Practitioner Certification and Master Practitioner Certification in Neurolinguistic Programming (NLP), a Neuro-science discipline, and earned a Ph.D. in Business Administration.
MORE INFO - https://247compliance.us/civility-in-the-workplace/1969?through=Samir21stfebLI&sm_globalriskcommunity
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