Interpersonal Conflict
Interpersonal disputes might be considered to involve an argument, a strong disagreement or a personality clash. In any case it will be clear that the relationship has broken down in some way and there is poor on no communication. Colleagues may feel torn, manipulated or powerless. And they may well get drawn in the conflict so that it spreads.
Workplace Disputes
This includes grievances, disciplinaries, allegations of bullying, harassment or discrimination and power issues between managers and their teams. In any case the situation has become formal and a great deal of time and effort is being expended by managers, human resources personnel, colleagues, trades union officers and solicitors in their efforts to address the conflict. And even though the situation may be concluded formally, the working relationship remains damaged.
ACAS has introduced a code of practice for disciplinary and grievance procedures which states that employers and employees should always seek to resolve disciplinary and grievance issues in the workplace. Where this is not possible employers and employees should consider using an independent third party to help resolve the problem. If an employment tribunal feels that an employer or employee has unreasonably failed to follow the guidance set out in the Code they can increase or decrease any award they have made by up to 25%.
Conflict Audits, Consultations and Investigations
Do any of these statements apply to your workplace?
- Gossip is an ordinary and accepted form of communication.
- Management rarely appreciates or encourages new ideas.
- There is an atmosphere of secrecy and hidden agendas.
- Workaholism is not only accepted, but encouraged.
- Competitiveness and power struggles are rampant.
- Individuals and departments protect their turf fiercely.
- Discrimination is common.
- Lower-level workers walk on eggshells around management.
- Unethical and dishonest behaviours are common place.
- Work is not a pleasant and energising place to be.
- Open and honest communication is rare or non-existent
- White lies, petty theft and cheating are usual.
- Employee/Management communication is conflicted
- I go home from work feeling defeated
- I worry about work in my home life
If you answered yes to any of these statements, it’s time to look at leadership and staff engagement. These indicators should not be considered typical of workplaces, they are the manifested symptoms of conflict in an organisation.
The Centre for Peaceful Solutions will sensitively and compassionately pinpoint the issues and make recommendations. Our process will gently uncover the sources of tensions in the organisation and work with you to make positive changes.
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