HUMAN RESOURCE MANAGEMENT - CONFLICT AND DISPUTE MANAGEMENT, PT 3
Managing conflict at work is a continual challenge for Employers. While conflict is a normal part of workplace the challenges lies in how to effectively resolve it. Regardless of the cause of conflict, it is vital to have effective mechanisms in place so that it can be managed appropriately and prevent conflict leading to potential external legal claims.
In many cases, conflict is resolved to the satisfaction of all parties through effective early intervention by the Line Manager. However, there will always be some instances in which a more formal investigation is required in instances where the informal approach has been unsuccessful or has been exhausted or where issues have arisen with no prior warning.
Recognising the moment at which informal approaches to resolving disputes have failed and when more formal approaches are required is an important decision that the Organisation must make.
Promoting Dignity at Work
The promotion of dignity in the workplace recognises the right of all Employees to be treated with dignity and respect and ensuring that all Employees are provided with a safe working environment which is free from all forms of bullying, sexual harassment and harassment.
Promoting dignity at work is likely to reduce stress, related health problems and absenteeism among those who are both suffering and close witnesses to such behaviours at work. Workplace bullying and harassment can also result in increased Employee turnover, unhealthy workplace culture and ongoing conflicts, a damaged Employer brand and costly litigation procedures and negative publicity.
It is important for every Employer to be aware that they are obliged to provide a work environment free from harassment and bullying. Time spent on the promotion of dignity at work policies is often better than the time spent on dealing with individual complaints of bullying and harassment. Where an Employer fails to do this, they can be held liable for the effects of harassment or bullying on their Employees.
The primary objectives of a Dignity and Respect policy should be to achieve the following:
Bullying, Harassment and Sexual Harassment
Despite taking steps to eliminate bullying and harassment from the workplace, from time to time complaints of bullying, harassment and/or sexual harassment may arise. Where a complaint does arise, the Employer must be seen to act fairly in dealing with the issue. Following the correct procedure is fundamental in reducing exposure to future legal claims for compensation in relation to bullying or harassment. Organisations are advised to always take appropriate care where a complaint is received, or where there is a suspicion of bullying or harassment occurring in the workplace.
An Employer should refer to the Codes of Practice on Harassment and Sexual Harassment and Workplace Bullying in order to become fully acquainted with the steps they may take to reduce their exposure to liability for acts of bullying and harassment in their workplaces.
Following these steps should also promote a positive work environment thereby improving Employee morale, reducing absenteeism, and encouraging improved productivity amongst the workforce.
In many cases, conflict is resolved to the satisfaction of all parties through effective early intervention by the Line Manager. However, there will always be some instances in which a more formal investigation is required in instances where the informal approach has been unsuccessful or has been exhausted or where issues have arisen with no prior warning.
Recognising the moment at which informal approaches to resolving disputes have failed and when more formal approaches are required is an important decision that the Organisation must make.
Promoting Dignity at Work
The promotion of dignity in the workplace recognises the right of all Employees to be treated with dignity and respect and ensuring that all Employees are provided with a safe working environment which is free from all forms of bullying, sexual harassment and harassment.
Promoting dignity at work is likely to reduce stress, related health problems and absenteeism among those who are both suffering and close witnesses to such behaviours at work. Workplace bullying and harassment can also result in increased Employee turnover, unhealthy workplace culture and ongoing conflicts, a damaged Employer brand and costly litigation procedures and negative publicity.
It is important for every Employer to be aware that they are obliged to provide a work environment free from harassment and bullying. Time spent on the promotion of dignity at work policies is often better than the time spent on dealing with individual complaints of bullying and harassment. Where an Employer fails to do this, they can be held liable for the effects of harassment or bullying on their Employees.
The primary objectives of a Dignity and Respect policy should be to achieve the following:
- To increase awareness on the prevention of bullying and harassment in the workplace
- To encourage good communications amongst all Employees so that any concerns which do exist are raised
- To set standards of behaviour which are acceptable in the Organisation
- To outline everyone’s individual responsibility to inform themselves of the policy and their responsibility to resolve matters as and when they arise as quickly and as confidentially as possible
- To provide both informal and formal methods of resolution
Bullying, Harassment and Sexual Harassment
Despite taking steps to eliminate bullying and harassment from the workplace, from time to time complaints of bullying, harassment and/or sexual harassment may arise. Where a complaint does arise, the Employer must be seen to act fairly in dealing with the issue. Following the correct procedure is fundamental in reducing exposure to future legal claims for compensation in relation to bullying or harassment. Organisations are advised to always take appropriate care where a complaint is received, or where there is a suspicion of bullying or harassment occurring in the workplace.
An Employer should refer to the Codes of Practice on Harassment and Sexual Harassment and Workplace Bullying in order to become fully acquainted with the steps they may take to reduce their exposure to liability for acts of bullying and harassment in their workplaces.
Following these steps should also promote a positive work environment thereby improving Employee morale, reducing absenteeism, and encouraging improved productivity amongst the workforce.
