Conflict Resolution Procedure For Organisation Training Ppt

Slide 1

This slide lists the conflict resolution procedure when he is not involved (not a party) to the conflict. The steps include initial meeting, mediation by manager, referral to disciplinary procedure, and manager’s decision.

Instructor’s Notes:

Conflict resolution procedure when no manager is involved in conflict are as follows:

Step 1 Initial Meeting:

• Employees need to make an appointment and discuss the matter without distraction
• It is important for everyone to listen to each other and understand their perspective
• Each of them should come to a solution that will work for every one of them
• The meeting must just be labelled the first meeting, but the date should be recorded for future reference

Step 2 Mediation by Manager:

• If the conflict persists, then employees should request mediation from the manager
• The mediation request should be made within 30 days of the initial meeting
• After receiving the request, the manager, within 14 days, will attempt to mediate

Step 3 Referral to Disciplinary Procedure:

• After the completion of mediation, if the manager finds that the reason for conflict is due to a violation of station policies, then the matter will become a disciplinary matter
• The manager will immediately shift to procedure that deals with disciplinary issues

Step 4 Manager’s Decision:

• In case the conflict is not a disciplinary one, and it remains an interpersonal conflict, also if the mediation fails to resolve the conflict, then the manager will write down their final decision and send a copy of it to the concerned employees

Slide 2

This slide lists the conflict resolution procedure when a manager is involved in conflict which includes initial meeting, referral to disciplinary procedure, mediation by personnel committee, and the personnel committee's decision.

Instructor’s Notes:

Conflict resolution procedure when manager is involved in conflict are as follows:

Step 1 Initial Meeting:

• Employees need to make an appointment and discuss the matter without distraction
• It is important for everyone to listen to each other and understand their perspective
• Each of them should come to a solution that will work for every one of them
• The meeting must just be labelled the first meeting, but the date should be recorded for future reference

Step 2 Referral to Disciplinary Procedure:

• If meeting fails and the manager finds that the reason for conflict is due to a violation of station policies, then the matter will become a disciplinary matter
• The manager will immediately shift to the discipline procedure

Step 3 Mediation by Personnel Committee:

• If there is no violation of station policy and the matter is not resolved within 30 days of initial meeting, then it is taken to members of the personnel committee
• The committee will delegate the matter to an expert member of the personnel (NOT PERSONAL) committee who may provide a better solution the conflict
• The appointed member will try to resolve the issue within 45 days of the initial meeting

Step 4 Decision by Personnel Committee:

• If the parties to the conflict fail to accept the personnel committee's decision, then the committee has the authority to take a decision which could include disciplinary action