Conflict Matters
Posted: 12.07.2015
Conflict resolution is all about treating people with dignity and respect. Conflict resolution is a strategy to resolve any form of conflict. If this strategy is used at work it is referred to as workplace conflict resolution.
This strategy may consist of: investigation into a situation, implementation of a policy to prevent a situation from recurring, training to ensure appropriate behaviour, or negotiation of a solution through the use of a neutral third party. While all these strategies form part of conflict resolution, mediation is emerging as the key element for resolving conflicts in the workplace.
There are several mediation models: problem solving, settlement, facilitative, collaborative and transformative. Each or all of these mediation models, if properly applied, together with a clear anti-harassment policy, management training and negotiation allows for sustainable resolution of workplace conflicts. An anti-harassment/discrimination policy is a workplace principle that clarifies that harassment is against the law and will not be tolerated. It describes the types of behaviours that are discriminatory and indicates that management takes this issue seriously. It explains the disciplinary measures that 00would be applied, up to and including termination of employment if a claim of harassment is proven. It also establishes the steps and process to follow. It enables employees to utilize a third party to investigate and document evidence in a complaint and affect a resolution through negotiation without any fear of reprisal. Training comprises ongoing education for all staff and management to understand their roles and responsibilities under the anti-harassment policy. Using these measures will help ensure that employees are treated with dignity and respect.
About the author: Cecil Norman holds a Masters Degree in Conflict Resolution. His column on Conflict Matters appears monthly. You may reach him directly at his practice, Human Rights Advisory Services Inc. Email:cnorman@hras.ca
This strategy may consist of: investigation into a situation, implementation of a policy to prevent a situation from recurring, training to ensure appropriate behaviour, or negotiation of a solution through the use of a neutral third party. While all these strategies form part of conflict resolution, mediation is emerging as the key element for resolving conflicts in the workplace.
There are several mediation models: problem solving, settlement, facilitative, collaborative and transformative. Each or all of these mediation models, if properly applied, together with a clear anti-harassment policy, management training and negotiation allows for sustainable resolution of workplace conflicts. An anti-harassment/discrimination policy is a workplace principle that clarifies that harassment is against the law and will not be tolerated. It describes the types of behaviours that are discriminatory and indicates that management takes this issue seriously. It explains the disciplinary measures that 00would be applied, up to and including termination of employment if a claim of harassment is proven. It also establishes the steps and process to follow. It enables employees to utilize a third party to investigate and document evidence in a complaint and affect a resolution through negotiation without any fear of reprisal. Training comprises ongoing education for all staff and management to understand their roles and responsibilities under the anti-harassment policy. Using these measures will help ensure that employees are treated with dignity and respect.
About the author: Cecil Norman holds a Masters Degree in Conflict Resolution. His column on Conflict Matters appears monthly. You may reach him directly at his practice, Human Rights Advisory Services Inc. Email:cnorman@hras.ca
