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Interpersonal Conflicts: An Organization's Approach

   

Added on  2019-12-28

14 Pages3929 Words50 Views
Question 1Identify three (3) scenarios that require an organization's dispute resolution procedure to be reviewed.Answer:- These are the scenarios that can be cause dispute in the organisation.Conflicts with customer:- some times there is conflicts take place with customers and in this case company should make some new resolution to solve this conflicts by asking to the employee the reason of the conflict and try to solve it. Interpersonal conflicts:- If there is conflict between the employees than company should over look the dispute and should make changes in the resolution procedure. The conflicts arises between the employees for many reasons like over burden, shortage of resources, poor coordination etc.Conflicts for interest:- Dispute can take place because of individual goals when their expectation doesn't meet then this dispute arises. The employees are not getting what they except to get and for this company has to reviewed the resolution procedure.Conflicts with leader:- some times conflicts also arises with leader because thinking of the employees and leader doesn't match or sometime only one person in the team get more work task than others in that case also the dispute arises. In that scenario company as to look after the situation and guide the leader accordingly. Question 2 part A:- Explain why a business would develop a business dispute resolution process.Answer:- following are the reason for developing the business dispute resolution.Increase the effectiveness and efficiency:- company develop the dispute process to increase the effectiveness and efficiency of the employees so that they can produce more unit of products with less cost and less time.To create harmony in the organisation:- if there is dispute resolution process the harmony is there in organisation that leads to the smooth working operations.

Flexibility:- there is more flexibility in organisation if there is less dispute. The employees can do each others work. The top management can arrange the work systematically and every one can easily adopt it. Confidence:- the employees confidence can be increase by having the dispute resolutionprocess because if they face any problem they have the organisation support.Part B :- Explain how it would implement it in your business?Following is a process to implement the dispute process in the organisation.understand the employees needs:- the first step is to identify the employees need whatthey are excepting from the organisation and what are the problems they are facing in theorganisation.Make the rules and process easy, flexible and understandable:- the company shouldmake the rules and regulation , policies more easy, understandable and flexible. So thatemployees can comfortably implement that. Start communicating and give training to them:- next step is choose the employeeswho are facing the problem start communicate them and give training to them on theparticular issue they are facing. Supervise and control them:- the senior supervisor over look the situation and see thechanges after the training if there is some issue the supervisor should take the controlmeasures.Part C:- Explain who within an organisation would be involved in developing a disputeresolution procedure. There are different department involve in the procedure like line management, top levelmanagement , human resource management, head department etc. If there is normal disputeamong the employees the supervisor will try to solve it. If employee is facing any problem fromlong time they can go to the HR. But if the conflict converted into serious issue then the headdepartment has to inform the top management. The top management, middle management head,different departments head and line manger head these authorities is preparing the guidelines forthe disputes and conflicts. Very department head is monitor their subordinates and if there is anyissue the meeting is conduct to have the solution.

Part D :-Who would be responsible for final approval of a Dispute Resolution Processadopted by an organisation.The head of the HR department prepare the presentation and send to the top management toget the approval. The meeting is conduct in which the stake holders,shareholder,companyCOO,CEO,CFO, etc. are there and take the decision and if they think the changes are neededthey send the report to the HR. Otherwise they approve the report. It is a vital decision of themanagement as it is regarding the employees interest and changes can't be done again and againso they make their decision very carefully. Question 3Answer:-Outline the 3 types of records you might keep during a dispute, and outline for what situations they would be an appropriate record for.Employees complaints records:- the company should maintain the records of the employees in which the complaints has to be record and for one employees how many complaints has come in a month or in a year. Employees personal information:- company has to make the record of the employee personal detail his/her name,address, background check, contact number, government id.Reason of the conflict:- the company should make the records in which it is mention what complaint the employees has and with whom. Number of lawsuits on the employee:- company should keep the records of the currentand previous employees on which law case is going on.If company maintain these records they can used these reports at the time of law suits and also company can identify which employee is making maximum mistake and who's fault is there. If the employee is blaming the management system at that time also company can show its record and can prove its innocence. Question 4 part A:- You are in dispute with a client and all attempts to resolve this have failed. Before escalating the dispute to a court or tribunal explain at least 3 Alternative Dispute Resolution (ADR) methods external to your organisation that may be used to attempt to resolve the dispute.

Ensure that you outline the types of dispute that is best suited to the ADR method you aredescribing.Answer:- The company promise to client to provide the flat purchase by him on the particulardate. But because of some reasons they haven't deliver its services to the client and in that casethe conflict arise. The client paid the money in return of the flat but company projects gets thestay order from the government and project has to stop there. The company promises the client togive his deliver after some time. But client get anger and wants its money back in this thefollowing AID method will follow. Arbitration:- company can appoint the third party to resolve the problem. This third partyknown as arbitrator and arbitrator is appointed by the company itself rather than some legalbodies. The arbitrator analysis the situation see the fact the and figures and take the decisionwhich is in the favour of both the parties. Conciliation:- In this method the third party see the objectives of the circumstances and take thedecision. Parties have to negotiate and come to conclusion and take final decision whichbenefits both of the party involve in the issue.Meditation:- In meditation the mentor generate the better communication between theparties so they can solve their problem peacefully. The mentor doesn't guide the partiesmentor just ask the direct question to the parties to have the clear conversation betweenthem. Part B:- Explain how statutory obligations may restrict or alter your decision to use ADRsuch as arbitration.Answer:- the statutory obligations restrict the decision because they feel that the parties are notgenuine and they taking advantage of the deal. The parties are getting the profit by this issue orconflicts so arbitrator can restrict the decision. Some times one parties is getting over advantageto another party in that case of the decision will be restricted. The arbitrator appointed peoplethose who are specialised in the particular field. If arbitrator observes that there are to manysacrifices which one party has to make then the decision can be restricted. Question 5part A:- List and Explain 4 possible Causes of Disputes that can occur during a building project.

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