institutional affiliation date. introduction human resource management in workplace conflict...

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.