C Conflict Resolution Flashcards
Under a decentralised system, the HRM plays a much larger role in resolving disputes. Conflicts can arise for 6 main reasons
During a negotiation period Pay and conditions Job security Managerial policies Discipline issues Workplace health and safety issues
5 common forms of industrial action
Strike: employees withdraw themselves from work for a period of time
Lockout: Employers close down the workplace for a period of time.
Picket line: protests outside the workplace. Often workers will try to stop suppliers or non union members into the organisation.
Work-to-rule: Workers refusing to perform duties outside their job description
Work bans: Refusal to a form of work such as overtime.
Protected action
Action taken that is approved by the fair work commission. For an action to be approved by the fair work commission it has to meet a number of requirements including that the parties have genuinely tried to reach an agreement and the employees have been given the required notice.
Unprotected action
Unprotected industrial action refers to action that has not been approved by the Fair Work Commission. Unprotected action is unlawful and damages can be sought.
5 methods for resolving conflict
Negotiation Mediation Grievance Procedure Conciliation Arbitration
Why is it important to resolve conflict quickly
So a positive relationship is maintained between the employee and employer and so that the employees can get back to work and operations continue.
Grievance procedure and 5 steps
A formal process where an employee can resolve matters relating to complaints about wages, conditions and disciplinary action.
- Complainants first try and settle dispute themselves
- Complaint is then handled by supervisor
- Complaint moves to middle department manager
- Meeting with top management
- If a resolution has still not been breached, the matter is referred to conciliation or arbitration.
Negotiation
Coming to an agreement through discussion and compromise. There is no third party involvement and 2 way communication is important. This method is likely to be most effective when the employer utilises a consultative or participative management style, and possesses the interpersonal and communication skills to be able to negotiate a suitable compromise solution.
Mediation
A formal method where a third party facilitates the conversation. The parties still come to their own agreement. The third party will be independent or agreed on by the parties in the dispute. The third party assists the parties in dispute to work towards their own agreement, but will usually not offer suggestions or solutions, preferring to allow the parties to develop the agreement in their own terms.
Conciliation
Formal method where a third party is actively involved im facilitating the negotiation. The third party is more involved in making suggestions. The conciliator leads the discussion and provides guidance to help the parties reach a solution.
Arbitration
Both parties put their case forward to a judge and the judge makes the final decision. Hearings are more formal then conferences and are generally on record. This can result in both parties being unhappy with the binding by law decision which can negatively affect their relationship.
Industrial action
a withdrawal from work by a group of employees, or refusal by an employer or number of employers to permit some or all of their members to work. Each with- drawal or refusal is made to enforce a demand, resist a demand or express a griev- ance.
Purpose of industrial action
Each with- drawal or refusal is made to enforce a demand, resist a demand or express a grievance. This is most commonly done through strikes by employees and lockouts by employers.
