Workplace conflict is a kind of problems which should be eliminated by the managers as soon as it has been identified within a work place. The few measures of eliminating workplace conflicts are as follows
Providing training on conflict resolution- the negative effect of a conflict can be reduced by training employees on how to successfully resolve conflicts. The training also provides confidence to the employees that they can successfully resolve personal and professional conflicts.
Providing training on communication skills – enhanced communication skills in the employees would ensure that there is no misunderstanding and therefore a conflict situation may be identified and addressed accordingly.
Developing positive work relationship in the workplace- a positive workplace relationship would ensure that there are less conflict in the workplace and the employees work in harmony
Implementation of activities for team building- developing a strong team spirit within the workplace can considerable reduce the chances of a conflict
Building well established communication channels- conflicts can only be addressed through proper communication and therefore strong communication channels may help eliminate conflicts within the workplace.
Having in place established ways of resolving conflicts such as mediation and negotiation may also eliminate conflicts within a workplace.
Right Timing- conflicts are often created unnecessarily within the workplace. It is good to avoid small conflicts but leaders who avoid conflicts all the time may regret it latter. When it goes to managing conflict timing is the primary issue is timing. The best time which the mangers may choose to take an action is when they have concrete evidence that the actions of the employees may have an adverse effect on the others. This can facilitate best outcome from a conflict.
The conflicts can take a bad shape and result in adverse outcomes of the managers does not have proper knowledge about the situation. Knowing the limitations and boundaries of the employees would help the managers achieve successful outcome from the conflict.
Everyone has a different culture and knowing and respecting such differences is a key for achieving a successful outcome from a conflict resolution process. Addressing the cultural aspect of the parties to the conflict can help the managers understand the party in a better way and therefore more effectively resolve the conflict.
It is the duty of all leaders to confront the tension head on in any conflict situation. The conflict has to be confronted before the situation goes out of hand.
How to seek input from those having grievances in the work place
Strategy plan is used to define the strategy of the organization. It is the kind of plan which is initiated before actions. On the other hand as the name denotes operations mean actions. When planning is done to make strategies for the purpose of achieving the goals of the organization it is called operational planning. Strategic planning may include various activities like making decisions and formulating strategies for the organization. on the other had operation planning includes when and what kind of actions must the organization take according to the situation.
Employees have to be provided that they are major stakeholders of the organization in the process of planning. They have to be notified that the better the plan the better would be the performance of the organization. In addition where the organization performs good it would positively reflect on the rewards received by the employees.
The four important roles fulfilled by the position of the manager includes
Establishing harmonious organization culture
Having conflict elimination strategies in place
Effectively resolving disputes between employees
Motivating the employees through rewards and recognitions
Key Performance Indicators (KPIs) assist the employees to enhance their performance. All organizations want employee satisfaction, excellent customer services and healthy competition in the workplace. KPIs set the parameter in relation to the most critical aspects for organization success and therefore the employees can use them as a guide to enhance performance.
Law of Negligence under Torts
The situation is governed by Common law principles of negligence and the Civil Liability Acts of the respective states.
The Fair Work Act 2009 (Cth) deal with awards and conditions in the workplace
The Privacy Act 1968 (Cth) deals with storage and accessibility of employee information
The Anti-Discrimination law deal with equal payments and treatment in the workplace. They are dealt with by the Fair Work Act 2009,The Australian Human Rights Commission Act 1986 (Cth) and Discrimination Acts of states.
While setting workplace objectives the goals should be identified as Key Performance Indicators and targets for employees.
Job description sets out clear expectations of the company from the employee
It clearly identifies the role of the employee in the company
All legal bases are covered through the job description
Roles, responsibilities and boundaries of the employee are kept clear.
The role of the assistant is to assist the manager in performing the duties of a employment relation manager. The role includes filing and updating employee files, effectively recording all employees and ensuring updating the policy and procedure manual. The skills required for the jobs are adaptability and effectively addressing situations.
