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How Respectful Are You In The Workplace?
Self-Assessment Questionnaire
Many behaviours commonly exhibited by employees can be detrimental to the well-being and productivity of coworkers. A lack of respect in the workplace, if left unchecked, will drag down morale, create higher turnover, and increase risks to the employer. How well do you contribute to promoting a respectful workplace?
Take this quiz and find out!
Question 1:
The purpose of the policy on harassment in the workplace is to:
a) Stop people who harass their colleagues.
b) Foster a respectful workplace through the prevention and prompt resolution of harassment.
c) Sanction all cases of harassment in the workplace.
Answer:
a) Incorrect. The policy on harassment in the workplace is meant to create a more respectful workplace by preventing and promptly resolving situations of conflict. As a result there will be less harassment.
b) Correct! Foster a respectful workplace through the prevention and prompt resolution of harassment.
c) Incorrect. Harassment can often be resolved if the problem is addressed early. The purpose of the policy is to create a more respectful workplace. The focus is primarily on early resolution, much less on punitive actions.
Question 2:
Two employees witness a colleague experiencing harassment at work. Theyre embarrassed by what they see but they decide to not do anything because their colleague is not affected by the situation. Which of the following statements best describes this situation?
a) The person being harassed is the only victim of the harassment.
b) Harassment affects the whole organization.
c) Harassment has no consequences.
Answer:
a) Incorrect. Harassment has wise spread consequences not only on the person being harassed, but also on the organization. For example, think of the devastating effect of gossip on a persons reputation.
b) Correct! In addition to its effect on the individual, workplace harassment affects the work environment and the organizations performance.
c) Incorrect. Harassment is full of consequences: it causes offence or harm; it can demean, belittle or cause personal humiliation or embarrassment. In addition to its effect on the individual, workplace harassment affects morale and the organizations performance.
(Question 1&2 Source: Canada Public Service Agency, People to People Communication, Self-Assessment)
Question 3:
One of your colleagues makes a racial remark in the gym about a member of an ethnic minority that has just walked in to work out. How would you most likely react?
a) Pretend you didnt hear anything so as to not encourage this type of remark from recurring.
b) Have a small chuckle as you know that it was only a joke and this person is not racist.
c) Politely let your colleague know that this type of remark is inappropriate and not welcome.
Answer:
a) Incorrect. Pretending you didnt hear anything wrong and not telling your colleague that this type of remark is unwelcome, only gives him/her the impression that you condone and agree with it.
b) Incorrect. Even if you believe this individual is not really racist, comments targeting racial, sexual, age-related, or other human differences are inappropriate and contribute to a hostile, offensive, or intimidating work environment.
c) Correct! Politely letting your colleague know that his/her remark is inappropriate and not welcome is the best way to react to this type of remark.
Question 4:
Youre the manager of a small group. You know theres been in-fighting between two of your employees. As a manager what should you do?
a) Nothing. Its their problem. Communication is their responsibility.
b) Sit down with both employees and outline the impact of their actions on the workplace and help them develop solutions for their issues.
c) Flag it up your chain of command and discuss it with your peers and see what they suggest.
Answer:
a) Incorrect. Doing nothing solves nothing and can even make the situation worse.
b) Correct! When employees discuss issues with their manager, solutions can be sought to help diffuse the conflict, promote better understanding and enhance respect.
c) Incorrect. Flagging this issue up your chain of command or discussing it with your peers is not the ideal way to handle this matter! The best way to take preemptive measures is by discussing the issue with the employees and trying to resolve the issue firsthand.
Question 5:
A co-worker is criticizing a colleague saying they are not doing their job. You know the info is biased and not entirely accurate. What do you do?
a) Agree with them and take part in the conversation because if you dont, you may be seen as a brown-noser.
b) Stay out of it. Say and do nothing. If someone wants to bad-talk another employee, thats their prerogative.
c) Correct the information and indicate that spreading this type of gossip is not productive, nor is it appropriate.
Answer:
a) Incorrect. By not correcting information you know is inaccurate or untrue you are facilitating in spreading rumors which promotes a negative work environment for everyone.
b) Incorrect. By not speaking up and correcting the inaccuracies you hear, you are sending a powerful unspoken message that rumors are ok and you do not really care about this person or their reputation.
c) Correct! Spreading gossip and rumors of any kind is a waste of time and can be poisonous to the work environment. How would you like someone doing the same thing to you?
Question 6:
A recent returnee from a long term disability (LTD) program returns to your department doing modified work. You think to yourself:
a) Oh GreatNow I will have to do his/her job too!
b) Im glad that our organization is able to accommodate this individual.
c) I will look for ways to ensure that the employee is successful in their return to work program by welcoming them and trying to help them if needed.
Answer:
a) Incorrect. This kind of belligerent attitude will create a hostile and unwelcoming environment for the returnee as well as tension in your department. Dont make false assumptions about people.
b) Incorrect. Feeling glad your workplace has accommodated someone is not enough. Be pro-active and do your part to welcome your co-worker back.
c) Correct! Not only does the employer have the duty to accommodate, helping to cultivate a good working environment by being helpful, courteous and friendly can go a long way. Little things you say and do actually matter.
Question 7:
You notice that your manager is not including a member of your team in staff meetings. Its well known that the manager doesnt like this individual. You decide to:
a) Stay out of it. This is none of your business and the team member can handle himself/herself.
b) Talk with your team member to find out what is going on and offer your help if he/she needs it.
c) Talk with your manager to find out why the team member is being excluded. Discuss the negative impact this exclusion has on the rest of the team and the perception it creates.
