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S  6 ``  >   0, P@@   7 2006 Dr Peter Cotton Email: peterc@cottonocp.com.au8F8 f$1  08+ `   Z*n  c $A ??"  n   c $A ??" / P n   c $A ??"  H  0޽h ? ̙33 $Blank PresentationL 0 `0\( > 0 0 Nj j  @9   ~*   H$$HHll 0 NLj j  z 9  *   H$$HHlld 0 c $ ?By  8 0 Nj j   ;  RClick to edit Master text styles Second level Third level Fourth level Fifth level!    S  0 T(j j  4@m   ~*   H$$HHll 0 Tj j  4z m  *   H$$HHllH 0 09g ? ̙3380___PPT10.Pp D(  D  D Nj j  @9   v* H$$HHll D Nj j  z 9  x* H$$HHll D Tj j  4@m   v* H$$HHll D Tj j  4z m  x* H$$HHllH D 09g ? ̙3380___PPT10.  0 0 H( a@@B@ l  C ,f      C l   (x V { |  0(  > 2 f  0A ?"r H  0޽h ? ̙33y___PPT10Y+D=' = @B +  0 ((     BD `  L T~ # @l  <))?T~   ` ?1 `1  D$f    <T "`0@   H  0޽h ? ̙33  0  ((     B 4  L T~ # `l  <))?T~   ` ?1 `1  D$f    <L "``   H  0޽h ? ̙33  0 ((     B|Y `40  L T~ # `l  <))?T~   `[ ?1 `1  D$f    <] "``   H  0޽h ? ̙33 9 0 N F P (  d  <))?T/    `< ? o%The Impact of Operational Stressors? && f &    ff1?j P   f1?p  lOperational Stressors: Customer Aggression Work Pressure Organisational Change Conflict Stressful Incidents2m(2fVfd  <1? <    `^ f1?"5  LStress Response (23f   c B^CDE F(3f1?]A]]tt ] ]]A@S" kU 2   # lff1?"K      `a f1?"H   OIndividual Employee (2f    c B^CDE F(3f1?]A]]tt ] ]]A@S" cA H  0޽h ? fn33F 0 0  , (  , d , <))?T/  ,  `h ? o%The Impact of Operational Stressors? && f &  ,  ff1?j` P ,  fk1?p  lOperational Stressors: Customer Aggression Work Pressure Organisational Change Conflict Stressful Incidents2m(2fVfd , <1?! t  ,  `q f1?"" SJ  LStress Response (23f  , c B^CDE F(3f1?]A]]tt ] ]]A@S" `U   ,  `@v f1?"0b  The correlation between exposure to specific operational stressors and (a) individual employee stress responses and (b) submission of workers compensation claims is negligible. (2  ,  `@| f1?"p\  9X 2<̙H , 0޽h ? fn33  0   ta (  tTL  X t# xC(xB t HD)?@ @xB  t HD)?X   t Zf?mbf $Key Drivers of Withdrawal Behaviours%% f  v  t Nf?v  t Nf?   t Z f?d Emotionality Supportive Leadership Individual Morale Role Clarity Part Decision Making Individual Distress Operational Stressors Goal Alignment P_ c  # t ZGf?  %46 -31 -31 -17 -14 13 -11 11D&_  &  t Zf?d Y 9Workers Compensation Psychological Injury: Public Sector :8U:f : v t Nf?` X v t Nf?V`  t ZXf? U Emotionality Supportive Leadership Individual Morale Part Decision Making Role Clarity Individual Distress Appraisal & Feedback Operational Stressors :_ z   t Zpf?0 %42 -33 -30 -18 -15 12 -11 10:&_ &  t Z8f? Y :Workers Compensation Psychological Injury: Private Sector ;8U;f ; H t 0޽h ? fn33y___PPT10Y+D=' = @B + 0 ]Up (   d  <))?  Z8f?tQ? ~*Key Drivers of Psychological Injury Claims++ f* v  Nf?<  TDf?C"?|~ =The net impact of operational stressors is largely mediated by: Levels of Individual Morale Levels of Supportive Leadership Overall Quality of Work Team Climate (i.e., support, clarity, engagement & learning processes) Individual Employee Susceptibility (i.e., levels of trait emotional reactivity & resilience)BHf<@f<AffGf9f%f:f > HH  0޽h ? fn33   0   %< (  R   s *` `X2  0333Ԕ0 R2  s *) | 2  6X"R   D    0dY  DDistress (2 f  0L   SMorale 0(2ffR2  s *I 9    0m> C  cJob Satisfaction (2fL T~  # 0l   <))?T~    `Pq ?s {'The Structure of Occupational Wellbeing(( f   ! 