https://safetyatworkblog.com/2013/01/10/australias-psychosocial-barometer-provides-strong-evidence-for-policy-and-corporate-change/ Award winning news, commentary and opinion on workplace health and safety Fri, 11 Jan 2013 08:56:27 +0000 hourly 1 https://wordpress.org/?v=6.6.1 https://safetyatworkblog.com/2013/01/10/australias-psychosocial-barometer-provides-strong-evidence-for-policy-and-corporate-change/#comment-5354 Fri, 11 Jan 2013 08:56:27 +0000 http://safetyatworkblog.com/?p=11454#comment-5354 \”Bullying? It\’s your style of communication that that gets you bullied\”. Ever heard that? It\’s just as corupt (all be it no where as severe) as saying \”she wore a mini skirt so it serves her right if she gets raped\”

]]> https://safetyatworkblog.com/2013/01/10/australias-psychosocial-barometer-provides-strong-evidence-for-policy-and-corporate-change/#comment-5353 Thu, 10 Jan 2013 00:05:11 +0000 http://safetyatworkblog.com/?p=11454#comment-5353 Interesting. My work life experience has led me to the view that if the cost of change could be measured as a line item in financial statements than there would be a lot less \”change for change\’s sake\” where ambitious managers want to make their mark on an organisation. I worked at BHP Transport from Nov 94 – Jan 99. At start, with nominal hours of 8 am – 4.30 pm, high moral and motivation meant around 40% of those working in my office area were still working at 6 pm. As a result of two major restructures undertaken without consultation with staff (most staff had new senior managers as a result of each change), and other poor senior management decisions related to rewards for work and redundancies, by the end of my time low morale meant there only 5% were still working at 6 pm. The reduction in hours worked overall was around 10%.
So I would support that there is a huge cost related to poor management.

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