Answer:
a) Incorrect. By doing nothing, resentment may build up between the team member and the manager and that might lead to a conflict which will affect you too.
b) Although talking with the team member and getting their perspective on the issue may be a good idea, it is not enough. Better to discuss it with the manager directly and get to the root of the situation.
c) Correct. By addressing the issue immediately and discussing it openly with your manager you can find out why the member is being excluded. If there is no valid explanation provided, you should step in and ask him/her to be included.
Question 8:
You are with a group of your peers and are coming back to work after a few too many beers at lunch. Not to worry, youve hailed a cab. Upon arrival at the office however, you lose it with your subordinate and say some things you really shouldnt have. Even though true, the comments were a bit harsh. What do you do now?
a) Apologize for your outburst. Indicate that what you said was inappropriate.
b) Walk away. Its about time he/she heard what you really thought about them.
c) Preempt the situation. Go to your supervisor and complain that the employee is a pain and is upset with you when you were only joking before he/she reports it as a complaint.
Answer:
a) Correct! When outbursts happen, they are best rectified immediately and with a sincere apology. You may be able to turn this situation into an opportunity to discuss issues that are bothering you. However doing this after having had a few too many is not the time. Alcohol skews your judgment and it is totally inappropriate to come back to the workplace when you have been drinking.
b) Incorrect. Although you may be angry with your subordinate, you must also be professional and sympathetic towards their feelings. Words can make or break a relationship, so think before you speak!
c) Incorrect. You are in the best position to resolve this issue so trying to preempt a complaint or garner support for your side of the story is a waste of everybodys time. Take responsibility for yourself, your speech and your actions.
Question 9:
Part I: You consistently hear a colleague berating everything about the company: his/her manager, his/her job, his/her role and generally the whole organization. You decide to do the following:
a) Agree with them and add in your own anecdotal information about how the agency has done you wrong. Commiserate with them to provide support and show youre a good listener.
b) Encourage the individual to do some self-reflection and if theyre still really unhappy with the organization they should consider moving along. Otherwise, they should keep comments like that to themselves. Point out the impact of their negativity on everyone around them. Negative attitudes pollute the working environment.
c) In discussion with the department head, you indicate how jaded and frustrated the employee is to ensure that the manager wont consider this employee for a promotion.
Answer:
a) Incorrect. Complainers pollute the work environment and make it hard for people to be positive and happy at work. Agreeing with them only encourages them and can exacerbate an already negative situation.
b) Correct! An employee who is perpetually complaining can be very annoying and disruptive to others. Be vocal and indicate that they should take measures to resolve their frustration. Your for one enjoy your job and working for the organization.
c) Incorrect. Complaining about the employee to the department head wont solve the problem but addressing it with the individual yourself might.
Part II: An employee says someone is unhappy with the organization. As a manager what do you do?
a) You cant change their mind. Do nothing.
b) Sit down with them and find out what the issues are and if solutions can be found collaboratively.
c) Flag it up your chain of command.
Answer:
a) Incorrect. You can help influence the situation positively and make a difference by stepping in.
b) Correct! By discussing the situation together you can find out why the employee is so unhappy and possibly resolve the issue.
c) Incorrect. Take responsibility as the manager and step in to see if you can help.
Question 10:
Whats the best method to address a conflict in the workplace?
a) expect employees to work it out themselves
b) expect manager to intervene
c) ask the HRM and/or HRA/O for assistance
d) all of the above
Answer:
a) Correct! Although managers should step in, as an employee you are in the best position to resolve the issue yourself by taking appropriate common-sense measures. Handling a conflict at the lowest level is appropriate and contributes to a healthy work environment.
b) Correct! Managers have a due diligence to intervene when there is a conflict or a perceived conflict in the workplace.
c) Correct! The HRM and/or HRA/O are there to support you and will help you with tools to resolve the issue. They will ensure confidentiality and guide you thorough the process of resolution.
d) Correct! Together we can resolve workplace conflicts from disturbing the workplace.
Question 11: (Bonus Question!)
Youre taking a self-assessment quiz to find out how respectful you are in the workplace. You:
a) Answer all the questions honestly.
b) Figure out what the best answer is and choose it, regardless of what youd actually do.
c) Peek ahead at the scoring to see what it will take to ace the quiz.
Answer:
a) Correct! People like you help to make the workplace respectful.
b) Incorrect. How you approach something as simple as a workplace quiz can reveal a lot about how you approach others in the workplace too! Be aware of giving courtesy and respect to the things and people around you.
c) Incorrect. There is no scoring system on this quiz because its not a competition. This quiz was designed to help you discover your own attitudes and to realize that you can make a difference in how you act and re-act to situations in the workplace to help make it a happy and productive place for everyone.
Thank you for your time and consideration.
Hopefully this self-assessment quiz has helped you consider your role in promoting and maintaining a respectful workplace. Being respectful of others in the workplace isnt about walking on eggshells. Its about awareness so you can practice self-discipline; knowing the powerful impact we all have on each other and knowing that each person has a vital role in creating the type of workplace that we all want to share.
Be the Change!
Contributors:
Monica Wizinski, Human Rights and Harassment Prevention Officer
Joan Legris, Regional Human Resources Manager (Central West)
André De La Durantaye, Diversity and Employment Equity Manager