A Roadmap for Internalization and Implementation of a Respectful Workplace Policy in a Mining Company: Results of a Modified Delphi Survey Study
DOI:
https://doi.org/10.38035/dijemss.v6i5.4713Keywords:
Respectful Workplace, Modified Delphi Survey, Implementation, Organizational CultureAbstract
The implementation of a respectful workplace policy plays a crucial role in fostering a safe, inclusive, comfortable, and productive work atmosphere—particularly in the mining industry, which is known for its dynamic and complex operational environment. This research aimed to explore and determine effective strategies for implementing such a policy, with the goal of nurturing a culture rooted in mutual respect and aligned with organizational values and strategic objectives. The study employed a modified Delphi method, conducted over several rounds, with participants representing various organizational levels. Programs that achieved at least 75% consensus in the final round were examined further to establish implementation priorities based on both their effectiveness, impact and operational relevance. Findings highlighted several critical factors affecting the successful implementation of respectful workplace practices, including organizational culture, leadership and management commitment, alignment with corporate strategy, company core values, as well as communication and human resources practices. Strategies linked to these key elements were carried out simultaneously, incorporating initiatives such as embedding a culture of respect, enhancing HR competencies, building supportive infrastructure, launching an independent whistleblower system, and rolling out a comprehensive campaign across all operational units. Leadership emerged as a vital driver, responsible for accelerating progress and reinforcing an inclusive work environment. The respectful workplace policy must be systematically integrated into the company’s broader culture and strategic framework to ensure its long-term success.
References
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Here is the list of references arranged according to APA style:
Abd-Elrharman, E. S. A., & Ghoneimy, A. G. H. (2019). Effectiveness of educational program regarding professional nursing ethics on workplace civility. International Journal of Nursing Didactics, 9(2), 13-22. https://doi.org/10.15520/ijnd.v9i02.2439
Agarwal, S., Pandey, R., Kumar, S., Lim, W. M., Agarwal, P. K., & Malik, A. (2023). Workplace civility: A retrospective review and future research agenda. Safety Science, 158, 105990. https://doi.org/10.1016/j.ssci.2022.212476
Agbornu, F. M. K., Boafo, I. M., & Ofei, A. M. A. (2022). Effects of workplace violence on the quality of care by nurses: A study of the Volta Region of Ghana. International Journal of Africa Nursing Sciences, 16, Article 100421. https://doi.org/10.1016/j.ijans.2022.100421
An, Y., & Kang, J. (2016). Relationship between organizational culture and workplace bullying among Korean nurses. Asian Nursing Research, 10, 234-239. https://doi.org/10.1080/02642069.2022.2147514
Clark, C. M. (2020). Workplace civility index: A reliable tool for measuring civility competence in the workplace. Nursing Education Research Conference 2020: Transforming Nursing Education Through Evidence Generation and Translation. Washington, DC: Sigma Theta Tau International, National League for Nursing.
Cherian, J., Gaikar, V., Paul, R., & Pech, R. (2021). Corporate culture and its impact on employee’s attitude, performance, productivity, and behavior: An investigative analysis from selected organizations of the United Arab Emirates (UES). Journal of Open Innovation: Technology, Market, and Complex, 7(1), 45. https://doi.org/10.3390/j.oitmc/7010045
Day, A., & Leiter, M. P. (2018). The good and bad of working relationships: Revisiting the implications for burnout. Current Issues in Work and Organizational Psychology, 259-277.
