When you’re trying to position yourself as a mover and a shaker in global politics, the last thing you need is a reputation as a hot-headed bully. Last week’s G20 conference however, saw not only important financial agreements being brokered but also the coining of the phrase "Rudd rage," as our PM was quizzed, in front of world leaders, about an embarrassing mid-flight temper tantie that reduced a flight attendant to tears.

There’s a lesson here for employers. Insiders’ descriptions of Rudd’s style make him sound as though he went to the "how not to" school of management.

According to various reports, he:

• Never gives positive feedback;
• Loses his temper easily;
• Swears at and berates staff;
• Demands extraordinarily long hours, and will call staff at night after they’ve gone home;
• Allows conflict to fester; and
• Lacks people skills.

The purpose of this article isn’t to Rudd bash: in fact, we reckon that the current government has made some important improvements in terms of disability reform. But if you were attempting to formulate an exhaustive list of negative workplace psychosocial factors - factors that lead to stress, injury and illness - you wouldn’t need to look much further than the one above.

Not only does the kind of mismanagement Rudd allegedly engages in lower productivity, decimate morale and increase the likelihood of workers’ comp claims, it can also damage reputations. An international press conference that centred on Rudd’s hissy-fit rather than his policy: not exactly great PR.

Treating employees with respect, and encouraging them to maintain an appropriate work / life balance is just common sense. If in doubt, ask the Prime Minister.

For Laurie Oakes’ take on the incident, see his article in the Herald Sun.