July - August 2008
In this issue:
Feature article in this month's newsletter -
Also in this issue
Hello and welcome to our latest newsletter for 2008.
The CPNQ is a non-profit incorporated association whose membership consists of individual organisations with a proactive interest in the prevention of fraud and corruption in the public and private sectors.
Articles or suggestions from our members for future newsletters are more than welcome. If you wish to contribute, or have any feedback or suggestions, please email Adrian Galea.
Any views expressed in this newsletter do not necessarily represent the views of the CPNQ Committee or CPNQ affiliates.
by Adrian Galea
It has been a busy time for CPNQ holding our regular Show Tell and Share event plus our special event on bullying where we considered the possible links between bullying and corruption. Our four presenters walked us through the various aspects of these two negative workplace activities which as anti corruption practitioners we encounter. I would like again to thank the presenters for their time and effort.
Also, a special thanks to our Deputy Convenor Mr Bernie Althofer who not only presented at the event but was instrumental in putting it together. Thanks also to Inspector Phil Barrett for stepping up (once again) to be our MC and who kept the flow of the event smooth and on time.
It was great to see attendees from both government and private sector and which included a number of new faces who had heard about CPNQ through friends and colleagues.
If you missed out at this event, don't worry, I'm sure there'll be another and don't forget our regular Show Tell and Shares.
p.s. I can be contacted at this email address: Convenor
CPNQ Committee Member Rod Robinson said, "make it interesting and they will come", and they DID!!! If you were unable to make the event, here's a snap shot of what was covered:
Shane Stockhill led the way with his presentation WHS Psychosocial obligations at work.
Shane explained that there is an increasing acceptance that psychological health falls within the scope and intent of WHS legislation and this presents a key challenge for WHS regulators, Industry and Unions. The challenges include the development of appropriate inspector training, support, and guidance for inspectors, and the promulgation of information and tools for obligation holders to assist them to manage the risks to worker health resulting from occupational stressors, workplace harassment, fatigue, and risk of occupational violence.
In 2003 WHSQ developed a state-wide initiative aimed at reducing the risks to worker health as a result of psychosocial hazards in the workplace. The key activities of this initiative include:
- building an appropriate and efficient organisational structure, training appropriate inspectors to meet the demands on WHSQ, and formulating supporting policies and procedures; and
- influencing Qld workplaces to develop and implement appropriate strategies and assessment tools for managing the risks from psychosocial hazards in the work environment.
Shane's presentation provided a review of the WHSQ Psychosocial initiative successes to date, in particular to occupational stress and workplace harassment and discusses the challenges of integrating the assessment of psychosocial hazards into inspector’s practice, and influencing organisations to respond appropriately through risk management to meet their legislative requirements.
Shane is a registered psychologist with the Department of Employment and Industrial Relations (QLD). He is currently coordinating the Queensland Psychosocial Initiative.
Our next presenter was Marissa Edwards. Here Marissa is being introduced to the audience by our Event MC Phil Barrett.
Marissa's presentation "It’s like water torture”: Employee and organisational responses to workplace bullying explored the research indicating that bullying is prevalent in the contemporary workplace and has been linked to numerous negative outcomes, including turnover, reduced productivity, depression, and suicide.
Despite its maladaptive consequences for employees and organisations, many targets of bullying are unwilling to complain formally to management. Furthermore, when complaints are received, organisations are often reluctant to take action.
Marissa considered the evidence from several research domains to explore how employees respond when they are the target of interpersonal mistreatment, including bullying, incivility and sexual harassment, and how organisations respond to complaints about such behaviour. In particular, she discussed the concepts of “deaf ear syndrome” and a “climate of silence” and explained how these shape employees’ decisions about how to respond to adverse events in the workplace.
In closing, Marissa discussed some of the challenges inherent in attempting to criminalise workplace bullying, and considered particularly how this might affect employee and organisational responses in this context.
Marissa graduated with a Bachelor of Psychological Science with first class honours from the University of Queensland in 2003 and is currently a PhD candidate in the UQ Business School. Her work focuses on the psychological processes underlying the decision about how to respond to wrongdoing in the workplace, such as bullying, sexual harassment, sabotage, fraud and theft. In particular, she is interested in the role of emotions in the decision to engage in whistleblowing or silence.
