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Institutional AffiliationDate
INTRODUCTION Human Resource Management in workplace
conflict resolution.Workplace conflicts can be avoided if the
right strategies are appliedUse of HR department in solving disputes is
very important
Identification and resolving Labor issues in the workplaceUnfair treatmentDistress over disciplinary actionsAnxiety over new human resources (HR)
policies
Union and non-union affairs
Concerns over Production and non-production Supervisors handling of:
Union grievances proceduresEmployees concerns in their offices
Effect on employeesConfusion in voicing their concerns due to
procedures of handling grievancesHealth issues like stress and depression
affecting attendance and performancePoor workplace morale Increased staff turnover Recruitment of staff problems The business’ reputation and ability to stay
competitive affected
The cost of conflicts Financial costs in terms of legal fees and
timeStress of going through the process and
anxiety over the outcomePoor performance and reduced output
Conflict management systemA good workplace conflict management system
consist of 4 quotients:The justice quotientThe efficiency quotientThe engagement quotient, andThe resource quotient (Collins and O'Rourke,
2009).
Conflict management system contd… Non-union workplaces
Handling grievances practicesVoicing grievances proceduresDispute resolution procedures
Strategies to proactively avoid grievances
RECOMMENDATIONSIdentification of employees grievancesAddressing the identified grievancesCreation of positive employee relations
Dispute resolution for non-union offices Recommendations for a sample procedure
for conflict resolution;Set the sceneGather informationAgree to the problemBrainstorm possible solutionsNegotiate a solution
Procedure for handling dispute in the production facility RECOMMENDATIONSComplaints investigationsHow to work effectively with union
representativesSupervisors responsibilities Actions to avoid while handling grievances
Training line managers COVERAGE PROPOSALS
How to handle grievancesHow to avoid grievances to mitigate against
violations (Raines, 2013).
Strategies of handling conflictsStaying calmListening to understandAttacking the problem , not the personAvoiding the blame gameFocusing on the future not the pastAsking the right kind of questionsLinking offersBeing creativeCelebrating the agreement
Conclusion Importance of conflict resolution in an
organizationConflict resolution as part of leadership skillsNegotiation as a conflict resolution tool
References Collins, S. D., & O'Rourke, J. S. (2009).
Managing conflict and workplace relationships. Mason, OH: South-Western Cengage Learning.
Raines, S. (2013). Conflict management for managers: Resolving workplace, client, and policy disputes. San Francisco: Jossey-Bass.