0u00  QMental Health Disorders (2 " 0zP p C Resilience  (2  # 0 ~  NQuality of Work Life (2 % 0ā   MPsychological Injury (2H  0޽h ? ̙33 0 <4|(  |d | <))?` | Zdf? oThe Critical Role of Morale$f ' | s *ȗfE   A decline in individual level morale is typically a stronger driver of psychological injury claims than an increase in levels of distress. When morale declines, individuals become increasingly sensitive to perceptions of (a) organisational support and (b) fair treatment. h f2 f2 fU fUf# HH | 0޽h ? fn33 0 B: (  d  <))?`  Zf? oThe Critical Role of Morale$f -  s *f00 [ Higher levels of morale increase resilience and buffer employees against the impact of operational stressors; Work teams with low levels of morale typically exhibit the highest risk for withdrawal behaviours, including psychological injuries; Levels of morale are strongly influenced by leadership style and the quality of work team climate. &\ fU\f  HH  0޽h ? fn33 $ 0 %  (      `f1?C"? P p   `f1?    3 rX1?? x  MSupportive Leadership treats staff with respect accessible and approachable encourages staff to take initiative can be relied on under pressure actively seeks the involvement of staff understands the problems faced by staff proactively addresses staff concerns,(2ffP  S B^CDE F(fff1?]A]]tt ] ]]A@"T  ?     ` ?M hWhat is Supportive Leadership? f  TL !x>(  # 0WxB   HD)?!>xB   HD)?&x&(   `f1?C"?M j    `f1?C"? M `  0,  ^Managing Core Service Delivery establishes clear goals & priorities communicates a clear vision for the future effective project management focus on strategic context values quality encourages innovation B 23f3flBHV  0   bDeveloping People encourages individual development coaches staff supports training & development 6 2Q3fQ3f,!.H8   ` /1?C"?@  Managing People encourages feedback builds internal & external relationships demonstrates personal integrity values ethical behaviour manages change effectively F (3f3f3fn$ H  0`%,  d*Other Leadership & Managerial Behaviours:+(2+H  0޽h ? fn33 7 0 % C;0 (     `f1?C"?@     `f1?!P   3 r71??@  _Supportive Leadership ,(2ffP  S B^CDE F(fff1?]A]]tt ] ]]A@"T  ?y    ` < ?0 AMeasures of Supportive Leadership Correlate Significantly With: BB f B TL !x>( #  YxB  HD)?!>xB   HD)?&x&({   0PK `  Measures of: Transformational Leadership Empathy/Emotional Intelligence Interpersonal Trust Ethical Leadership Perceived Fair Treatment Interactional Justice.f  HH  0޽h ? fn33( 0 OG ! (   B  # lDԔ?P`PB  # lDԔ?E OB  # lDԔ?EGd  <))?T/     `E ?s y/Linking Leadership to Wellbeing and Performance00 f 0    ff1?p`  )  # lO1?0   5Supportive Leadership Other Leadership Capabilities6(26f5d  <1?@ x   `SԔ?03   Appraisal & Feedback Work Demands Goal Alignment Decision-Making Style Professional Development Coworker Relations Role Clarity f g  :  3 ! vF  S jJK A  # lLYԔ?K  _Work Team Climate  F  S jJK`A  # l]Ԕ?z,: s%Performance & Behavioural Outcomes && & :  3 xvF  S jJKA   # l,Ԕ?} p"Leadership & Managerial Behaviour## # F  S jJS I   `D f1?"E * YEmployee Emotions & Wellbeing (2d  <1?     ` f1?" P  Z Morale Job Satisfaction Distress!