After a tea - networking break, Matt Maloy explained Bullying: a tactic of (rather than a pathway to) corruption. His paper started, not by considering the individual characteristics of bullies, but rather the broader impact of ego and insecurity in a bullies need to exert power. He further discussed the organisational issues that support a bullying culture as it is only by addressing these issues that proactive action can be taken to prevent such behaviour. Matt also identified how bullying, rather than an indicator of a parties commencement down the “slippery slope” of corruption, is a much used tactic to support other corrupt actions, and can amount to corruption itself.
Matt has been a police officer for 21 years and is the Manager of the QPS Equity and Diversity Unit. Matt holds a Bachelor of Business (HRM) and has a passion for EEO and removing negative behaviours in the workplace.
Our final presenter was CPNQ's own Bernie Althofer AFAIM, who presented Why Workplace Bullying Reduces the Corruption Resistance of an Agency. Bernie's paper stimulated discussion on:
Bernie was a police officer for 35 years and is the is the Managing Director of EGL I ASSESSMENTS PTY LTD. He is an Associate Fellow of the Australian Institute of Management and a mentor in QUT Mentoring Scheme. Bernie has just finished writing a book about workplace bullying and hopes to have it on the market by Christmas 2008.
- the link between bullying and corruption,
- the impact on organisations and individuals if bullying is recognised as corruption, and
- the impact of reporting bullying allegations as official misconduct, misconduct and breaches of discipline.
Finally, the event was a great opportunity for networking.
With the kind permission of the speakers and their Organisations, their presentations can be found at CPNQ Presentations
Show Tell and Share 2008
Unlike the three monkeys “speak no, see no and hear no” evil (or four monkeys in the case of “do no evil”), as practitioners working in the anti-corruption field, we often come across people who speak, see, hear or do evil – being theft, fraud or corruption, against various government agencies or organisations. One of the objectives of CPNQ is to provide practitioners with an opportunity to network and discuss such issues.
Our June STS discussed a number of topics including:
- Performance Agreement/Positiond Descriptions/Performance Management
- Management roles, responsibilities, accountability and the need for training
- Covert recording
As always a lively, interesting and useful discussions.
Have a laugh
Man scares off thief with mighty roar
By David Williams
A mild-mannered man intimidated a thief into returning his mobile phone - by roaring at him. City worker Russell Clarke was enjoying a morning coffee in Daisy's in Hoe Street, Walthamstow, with his wife and eight-month-old baby last week when the thief struck. First, he approached their table asking for directions.
Mr Clarke, 33, said: "He didn't speak much English and confused us with a map. It was a distraction tactic. Then he made a commotion with a can of coke and left. "Everyone thought, what was all that about? "Then about a minute later my wife said, Where's my phone?'" Realising it had been taken, Mr Clarke ran into the street and saw the man jogging towards Forest Road. He chased after him and, to his surprise, caught up with him.
He said: "I ran about 300 metres and thought my heart was going to fall out of my chest. He was about ten metres away and I did an almighty deep bellowing roar. "He panicked, threw down the map and phone and ran off."
Mr Clarke, who is 5ft 7ins tall, told the Guardian he had never roared at an assailant before, and added: "It's not my habit. He was bigger than me. "But it's bad form to steal people's phones."
On his return to the cafe, Mr Clarke was greeted by a round of applause from Daisy's customers and staff.
Friday 6th July 2007
As members of CPNQ, many of us work in environments where spam is not only a pain, but an embarrassment as well. Here we are trying to set an ethical tone in our organisations and yet we are on the receiving end of materials that range from stupid to indecent. Well here is a suggestion by CPNQ's Secretary Narelle George on how to help minimise the risk of being targetted.
When you send out an email to large number of people, a lot of email addresses in the 'To:' box (or the 'CC:' box) act like a magnet to a potential spammer. One of the spamming ploys is to use tools that seek out and collect large numbers of addresses that appear in these email boxes.
To stop this happening with your emails, only use one address in the 'To:' box and the rest in the 'BC:' (blind copy) box. Everyone still receives the same email and any attachments. The tools used by spammers don't read the 'BC' addresses, and are not attracted to just one address in the 'To:' box.
