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Worth Personnel Group |
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Worth in the Workplace |
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Official Government information is available at: http://www.labour.gov.on.ca/english/hs/sawo/pubs/fs_workplaceviolence.php
FOR MORE INFORMATION |
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TO SPEAK WITH A SPECIALTY SERVICES FACILITATOR,
CALL 416-402-8379
or email contactus@worthpersonnel.com
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Difference between Conflict Resolution and Conflict Management
Conflict Resolution is resolving a dispute to the approval of one or both parties.
Conflict Management concerns an ongoing process that may never find a resolution. |
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I’m Listening…
Often, the simple process of being able to vent one’s feelings to a concerned and understanding listener is enough to relieve pent up frustration, and allows a third party to advance those involved to a problem-solving frame of mind. |
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Conflict in the Workplace
Conflict in the Workplace is a natural expression of an actual or perceived resistance to another’s ideas, decisions or actions. The situation is then exacerbated in the workplace as a result of the long hours and the hierarchal nature of an organization; as well, the monetary compensation limits one’s free will to remove themselves from the environment. |
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What is Conflict Prevention?
Conflict Prevention creates a situation in which differences can be addressed in a non-violent and constructive manner. Often, it is simply learning to utilize the verbal and non-verbal communication skills we already know to be effective. |
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CONFLICT IN THE WORKPLACE |
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MEDIATION Mediation is an important managerial tool to control and resolve conflict between individuals and departments within organizations, before they escalate. Mediation transforms the destructive energy of conflict into a creative opportunity for resolution. Its goal is to avoid the toll of litigation, both in financial terms, as well as the potential for irreparable relationships. We provide a skilled facilitator to customize a program to meet the needs of your organization, including policy development, education and training, and crisis intervention. A skilled, neutral third-party mediator is critical to the process, as there is no direct allocation of blame or responsibility; it enables honesty and openness without personal attacks, while promoting resolution and mitigation of loss.
CONFLICT MANAGEMENT Conflict is a natural part of human interaction in any organization, and most managers feel they lack the skill and training to manage the conflicts that arise daily. As such, these unresolved issues create strained relationships, high stress levels and reduce productivity of all involved. A well designed Conflict Management System can find creative solutions that turn disputes into win/win situations for all involved.
HARASSMENT Harassment in the workplace is a violation of an individual’s Human Rights. Harassment can create a poisoned work environment, impacting productivity and employee satisfaction, as well as the ability to recruit and retain superior employees. It has become known to be one of the most expensive hidden costs to companies, both in terms of potential legal liability, and its impact on the retention of quality staff. There are many types of harassment, including sexual, racial and religious harassment, undermining discrimination, unwanted touching, and offensive jokes, comments, pictures or cartoons. These may come as blatant attacks, or innuendos.
VIOLENCE The Ministry of Labour defines workplace violence as “the attempted or actual exercise of intentional physical force that causes or may cause injury to a worker”. This would include any threats that cause a worker to believe he or she is at risk of physical injury. It includes attacks, aggressive behaviour, threats, either verbal or written, bullying behaviour and harassing behaviours. Under Bill 168, the amendment to the Ontario Health and Safety Act, employers are responsible to take reasonable precautions for the protection of their employees against workplace violence. These are serious responsibilities under the law, and the procedure for compliance is laid out as follows: · A policy regarding Protecting Employees from Workplace Violence · A program to implement the policy · An assessment of your company’s risks of violence, including possible domestic violence entering into your workplace. · Training, information and instruction on procedures to follow for making a complaint of workplace violence · A strategy for employees safety in an emergency if there is a violent incident · A process for investigating any incidents and resolving them. |