Curtin Sarawak staff attend talk on stress and bullying in the workplace

Curtin Sarawak staff attend talk on stress and bullying in the workplace

Miri – 15 June, 2009 – The Occupational, Safety and Health (OSH) Committee of Curtin University of Technology, Sarawak Malaysia (Curtin Sawawak) organised a talk on ‘Stress and Bullying in the Workplace” for its staff recently.

The objective of the talk was to promote healthy and conducive working environments at Curtin Sarawak and also an understanding of how stress and bullying, amongst other psychological hazards, can impact individuals and workplaces.

The talk was conducted by Melanie Speelman, Associate Director of EduSafe based at Curtin University of Technology’s main Bentley Campus in Perth, Western Australia. Speelman is responsible for business continuity aspects in Curtin’s corporate risk team, and takes an active part in Curtin Sarawak’s OSH activities.

“All organisations are encouraged to teach its employees about stress and bullying at the workplace. When it is well understood, productivity and performance is increased and it promotes a pleasant working environment”, said Speelman.

Speelman defined workplace bullying as “repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, at the place of work and/or in the course of employment, creating a risk to health and safety.” It could be in the form of abusive or offensive language, behaviour which frightens or humiliates, inappropriate comments, teasing and practical jokes, interfering with personal effects, physical assault and threats, or organisational behaviour that undermines, treats less favourably or disempowers others, she elaborated.

She however reiterated that it should be differentiated from disciplinary action where appropriate protocols are followed, or constructive feedback or counselling on work performance intended to assist improved work performance or standard of behaviour.

She suggested several strategies organisations can adopt to prevent or manage bullying in the workplace, such as examining the organisation’s culture, looking for patterns and common causes, defining an effective complaints procedure, and developing and implementing appropriate policy.

“However, it would not be effective if policies are not executed. An organisation should develop and implement policies in consultation with its employees and properly define bullying and the organisation’s commitment to prevent and manage such incidences,” she stressed.

On the subject of stress, Speelman said it can be a good thing as stress can be a stimulus to perform better, and not necessarily a bad experience. She outlined the differences between reactive, cumulative, critical incident and post-traumatic stress and their effects on individuals.

“There are organisational risks involved in the different types of stress as they can affect factors intrinsic to the job, an employee’s role in an organisation, relationships at work, organisational structure and climate, career development, and home-work interface,” she said, adding that the individual’s coping mechanisms, whether adaptive or maladaptive, and the organisation’s support systems to prevent or eliminate stress are crucial.

Curtin Sarawak places high priority on its employees’ welfare and, through its OSH Committee, conducts regular awareness campaigns and activities to highlight environmental safety and health, as well as security and crisis management.

Melanie Speelman, an expert on business continuity,

addressing Curtin Sarawak staff on stress and bullying in the workplace.