Question 1

In an organisation with a strong safety culture, when would employees first be made aware of its policies in relation to workplace harassment and bullying?

Accepted Answer

Workplace harassment and bullying policies should be made clear to employees from their induction or onboarding process. This sets the tone for a respectful and safe workplace from the outset and ensures that all employees understand what is expected of them immediately upon starting their job. Waiting until later stages, such as team meetings, training sessions or performance reviews may be too late and could potentially result in a breach of the organisation's policies. Additionally, waiting until a grievance is brought against an employee suggests a reactive approach, rather than a proactive one, that prioritises prevention and creating a positive workplace culture.

Question 2

Where there is dispute over the facts of an alleged harassment, you should:

Accepted Answer

When there is a dispute over the facts of alleged harassment, it is important to gather as much information and evidence as possible to make an informed decision. Interviewing any first-hand witnesses and gathering relevant information or evidence can help determine the truth of the situation. It is not appropriate to assume the complainant or alleged perpetrator is telling the truth without evidence or investigation. Calling in a private investigator may not be necessary in all situations, and making a decision based on who is usually more trustworthy is not a reliable method of fact-finding.

Question 3

If the complainant agrees, most harassment and vilification allegations:

Accepted Answer

If the complainant agrees, harassment and vilification allegations can be dealt with in-house through the organization's internal complaint handling procedures. This approach can be more effective and efficient than external options such as referring to the police or the Australian Human Rights Commission. However, it is important to ensure that the internal investigation is conducted fairly and impartially, and that the alleged perpetrator is given appropriate opportunities to respond to the allegations.

Question 4

Which of the following is an example of a psychosocial risk factor for employees of which employers should be aware and try to avoid?

Accepted Answer

Monotonous, meaningless work tasks can lead to psychological stress and boredom, which can have negative impacts on employee well-being and job satisfaction. Employers should attempt to provide engaging and meaningful work for their employees to prevent psychosocial risks. Poor lighting, poor sanitation, a lack of ergonomically correct seating and positioning at work stations, and temperatures being too cold or too hot are examples of physical risk factors rather than psychosocial risk factors.

Question 5

As a leader-manager, if bullying is reported to you, you should:

Accepted Answer

As a leader-manager, it is your duty to take all allegations of bullying seriously and address them appropriately. Ignoring or dismissing the victim's concerns could result in legal and ethical consequences for both the victim and the organization. It is crucial to investigate the matter, listen to all parties involved, and take appropriate action to ensure a safe and respectful workplace. None of the options provided is an appropriate and ethical response to bullying.

Question 6

All complaints concerning harassment, violence or vilification require a prompt formal investigation, ideally within:

Accepted Answer

The answer of All complaints concerning harassment, violence or vilification...

Question 7

A male staff member deliberately brushing up against a female staff member in the workplace on numerous occasions after she has made it clear that this behaviour is unwelcome is an example of:

Accepted Answer

This behavior is an example of sexual harassment, which includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates a hostile or offensive work environment. The fact that the female staff member has made it clear that this behavior is unwelcome further emphasizes that it is harassment.

Question 8

A definition of religious vilification including a statement that it is unlawful, an explanation of how to make a complaint and the consequences for an employee who might engage in this unlawful behaviour would be likely to be found in:

Accepted Answer

A dignity policy typically includes provisions around discrimination and harassment, which would cover religious vilification. It is also likely to explain the process of making a complaint and the consequences for engaging in such behavior. Enterprise bargaining agreements would focus on terms and conditions of employment, WHS policies would relate to workplace safety, leave policies would cover time off work, and workplace communication policies would detail how communication takes place within the workplace.

Question 9

Occupational violence includes not only physical violence perpetrated against a victim but also acts such as spitting, tripping and psychological violence such as ostracism and stalking.

Accepted Answer

Occupational violence includes a range of behaviors that can harm or intimidate workers, including physical violence, but also including other forms of abuse such as psychological violence and harassment. This can include acts such as spitting, tripping, stalking, and other types of aggressive or threatening behavior. It is important for employers to take steps to protect workers from these types of incidents and to create a safe and respectful work environment for all employees.