D. I. N., Afra, et al. (2023). Organizational culture analysis in the implementation of knowledge management in government research agency. In 2023 International Conference On Cyber Management And Engineering (CyMaEn), Bangkok, Thailand, 386-391. https://doi.org/10.1109/CyMaEn57228.2023.10051044
Ernawari, I., et al. (2024). Development of mobile health application for epilepsy self-management: Focus group discussion and validity of study result. Clinical eHealth, 7, 190-199. KeAi Communication Co. Ltd. https://doi.org/10.1016/j.ceh.2024.12.005
Flamholtz, E., & Kannan-Narasimhan, R. (2005). Differential impact of cultural elements on financial performance. European Management Journal, 23(1), 50-64. https://doi.org/10.1016/j.emj.2004.12.009
Gernert, M., Schuber, A. A., & Schaller, A. (2023). Experiences in the application of logic models in the context of workplace health promotion – A focus group discussion. Evaluation and Program Planning, 100, 102347. https://doi.org/10.1016/j.evalprogplan.2023.102347
Gestberher, R. L. (2012). Organizational culture: The key to effective change. 85th Annual Technical Exhibition and Conference, 11, 6725-6727. https://doi.org/10.2175/193864712811703450
Johansson, B., & Bystrom, M. (2024). The role of organizational culture in ERP implementation – The case of replacing an old ERP in a retail organization. Procedia Computer Science, 239, 1911-1918. https://doi.org/10.1016/j.procs.2024.06.374
Karatuna, I., Jonsson, S., & Muhonen, T. (2020). Workplace bullying in the nursing profession: A cross-cultural scoping review. International Journal of Nursing Studies, 111, Article 103628. https://doi.org/10.016/j.ijnurstu.2020.103628
Kemp, D., & Owen, J. R. (2020). Corporate affairs and the conquest of social performance in mining. The Extractive Industries and Society, 7, 835-837. https://doi.org/10.1016/j.exis.2020.06.2020
Kincaid, C., & Smith, N. M. (2021). Diversity and inclusion in mining: An analysis of indicators used in sustainability reporting. The Extractive Industries and Society, 8, 100981. https://doi.org/10.1016/j.exis.2021.100981
Kour, J., El-Den, J., & Shiratanaviriyakul, N. (2019). The role of positive psychology in improving employee’s performance and organizational productivity: An experimental study. Procedia Computer Science, 161, 226-232. https://doi.org/10.1016/j.procs.2019.11.118
Lari, M. (2024). A longitudinal study on the impact of occupational health and safety practices on employee productivity. Safety Science, 170, 106374. https://doi.org/10.1016/j.ssci.2023.106374
Maqsoom, A., Musarat, M. A., Mubbasit, H., Alaloul, W. S., Ashraf, H., Rabbani, M. B. A., & Shaheen, I. (2023). Extrinsic workforce diversity factor: An impact of employee characteristics on productivity. Ain Shams Engineering Journal, 14, 102170. https://doi.org/10.1016/j.asej.2023.102170
Mensah, J., & Mpaun, C. (2024). Consequences of workplace bullying among nurses in Ghana: Does resilience matter? International Journal of Africa Sciences, 20, 100715. https://doi.org/10.1016/j.ijans.2024.100715
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Sokol-Hessner, L., et al. (2018). A road map for advancing the practice of respect in healthcare: The results of an interdisciplinary modified Delphi consensus study. The Joint Commission Journal on Quality and Patient Safety, 44, 463-476. https://doi.org/10.1016/j.jcjq.2018.02.003
Peng, X. (2023). Advancing workplace civility: A systematic review and meta-analysis of definitions, measurements, and associated factors. Frontiers in Psychology, 14, 1277188. https://doi.org/10.3389/fpsyg.2023.1277188
Tokidis, E., Vivekananda-Schmidt, P., & Balasubramanian, S. P. (2024). A focus group discussion study exploring general study trainees’ views on evidence-based medicine within their training program in the United Kingdom. Association of Program Directors in Surgery. Journal of Surgical Education, 82, 103348.
Verbiest, S., McClain, E., & Hernandez, N. (2020). A roadmap toward equitable, coordinated, quality reproductive care for women with chronic conditions. Health Services Research. https://doi.org/10.1111/1475-6773.14081
Vijay, D., Kulkarni, M., Gopakumar, K. V., & Friendner, M. (2024). Disability inclusion in Indian workplaces: Mapping the research landscape and exploring the terrains. IIMB Management Review, 36, 39-47. https://doi.org/10.1016/j.iimb.2024.02.004
Wang, L., & Chen, H. (2023). Why does leadership non-contingent punishment lead to bystander workplace deviance behavior? A dual path perspective of cognition and affection. Journal of Organizational Change Management, 37(5), 926-944. https://doi.org/10.1108/JOCM-04-2023-0145
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