Who is this training for?
Those responsible for applying the organization’s violence and harassment policy, professionals, HR advisors, managers and those in a leadership position.
Description
This training is centred around the hypothesis that managers are required to wear five different “hats”—alternately or simultaneously—depending on the situation. These hats enable managers to take either preventive or restorative action. This is essential for managers, who will gain greater awareness of their responsibility to take action and the latitude they have to do so.
Objectives
- Define psychological harassment and indicate the employer’s legal obligations
- Differentiate between management right and abuse of power
- Learn when to apply the organization’s harassment policy
- Recognize the risk factors that could lead to harassment
- Recognize the protective factors to be implemented to reduce the risk that the team’s work relationship will deteriorate
- Recognize the signs that could indicate a conflict or psychological harassment within a group
- Learn intervention strategies for preventing psychological harassment
- Identify the actions to take when facing a potential psychological harassment incident
- Intervene effectively to defuse conflicts and foster a healthy work environment on your team
Content
- Risk factors in the workplace: incivility, conflict, poor work performance, insubordination, etc.
- Protective factors that are beneficial to the work environment: Key components
- The employer’s legal responsibility to prevent and put an end to human relations incidents: managers’ corollary obligation
- Distinction between management right and abuse of this right
- Intervention strategies and their principles: managerial courage
- Consequences of inaction
- Limits of managerial intervention
Teaching mode
Theory presentations, hands-on exercises and case studies.
