Conduct in the Workplace

Statement on Conduct in the Workplace

A policy on conduct in the workplace is almost self-evidently based on a commitment to professionalism, non-discrimination and respect for human dignity in interpersonal working relations. The institution/employer’s formal and sometimes legal commitment to such values underpins any collective policy on conduct at a departmental or team level, but does not in itself indicate in a full or explicit manner the everyday implications of subscribing to these values. It is therefore useful to acknowledge at the departmental or team level that appropriate conduct in the workplace is not simply a matter of acceptance of principle, but also, and crucially, a recognition of the manner in which people deal with each other on an everyday basis in an organisational context.

This should involve on the one hand a commitment to a courteous and non-aggressive manner in dealing with other colleagues, and on the other hand a recognition that some measure of disagreement and difference of opinion is inevitable as a natural and sometimes constructive element in workplace relations.

Departmental ‘Culture’

The ‘culture’ of any organisation is difficult to define. It has an important influence on how people conduct themselves within the workplace and its associated environment. The ‘culture’ is often based on a set of localised ‘values’ or ‘principles’ that are not formally recorded.  It is often described as ‘The way we do things around here’. Sometimes, the ‘culture’ is simply a shared set of ‘beliefs’ in what is, and what is not acceptable in our department at the present time.

For newcomers to the department, it can be a time consuming and sometimes uncomfortable journey to discover the ‘culture’. Its very nature can be mysterious, transitory and rather slow moving in a glacier like manner.  An amusing description of ‘organisational culture’ might be to describe it as the ‘temporary fixed position about how we do things here’. 

Conduct in the Workplace

As already indicated, it is impossible to describe and prescribe every element of ‘acceptable’ conduct in a department. Using information gathered from earlier discussions however, a ‘temporary fixed position’ on the department’s culture may be articulated. There will never be complete agreement on such matters but it is worth the effort to achieve some sort of consensus though a set of reasonable expectations. 

Individuals working in this department should:

 Have sensitivity towards the situation and character of other colleagues.

 Show respect for diversity in temperament.

 Recognise that people make their contribution to the collective goals of the department/university in a variety of ways.

 View different approaches and outlooks as a potential strength for the group as a whole and as a matter for calm reflection and debate, and not as a cause for hostility or emotive argument.

 Develop a self-awareness of their own temperament, manner of expression whether oral or in writing, and preferences in order to appreciate how these may have an impact on their working relations with colleagues.

 Demonstrate an awareness of the situation of others in order to provide the foundations for working relations which are both harmonious and productive.

 Strive, in a positive manner, for the professional fulfilment of both self and all other colleagues in the department.

 Avoid hasty conclusions and uninformed assumption and afford colleagues an opportunity to explain statements and conduct.

 Resist the temptation to react in anger (the ‘sleep on it’ maxim).