The Ombuds Blog: January Meeting of Texas Ombuds Will Highlight Bullying Issues

January 31, 2010

January Meeting of Texas Ombuds Will Highlight Bullying Issues

The Ombuds of Texas will meet February 10, 2010, at Marathon Oil in Houston. The meeting will feature two speakers from Marathon: Marla A. Moore, Senior Attorney Law-Human Resources will discuss “Legal Implications of Bullying”; and Gail B. Rogers, Adv. Senior Organizational Development Consultant, Human Resources-Organizational Development will speak on “Employee Relations Impact of Bullying.” The OOT website has a new section with information about the leadership team and structure and, for members, the minutes of prior meetings. (Ombuds of Texas.)

Related posts: Study Finds Workplace Bullying Widespread; Organizational Responses to Workplace Bullies; Workplace Bullying More Harmful than Sexual Harassment.

1 comment:

Anonymous6/28/2019 4:38 AM
This comment has been removed by a blog administrator.
ReplyDelete
Replies

Add comment

Subscribe to: Post Comments (Atom)

Organizational Ombuds

Organizational Ombuds serve as a confidential, independent, neutral and informal dispute resolution resource for a specific entity. They are accessible to a defined population and can advocate for fairness. These unique characteristics distinguish Organizational Ombuds from Classical Ombuds, mediators, arbitrators, and other alternative dispute resolution professionals. The term "Ombuds" is shorthand for "Ombudsman," "Ombudsperson" and "Ombuds Officer," which also are used widely.

Some other variants include:

Austria -- Ombudsstelle

Brazil -- Ouvidor

Croatia -- pravobranitelji

France -- médiateur/defénseur

Germany -- Ombudspersonen

Italy -- difensore

Netherlands -- ombudspersoon

Norway -- ombudet

Poland -- Rzecznik

Portugal -- provedor

Russia -- омбудсмен

Spain -- ombudsman organizacional

Sweden -- studentombud

Switzerland -- ombudsmann

Comment Policy

Content and Relevance

Stay on topic: Comments should be relevant to the post.
Be respectful: Personal attacks, insults, profanity, inflammatory language, and discriminatory or harassing comments will not be tolerated.
No self-promotion or spam: Comments should contribute to the conversation and not be used to for commercial purposes.
No confidential information: Do not share confidential information about your organization or visitors.

Length and Format

Keep it concise: Comments should be clear and to the point. Excessively long comments may be edited for clarity and length.
Use appropriate formatting: Do not use all caps unnecessarily. Comments may include HTML formatting for readability.

Other Considerations

Be professional and respectful: Please be mindful of your content, even when commending anonymously.
Comments may be edited: I reserve the right to remove or edit any comments that violate these guidelines. My edits will be noted.
Complaints about IOA: This is not the appropriate forum to lodge formal complaints against the International Ombuds Association.
Guest editorials: Please email me directly to discuss a guest editorial offering a longer, more in-depth perspective on a topic related to the organizational ombuds profession