The name of policy
The name of the policy should clearly be a able to represent the nature of the policy
The scope of the policy should clearly provide that to what extent and on whom and when the policy may be applied.
The reason and purpose of the policy has to be made in consideration of the issue which it seeks to address.
Contingency planning is essential and important with respect to the development of employee relation policy and strategies because it would provide a platform for addressing any hazards or risk which may originate out of employee relation policy and strategies. The polices and strategies are at a risk of not working out in certain situation and for such situation specific contingency planning is required.
Seven topics to be introduced in induction meetings
The process of bringing in staff to the organization is called the induction program. The program provides an introduction to the employee with respect to the workplace and sets them up to their roles. The terms and conditions of the employment are covered in the process. The process has to be conducted by Human Resource Managers or Employee Relation Mangers. The process must be conducted on the first day of employment in a very friendly manner.
In order to ensure that all participants have understood the induction program the managers have to conduct a feedback program with the newly inducted employees. The program must include a question and answer round through which it can be accessed that to what extent have the employees gained from the induction program. This may also include putting the employees under specific situations and accessing their conduct.
Policies and procedures within the organization ensure that the organization functions ethically, efficiently and legally. There are several changes in the Macro environment of the organization these include changes to applicable legislations, market conditions and trends in management. therefore it is necessary to review the existing polices and procedures in accordance with the changes in the macro environment to ensure that compliance with the existing requirements are met.
It is important to involve others in the process of reviewing policies and procedures of the organization. This is because the knowledge of various points of views of the individual would help the policy drafter address all significant issues which the policy intends to address. This would also make the employee more involved and enhance their compliance with the policies.
The evidence of the fact that the employee has indulged in a breach of policy or procedure of the organization is required before the disciplinary review is conducted
A note of the prior warnings provided to the employee with respect to his behavior has to be made by before the review is conducted
The past performance of the employee has to be documented before conducting the review
Fair work Act 2009 has the objective of ensuring proper rights and obligations are provided to the employees and employers in the workplace. The legislation seeks to enhance the working conditions in a work place. It deals with provisions of sham contracting through which employers label employees as independent contractor in order to avoid obligations. The legislation also deals with unfair dismissal within the workplace.
The Work Health and Safety Act 2001 has the objective of providing a safe workplace and working conditions to the employees. It sets out the obligations of the employees and the employer towards maintaining safety and health in the workplace.
People who are involved in policy review are
The method used to track changes in policy is CHCCS301A
The six steps of rapport building are
The Privacy Act 1968 governs confidentiality and privacy in the organizations operating in Australia.
Natural justice is a technical term which supports un biased decision making and giving all parties involved in a conflict a fair chance of hearing. The concept of natural justice not only maintains the confidence of the employees with respect to a conflict but also other employees who are not directly affected by the decisions. The concept ensures both the parties to the dispute are provided with a fair decision.
The information obtained from the employees have to be kept confidential and not disclosed to any other without the consent of the employees. In case of any complaint made by the employees the name of the complainant has to be kept anonymous to ensure they do not face discrimination in workplace.
The information can be attained from the Fair Work commission
10 rules of effective negotiation are
PCBU under the Work Health and Safety Act stands for “person conducting a business or undertaking”
The employees gave to be provided with adequate chance to justify their position in relation to a disciplinary action. It is the duty of the employer to allow the employee to be accompanied by a third person in any form of action taken against the employee by the organization. The employer must give the employee a chance to rectify the mistake.
WISE employment Australia
A gross misconduct is defined as an improper or unacceptable behavior which is very serious in nature and is done by a employee. An employee can be terminated on spot because of gross misconduct known as summary dismissals. Gross misconduct may include actions such as theft, fraud or dishonesty, offensive behavior such as bulling, fighting and harassment, damage to company property, serious breach in health and safety rules, coming to work intoxicated or buying or selling drugs in a workplace.
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