CONFLICT WITHIN THE MS WALKER
WORKPLACE
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OBJECTIVES Define the term conflict
at least two reason why there might be
Identify conflict in the workplace
Discuss at least two strategies to reduce conflicts
DEFINITION
CONFLICT
A conflict may be described as a clash of
interest, ideas or objectives between two
or more individuals within an
organization.
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SOURCES OF CONFLICT
• Poor working conditions
• Gossip
• Pay disputes
• Unfair dismissal
• Sexual Harassment
• Job security
• Verbal abuse by management
Improving pay and working conditions for employees.
MANAGING AND
Providing
employees with the necessary tools to get their
jobs done adequately
RESOLVING
CONFLICTS
Recognizing
or rewarding employees for good performance
equal opportunities policies for all employees, regardless
Developing
of race, gender or age
Treating Treating all employees fairly
Listening Listening to employees
INDUSTRIAL
DISPUTE
INDUSTRIAL RELATION
Industrial Relation refers to the
management of relation between
managers and workers, and the ways in
which both sides express and handle
these relationship.
STRATEGIES USE
RESOLVED
CONFLICTS
Work to rule: Employees report to work , but only
complete tasks that are strictly within their job
Work
description and working hours and nothing more. For
example, refuse to work overtime.
STRATEGIES
Go-Slow: Employees report to work , but
USED BY deliberately discharge their duties at an
Go
EMPLOYEES TO extremely slow pace and so undermine
GAIN THE output.
UPPER HAND IN
CONFLICTS Ban
Overtime ban: Employees refuse to work
overtime.
Sick
Sick-Out: Unionized workers all call in
sick or take sick leave at the same time.
STRATEGIES USED BY
EMPLOYEES TO GAIN THE
UPPER HAND IN CONFLICTS
• Sit-in: Workers report to work but sit at their desks or work
area for the entire business day and refuse to complete any of
their assigned tasks.
• Lock-Out : employees told to stay home or barred from the premises
• Dismissing: all the workers who are taking industrial action.
• The hiring of temporary labour : an employer may employ other workers
STRATEGIES on a temporary or short-term basis to replace those who are engaged in
USED BY disputes and protest action.
EMPLOYERS TO • Refusal to negotiate with employees or their representatives: The hope
GAIN THE may be that employees will end their dispute if they realize that their
UPPER HAND IN employer is unwilling to negotiate.
A CONFLICT
GRIEVANCE PROCEDURES
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GRIEVANCE PROCEDURES
• A grievance in the workplace exists only when a
labour laws or work code has been violated , or a
worker is treated unfairly or his or her health and
safety is threatened.
The union delegate seeks to resolve the conflicts
Step 1 by holding discussion with the supervisor /
manager involved
STRATEGIES if there is no agreement , he speaks to the human
FOR RESOLVING Step 2 resources manager or industrial relationship
manager
CONFLICTS
if still no agreement he reports to the union
Step 3 officials , who discuss the matter with top-level
management
• Step 4: if there is still no agreement the union officials will then
try each of the following stages :
Conciliation : A third party , such as a representative from the
ministry of labour will be present during discussion to ensure that
STRATEGIES communication takes place and to encourage the groups to reach an
USED TO agreement.
RESOLVED Mediation: This involves the third-party proposing solutions to the
problem , which are then considered. The third party can not force
GRIEVANCE
acceptance or any suggestion.
Arbitration : The two groups agree to ask the third party to give the
solution , which they will both accept.
ESTABLISHING GOOD
MANAGEMENT- STAFF RELATION
ESTABLISHING GOOD
MANAGEMENT- STAFF
RELATION
❖ Lead by example
❖ Maintain good communication with
staff
❖ Provide good working condition
❖ Encourage teamwork
❖ Reward employees for their efforts
WHAT HAVE YOU LEARNED
TODAY???
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