Imagine that your organisation is managing a huge lucrative project which includes people from a number of different departments. You’ve made great progress but there is tension between two of the inter-departmental team members. Their former rivalry has just got healthy as they are working together on the same project and now it feels like a full-blown personality clash.
When most of us think of bullying, our minds most often flash back to the schoolyard or playground. When it comes to professional life, many of us expect a culture governed by rules that promotes mutual respect, as well as professional growth.
Every organisation aims for workforce harmony, but achieving this isn’t as easy as it seems. Workplace conflicts exist in all forms and shapes, and may arise even when you least expect them. They may escalate and turn into formal employment tribunal claims, putting your organisation through additional stress. Mediation can reduce the likeliness of employees filing for these claims. This is why employers and organisations are encouraged to hire a mediator for resolving conflicts and restoring harmony at the workplace. When Should You Use Mediation? Many employers wait till until things get really bad among the two conflicting parties to actually seek mediation....
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Conflicts may arise in any relationship, be it in a business setting or a personal one. When conflicts appear to be irresolvable, mediation is often recommended as a way to diffuse the situation. It’s a procedure that’s used for actively resolving disagreements among two or more parties in the form of assisted negotiation. Let’s take a closer look at what mediation is and how it works. What Are the Basic Rules of Mediation? Mediation is done in the presence of an impartial mediator who’s briefed about the issue at hand before the process begins. It’s a voluntary procedure, meaning that neither party is...
Continue readingThe 5 Styles of Conflict Management ...
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