Work Place Mediation Lays Ground For Future Interaction And Better Employees Relation

By Author: Aarika Rastogi
Total Articles: 56
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Human behavior is complex and some time disputes can become headache for organisations. Many large or middle level organisations spend enough time for workplace mediation, managing workplace conflict. Increased volumes of grievances, disciplinarians and tribunal claims and more time than ever spent handling them. Work place mediation is a specialised task used to arrive at the end of any conflict. Conflict in the Workplace leads to a decline in productivity, peace of mind and the health of the organization and the individuals involved. Therefore it is necessary to arrive at the end of the dispute as soon as possible. Normally following types of work place conflicts have been observed -

Co – worker disputes – Labor intensive industries experience this type of dispute more often. Work place mediation must consider co-worker disputes as a task of immediate action. Try to solve issues before they escalate. Find common ground. Lay the ground work for positive interaction in the future.

Management vs worker issues – Work place mediation approach must consider both side equal and on the basis of one side argument ...
... no action must be taken. As any action against the workers may add fuel to fire while decision against the management can bring undue amount of monetary loss to the organisation.

Business vs business – Work place mediation approach must offer he opportunity to explore and define the deeper causes of the issue and to build a common cause of understanding providing a Win/Win situation to the problem.

There is nothing better then doing staff surveys in order to find out bottle necks and to develop better and strong staff relations. Biggest mistake companies do in any staff surveys is that they ask employee name at the end of the survey. Staff surveys must avoid any identity related questions in order to make employees free to say what they wish to say. Staff surveys may reveal important results or data useful to make employee relation better and fruitful. When employee relations are in good state then only a good team of workers can be developed.

At time dispute or a state of non consent is observed between two or more groups of organisation. Such dispute or non consent if untreated can significantly impact staff relations. Many organisations now use method of facilitation so that there employees can arrive at a commonly accepted conclusion to any such problem. Facilitation is often done with the help of facilitator, facilitator is someone who helps a group of people understand their common objectives and assists them to plan to achieve them without taking a particular position in the discussion. Number of companies providing work place mediation and facilitation services employee experienced and veteran people from different sectors of economy.
Process of facilitation helps in structure and process to interactions so groups are able to function effectively and make high-quality decisions.

Many organisation use the method of facilitation as a tool for driving high quality decisions in order to take future decision. In the process whole organisation gets divide in to two or more groups with a common topic or issue. Then after investing enough time over the topic groups discuss their visions in front of a facilitator to arrive at best possible decision. Role of facilitation is very important as different groups may feel unsatisfied when the decision is made within the organisational authorities.

HBA is a specialist workplace relations consultancy based in Canberra, ( http://www.hbaconsulting.com.au/ )human resources , workplace investigations service, ( http://www.hbaconsulting.com.au/workplace_relations_training.html ) hr consulting services, employment frameworks