(2!3f   c B^CDE F(3f1?]A]]tt ] ]]A@S"     c B^CDE F(3f1?]A]]tt ] ]]A@S"  R2  s *fR2  s *f` p  0 *6p UDiscretionary Performance ( 23f  0 6 QWithdrawal Behaviours ( 23f  0 v  >  R2  s *f    0T 0*6  LTask Performance ( 23f   c B^CDE F(3f1?]A]]tt ] ]]A@S" @ H  0޽h ? fn33 0 xH(  xd x <))?` x Zf?sc (Organisational Factors and Mental Health))$f  x s *X$f0~ 2 When individuals experience mental health problems: In a supportive and engaging team climate, they will be more likely to report problems early, access the EAP or consult their preferred health professional; In a less supportive or negative team climate, an individual with the same symptom profile will be more likely to withdraw and pursue a compensation claim or grievance procedures. z f25(f2R1 f2 f2ff HH x 0޽h ? fn338 0 x(  d  <))?  Z.f? v"Case Study I: Public Sector Agency## f"   6) >    0>` XHigh levels of discretionary absenteeism and workers compensation claims relative to other agencies; History of unsuccessful initiatives to reduce absenteeism, workers compensation claims, and grievances. Implementation of national leadership and organisational climate assessment, and cultural mapping, to identify any underlying problems. &Y1Pfi<Yf Y  VVH  0޽h ? fn33\1 0 /['[ yyZ(  " @  B CDE F? @S" '  ZhMf?2b r&Agency XYZ People Management Practices''$f '  L 1 # U T    #  1~  NfI?    TRf?#   ZService Deliveryf  T   # 1~   NfI?    TVf?] S Retention  f  T    # .1:~   NfI?    T[f? _Withdrawal Behaviourf  T   # K 1W ~  NfI?   T_f?] T Innovation  f  T   # g 1s ~  NfI?   Tef? ^Discretionary Effortf    S B^CDE F(ff1?]A]]tt ] ]]A@d v  NfI? -z& v  NfI?z  ZXaf?y V Role Clarity  f  v  NfI? "   Z(nf?   `Excessive Work Demandsf  v  NfI?J"U  Zlf? ^Coworker Interactionf  v  NfI?y  Zvf?% RFeedback  f  v  NfI? &   Z,qf?-   gParticipative Decision Makingf  v   NfI?y  ! Zf? L ^Employee Developmentf  v " NfI? &  # Zyf?S  XGoal Alignmentf  v $ NfI?y-z % Zf?PWA [Individual Moralef   & Z f?S H_  \Workplace Distressf  v ' NfI? -z  ( ZL-f?$ PW  ]Individual Distressf   )  BCDE FfI?@avb *  BCDE FfI?@ +  BbCDE FfI?aa@l |m |B , TfI? B - ZI?  |B . TfI?   / Z.f?fpB U20 (26)8U f   0 Zf?^gK V24 (38)  8U  f   1 Z4f?g9  U40 (59)8U f   2 Z f? X 1  U40 (33)8U f   3 Zlf? +  U33 (04)8U f   4 Zf?]   U29 (38)8U f   5 Zf? 0  W -41 (-34) 8U  f   6 Z<f? ^  U66 (69)8U f   7 Zf?  U30 (38)8U f   8 Z"f?8 U40 (29)8U f   9 ZDf?Y  U38 (00)8U f   : Z)f?_  U56 (73)8U f   ; Z 6f?. vHw  U33 (05)8U f   < Z:f?  U33 (21)8U f   = Zf?i; U47 (33)8U f   > Zf?S+ U72 (59)8U f   ? Zf?-v U45 (58)8U f   @ Z<f?9 U44 (20)8U f   A Zf?% wn  U59 (60)8U f   B ZXf? wL  U39 (40)8U f   C Zf? RT#  W -55 (-13) 8U  f   D Z|f? 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U00 (23)8U f  H  0޽h ? fn33y___PPT10Y+D=' = @B +d3 0  p(  B  # lDԔ?PXB  # lDԔ?E OB  # lDԔ?EsvG  H|))? >    `T ? s)Underlying Leadership Cultural Problems! ** f *    ff1?p`  *  # l1?`   6 Popular Leader Syndrome(2fd   <1?@     `ȇԔ?, t  High Support Low Clarity Focus on positive interpersonal relationships Low focus on core business Neglect performance management Avoid tough conversations Team vs corporate:  Us and them mentality f  + :   3 ! vF   S jJK A    # lԔ?