Furthermore, if it's a group that you're regularly sending emails to, it's a good idea to create a mailing list and register all your addressees as 'BC:' addresses under one group name which you would then use in the 'To:' box on your email.
TERMS AND DEFINITIONS
Source: Queensland Criminal Code Act 1899 Reprinted as in force on 1 July 2008
- benefit includes property, advantage, service, entertainment, the use of or access to property or facilities, and anything of benefit to a person whether or not it has any inherent or tangible value, purpose or attribute.
- computer generated image means electronically recorded data capable, by way of an electronic device, of being produced on a computer monitor, television screen, liquid crystal display or similar medium as an image, including an image in the form of text.
- document includes (a) anything on which there is writing; and (b) anything on which there are marks, figures, symbols, codes, perforations or anything else having a meaning for a person qualified to interpret them; and (c) a record.
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Got a question, comment, suggestion, problem relating to corruption prevention?
Need help, advice, or a shoulder to cry on?
Can your colleagues in CPNQ help?
Why not use our CPNQ Electronic Forum.
This is a much underutilised though with regular use and users, can be a valuable resource to all members.
The more members use it, the more useful it will be for us all.
Our forum is located at Forum
Don't be afraid. Take that step. We're listening ...
The only thing to do with good advice is pass it on. It is never any use to oneself.
Oscar Wilde, Irish dramatist, novelist, & poet (1854 - 1900)
The CPNQ Committee values the input of its members to this newsletter and encourages your continued contributions.
For members of professional bodies such as ASCPA, IIA, ISACA, ACFE, etc, such contributions may well count towards your Continuing Professional Development hours.
Please forward suggestions or articles to Adrian
The problem is never how to get new, innovative thoughts into your mind, but how to get old ones out. Every mind is a building filled with archaic furniture. Clean out a corner of your mind and creativity will instantly fill it.
6 R’s Management Strategies for dealing with Conflicts of Interest in the Public Sector
The “6 Rs” are hierarchical in that they reflect a response to an increasing level of complexity and seriousness in a COI situation and a more intrusive type of intervention. They start with the less serious and end at number six with a strategy only used in the most serious COI situations.
1. REGISTER = to formally register or record the details of a conflict of interest.
2. RESTRICT = place limits on the extent and/or type of involvement in the matter.
3. RECRUIT = involve an independent 3rd party to oversee or review the process.
4. REMOVE = withdraw from all involvement in the matter for as long as conflict exists.
5. RELINQUISH = give up the private interest involved.
6. RESIGN = resign from the agency position.
A purely networking session - where we'll all have a chance to talk and share ideas.
Our next Show, Tell and Share event will be held on 19th August 2008 at 12.15pm.
For further details go to CPNQ Calendar of Events
Don't forget to RSVP to Secretary
Bring a Friend!!
To make an ethical decision ask yourself ...
- Is the action legal and consistent with government policy?
- Is it in line with my agency's goals and code of conduct?
- Is it the 'right' thing to do?
- What will the outcome be for:
| || - my agency|
| ||- my colleagues|
| ||- others|
| ||- me?|
- Would my actions stand up to public scrutiny?
Know someone who has an interest in the prevention of fraud and corruption? If so, send them our membership flyer
Website of Interest
Upcoming Events in Fraud & Corruption Prevention
Open Compliance and Ethics Group
OCEG is a nonprofit organization that provides standards, guidelines, benchmarks and online resources to help companies drive principled performance and integrity through integrated corporate governance, risk management, and compliance (GRC) processes.
Managing the Business Risk of Fraud: A Practical Guide
The Institute of Internal Auditors (IIA) along with the Association of Certified Fraud Examiners (ACFE), and the American Institute of Certified Public Accountants (AICPA), has released "Managing the Business Risk of Fraud: A Practical Guide." This document outlines five key principles of a fraud risk management process and recommends ways in which boards, senior management, and internal auditors can fight corporate fraud. It is available for free download from IIA.
- CPNQ Show Tell & Share, 19 August 2008 , 12.15pm to 1.45pm, Level 26 Minerals House, George Street. To register, contact Narelle
For more information go to CPNQ's Calendar of Events