Resolving workplace disputes.

Workplaces are breeding grounds for conflict, including those arising out of harassment, discrimination and personality clashes (between employees, employees and their managers, particularly recently assigned managers)

The result is often performance problems, violations of company rules or the need for discipline or termination. And, as we've seen from our American counterparts, sometimes these conflicts escalate into violence.

This increase in the level and effect of workplace conflict illustrates the importance of dispute resolution processes to resolve problems, before they lead to litigation or violent confrontations.

There are many benefits to implementing dispute resolution processes in your workplace:

* Reducing conflict increases productivity;

* You are less likely to have wrongful dismissal claims or human rights or other complaints;

* Any complaints you do receive, can be resolved quicker and more effectively;

* Your conflict-related absenteeism rate decreases;

* You demonstrate commitment to your employees and foster their trust and loyalty; and

* You hold your staff accountable for their actions.

How Do You Deal with Workplace Conflict?

All organizations have some form of system for dealing with workplace disputes, ranging from a "rough and ready" informal system, (which may not be part of written company policy) to a more sophisticated approach. For example:

* Managers may unilaterally resolve conflicts;

* Employees may be required to work differences out for themselves;

* The Human Resources Manager may attempt to mediate the dispute; or

* The President may phone the organization's lawyer the minute a conflict develops.

Some organizations also allow an appeal upwards through the organization's chain of command. If an employee has a dispute with a manager, the employee is encouraged to discuss the matter with the manager. If the dispute is unresolved at that level, the employee can take the dispute to the next level (which, in organizations with a human resource department may involve having the dispute mediated by an HR representative), and so on, ostensibly to the highest level within the organization.

Alternative Methods of Dispute Resolution

These days, the acronym ADR (alternative dispute resolution) and the phrase "conflict resolution systems design" have been receiving a lot of attention.