}  o!Work Team Climate Characteristics"" " F  S jJKvA  # lHԔ?z s%Performance & Behavioural Outcomes && & :  3 vF  S jJKPLA   # lhԔ?}s* p"Leadership & Managerial Behaviour## # F  S jJS I   `p f1?"E * YEmployee Emotions & Wellbeing (2d  <1?     ` f1?" P  Z Morale Job Satisfaction Distress!(2!3f   c B^CDE F(3f1?]A]]tt ] ]]A@S"     c B^CDE F(3f1?]A]]tt ] ]]A@S"    0 v  >     c B^CDE F(3f1?]A]]tt ] ]]A@S" @    c B^CDE F(3f1?]A]]tt ] ]]A@S"  R2  s *f R  0| b` DEntrenched Negative Behaviours Work Pressure Organisational Cynicism E( 2E3fR2  s *fC   0qN  `$Short-term High Discretionary Effort %( 2%3fH  0޽h ? fn33 0 PA(  d  <))?  Z f? p 7Case Study II: Psychological Injury Prevention Program88 f7   6̻ 11  0`` Target work area: 1700 staff, 80 managers, 37 worksites, covering a diverse geographical region. Project conducted between November 2003 and June 2005. Baseline Outcome Data: Ranking = 18th out of 20 Areas (i.e., 2nd worst) on compensation premium performance. Initial Assessment: - Interviews with key stakeholders; - Review of open and closed claims; - Leadership capability assessment; - Selected workgroup staff wellbeing and climate assessment.z1 f2f ff fCff  H  0޽h ? fn33 0 vn`(  d  <))?   6` 11  0LSP0S F|Key findings from initial assessment: Low level knowledge of workplace mental health issues; Low level understanding of organisational drivers of employee wellbeing outcomes; Lack of focus on workplace management of emerging people problems/mental health issues; Weaknesses in supportive leadership capability; Indications for specific work team climate improvement initiatives. '0(f2V10f2'fffCfff }   Zf? p 7Case Study II: Psychological Injury Prevention Program88 f7 H  0޽h ? fn33 0 8!(  8d 8 <))?P- 8 60 >  8 0`P0  TKey Interventions: Manager knowledge building program  evidence-based information on occupational stress and mental health issues; Strong commitment and support from senior leadership group; Increased accountability at all levels of management for people-related outcomes; Manager early intervention skills training (early detection and skill building to proactively engage with at-risk staff); Appointment of staff support coordinator; Climate improvement programs.n0Xfi<1Pfi<ffff   8 ZXf? p 7Case Study II: Psychological Injury Prevention Program88 f7 H 8 0޽h ? fn33n 0 (  d  <))?   63P`@ > A  0uP   Post Program Outcome Data: Improved from 18th to 4th ranking (i.e., out of 20 areas nationally) on compensation premium performance. Premium at start of program: $3.5 Million Premium after conclusion of program: $1 Million0 f21 f20 f2f-f ff fQffZf    Z;f? p 7Case Study II: Psychological Injury Prevention Program88 f7 H  0޽h ? fn336 8 0 ] U  (     ` ? m#Failing to Focus on the Real Issues$$$f $ TL  X # x t(xB  HD)?@ @xB  HD)?X  Tz?^ T     6A 9? ?H6X 9$ 0 0OL +4+ #  2&    c BCCUDE F(1?T"BDDTT@+4+   Z ?l W Improvement (2    OL =FqF  #  XM    c BCCUDE F(1?T"BDDTT@=FqF   Zԍ? W Improvement (2    d  Z8w1;B An organisational health program across 20 worksites  what went wrong!J 2J J B  # lD1?^ H  0޽h ? fn33y___PPT10Y+D=' = @B + 0 R(  d  <))?0  Zf?V  [Summary$f   6Ԭp >   0P0 KThere are no quick fixes or magic bullets! 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