Question 10

When harassment in the workplace is alleged, fully informing the alleged offender of the complaint and providing them with an opportunity to respond to it is necessary as part of complying with:

Accepted Answer

The principle of procedural fairness, also known as natural justice, requires that individuals be given a fair opportunity to respond to allegations made against them. This includes providing the alleged offender with information about the complaint and allowing them to provide their perspective. While evidence may be relevant in investigating workplace harassment, providing the alleged offender with an opportunity to respond is primarily about ensuring procedural fairness. The presumption of innocence is a criminal law principle that isn't directly applicable to allegations of workplace harassment. Similarly, equal employment opportunity is a broader concept that relates to preventing discrimination in the workplace rather than responding to specific allegations of harassment.

Question 11

Under which type of leadership style is it more common that harassment and violence, either verbal or physical, are likely to be allowed to occur?

Accepted Answer

Authoritarian leadership styles are more likely to allow harassment and violence to occur because they create an environment where fear and intimidation are used to control employees.

Question 12

If a complaint alleging serious sexual harassment is substantiated and investigation shows that this behaviour had grown progressively worse over the course of a year, the most appropriate penalty for the offender would be:

Accepted Answer

Given the severity of the harassment and the fact that it had grown progressively worse over the course of a year, termination of employment is the most appropriate penalty for the offender. This behavior is unacceptable and presents a clear danger to the victim and potentially others in the workplace.

Question 13

Which of the following is likely to be behaviour exhibited by a professional leader-manager as opposed to a bully?

Accepted Answer

A professional leader-manager is likely to use their influence to improve work performance, whereas a bully may attack even high-performing employees, criticise a person rather than their work performance, single people out, or say things that cause people to lose self-confidence.

Question 14

One Act which makes illegal any behaviour that belittles, denigrates, humiliates, insults or maligns a person or group in public based on their colour, national or ethnic origin, or race is:

Accepted Answer

The Commonwealth Racial Discrimination Act 1975 specifically addresses discriminatory behaviour based on race, colour, national or ethnic origin, and prohibits public acts that offend, insult, humiliate or intimidate a person or group on these grounds. The other Acts listed do not have provisions specifically targeting racial discrimination.

Question 15

Which group of workers is at most risk of harassment, vilification and violence in the workplace?

Accepted Answer

Casual employees, juniors, trainees and young employees are often perceived as vulnerable and expendable, making them more at risk of harassment, vilification and violence in the workplace. These workers may also lack knowledge of their rights and the appropriate channels for reporting such incidents, further exacerbating their vulnerability.

Question 16

If there are no witnesses (apart from the complainant) who can verify a harassment claim, then the claim should be dismissed on the grounds that it cannot be substantiated.

Accepted Answer

Lack of witnesses does not necessarily mean that a harassment claim cannot be substantiated. Other evidence, such as documentation or patterns of behavior, can be considered. It would be up to the investigation to weigh the evidence and determine if the claim is valid.

Question 17

A manager timing one of her staff members every time the latter goes to the bathroom could best be described as an act of:

Accepted Answer

Timing an employee every time they use the bathroom can be considered a form of overt bullying, as it is a form of excessive control and surveillance over the employee's behavior. It can also be considered a violation of privacy and potentially harassment if it is done in a demeaning or humiliating manner. None of the other listed options are a precise fit for this situation.

Question 18

Bullying in the workplace can only be perpetrated by a person in a higher position than the person being bullied; for example, a manager can bully one of the staff members in their team, but the staff member cannot bully the manager.

Accepted Answer

Bullying in the workplace can occur in any direction, regardless of the positions of the individuals involved. Anyone can be a bully, including colleagues, subordinates or superiors.

Question 19

Which of the following might be a key indicator that harassment and/or violence are occurring in the workplace?

Accepted Answer

All of these factors are potential indicators of harassment and/or violence in the workplace. High levels of attrition or absenteeism could indicate that employees are leaving or avoiding a particular area or team due to harassment. Higher than normal accident and incident statistics could also suggest that employees are experiencing mistreatment, which may be affecting their ability to work safely. And increased use of EAPs could indicate that employees are seeking help for stress, anxiety or other issues related to harassment or violence in the workplace.

Question 20

If a manager was to delegate interesting work and assignments to every member of their team except for one person, this would an example of bullying in the form of an:

Accepted Answer

This is an act of omission, as the manager is actively excluding one team member from interesting work and assignments which could be seen as a form of bullying.

Quiz 30: Managing for Psychological Safety and Well-Being