Conflict Matters: Reliance on Third Party Intervention
Posted: 12.08.2015
Whenever conflict arises, such as, the receipt of human rights or employment standards complaints, employers and / or employees rely on lawyers or consultants to help resolve the situation or provide representation and defense at a formal forum. The related stress in resolving workplace conflicts, including expenses and involving coworker's or close friends as witnesses, sometimes results in a poisoned work environment for not only the parties, but those indirectly involved as well.
A companies' practice of seeking external help in the form of a representative to resolve workplace conflict provides the benefit of not disrupting management from its daily routine as well as demonstrating transparency for its resolution process. However, if the representative, be it a retired judge, lawyer or consultant, does not fully understand the dynamics of conflict and does not apply the workplace anti-harassment policy or the conflict resolution procedure using appropriate mediation strategies, then the resolution attempt may escalate the already existing poisoned work environment for some employees even though a settlement has been achieved and the griever might have received monetary compensation. This third party approach is the standard settlement tool advocated by the assisted mediation forums in Ontario. It is necessary to note that sometimes to make a complainant whole requires more than a monetary settlement. A letter of apology may go a long way if it is issued honestly and sincerely.
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
A companies' practice of seeking external help in the form of a representative to resolve workplace conflict provides the benefit of not disrupting management from its daily routine as well as demonstrating transparency for its resolution process. However, if the representative, be it a retired judge, lawyer or consultant, does not fully understand the dynamics of conflict and does not apply the workplace anti-harassment policy or the conflict resolution procedure using appropriate mediation strategies, then the resolution attempt may escalate the already existing poisoned work environment for some employees even though a settlement has been achieved and the griever might have received monetary compensation. This third party approach is the standard settlement tool advocated by the assisted mediation forums in Ontario. It is necessary to note that sometimes to make a complainant whole requires more than a monetary settlement. A letter of apology may go a long way if it is issued honestly and sincerely.
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
