Workplace Conflict: Resolution Strategies and Investigation Analysis

This case study examines a workplace conflict involving allegations of harassment between two employees, Giovanna and Carole, under the supervision of Anita. The investigation process, led by Anita and a union steward, is scrutinized for procedural fairness and thoroughness. The study highlights weaknesses in the initial investigation, such as the lack of evidence presented to Giovanna and the inclusion of inexperienced team members. Recommendations for improvement include a slower-paced investigation, presentation of evidence to the respondent, and the involvement of more experienced personnel. Additional considerations involve assessing performance management, labor relations challenges, and the potential impact of the investigation on employee morale. The analysis identifies aggravating factors like group-based performance targets and suggests mitigation through suspension rather than termination, coupled with sessions promoting mutual respect. The conclusion emphasizes the importance of proactive management in fostering safe and motivational work environments. Desklib provides a platform to access similar case studies and learning resources.

Running head: CONFLICT RESOLUTION
CONFLICT RESOLUTION
Name of the Student
Name of the University
Author Note

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Introduction
The study is in regards to understanding how workplace ethical issues can be handled
effectively and conflict resolution can be provided. The case being considered for the study is in
regards to a workplace situation involving two subordinates of Anita who are Giovanna and
Carole. The recommended conflict resolution process have been given.
Summary of alleged culpable behavior
In the given scenario Anita is the supervisor of both Giovanna and Carole. The two
involved people work as Packers in the manufacturing plant. The primary allegation is that
Giovanna has been harassing Carole. The main issues are related to Giovanna speaking low of
Carole in the workplace environment. Additionally, Giovanna has been allegedly involved in
issues such as name calling Carole and showing her down. It is initially understood that Carole is
quite frustrated and disheartened by the alleged mistreatment by Giovanna and demands
immediate actions. She also says that she might not be able to continue with her productivity if
the issue is not resolved soon and wants actions to be taken against Giovanna. A primary
investigation is carried out by Anita with a union steward to look into this matter further and
questioned Giovanna pulling her out of the assembly line. However, Giovanna is visibly very
upset at finding about the incident and even feels sorry if she had hurt any of her co-workers. It is
known that Giovanna has been working in the organization for almost 20 years with no previous
allegations of the same kind. Anita later created a committee for further investigation with 2 new
members and two other team members that were divided in their opinion. In the end Anita
determined that Giovanna should not have been engaged in the incidents and puts the case

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forward to her employer and employee relations specialist to take decision in regards to the
termination of Giovanna’s employment.
Summary of investigation and assessment of investigation
The investigation of the incident was primarily done with the help of a steward from the
union. In the secondary phase the investigation was done with the help of two employees that
were new and two others that had widely different notions about the incident. The investigation
process had certain weaknesses that resulted in a very hastily taken decision by the investigation
team.
a) Procedural fairness
Procedural fairness as a certain criteria concerns the implementation of balance of
probabilities when looking at an issue. The complainant in this case is Carol and the respondent
is Giovanni. The allegation is of workplace harassment in this situation which means that an
investigation is very much liable to be held. However, the evidences that were present against
her were never presented in front of her. This causes the investigation to not be in accordance
with the standards of good workplace investigations. The consideration of all the evidences were
also not sufficient and there were genuine gaps that could have been identified with regards to
the investigation process. Although the timeliness and confidentiality of the investigation process
were good there are serious issues in relation to fairness and thoroughness (Carr et al., 2017).
b) Recommended improvements
It is greatly recommended that the process of investigation takes places at a slower pace
and the evidences against Giovanni are shown before any steps are taken against her. It can be

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said that the inclusion on newer members into the investigation team is not a very good idea.
Hence, they need to be replaced by people that have more experience in the organization. It is
important that more thinking is applied to make the process of investigation more critical.
Other additional steps to be incorporated
The respondent Giovanni had been working in the organization for nearly 20 years.
Hence, it was important to first understand what kind of factor could have actually led to the
problems that took place between her and Carole. The aspects of performance management
should have been pre considered. It is also clear from the statement of one of the team members
that Carole had altercation with Giovanni due to her slow work pace which affected the
combined target of the packing team. Labor relations challenges could arise from the kind of
situation that caused the problems between Carole and Giovanni. Hence, it becomes very
important that the factors of operational environment of the factory that could affect the labor
relations within the workforce or with the organization are considered (Trépanier, Fernet &
Austin, 2015). The effect that the investigation on a 20 year experienced employee could have on
the labor relations also needed to be assessed before commencing the investigation. Performance
management should also be considered prior to the investigation. The investigation process was
seen to already affect the productive functioning of the team in the packing company. In essence
however, the case points to a non-culpable behavior of the respondents.
Identification of aggravating or mitigating factors
The aggravating factors that can be identified in the given scenario is the expectation on
the employees to meet group rather than individual targets. While individual targets put pressure
on the individuals to perform, the group targets create joint responsibilities on the employees to

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give productive performance. This greatly affects the performance pressure on the team for
which conflicts can arise if one member of the team starts to deem another member slow or
incompetent (Hudson, 2018). The mitigation of the issue in this case was possible if the conflict
could have been identified earlier on. However, in this scenario an appropriate discipline would
be suspension rather than termination of work. Additionally, it would be important that a session
is held in which mutual respect among employees irrespective of tenure in the company should
be propagated. This is mainly because the conflict rose from a senior employee not being happy
with the way a junior employee was working. Appropriate discipline should hence be met out to
reiterate the equality among all the workers of the organization.
Conclusion
In conclusion it can be said that workplace conflicts such as these can keep arising from
time to time. It is up to the management to take decisions that help to make work environments
safer and motivational for the employees.

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References
Carr, T., Quinlan, E., Robertson, S., & Gerrard, A. (2017). Adapting realist synthesis
methodology: The case of workplace harassment interventions. Research synthesis
methods, 8(4), 496-505.
Foster, J., Barnetson, B., & Matsunaga-Turnbull, J. (2018). Fear factory: retaliation and rights
claiming in Alberta, Canada. Sage open, 8(2), 2158244018780752.
Hudson, D. (2018). Workplace Harassment After# MeToo.
Trépanier, S. G., Fernet, C., & Austin, S. (2015). A longitudinal investigation of workplace
bullying, basic need satisfaction, and employee functioning. Journal of occupational
health psychology, 20(1), 105.