HRM team Conflict resolution plan --1000 words

Conflicts of various degrees occur in the workplace every day and typically are resolved by the affected parties without managerial or HR notification; however, most organizations agree that HR needs to step in when one or more of the following occurs: employees threaten to quit over an incident; the conflict is beginning to affect morale which eventually impacts organizational goals; and or the conflict gets personal resulting in the loss of respect between employees. The scenario between Mendez and Wilson certainly warrant the attention of HR and the application of an effective, prompt, and fair resolution. Conflict resolutions will be addressed, for this scenario, and other will be brought forth to implement in other scenarios.

Conflict Resolution Techniques

Success in a business often depends on resolution of conflict. A comprehension of conflict management techniques allows management to better handle with conflicts before they intensify. There are several different techniques that a manger can choose to implement for conflict management.

One of the conflict management techniques is accommodating. This involves granting the opposition what it wants. This technique is usually used when one of the participants wants to avoid discord or sees the problem as minimal. Those in management who utilize this technique as their main conflict management tool may face resentment.

Another conflict management strategy is avoidance, which can put the conflict off for an indefinite period of time. The purpose of this strategy is the hope that the problem will work itself out and elude altercation. Many times, those who circumvent conflict are found to have low self-esteem, or have limited power in their position. Alternatively, avoidance can assist in a cost-effective conflict management strategy. Such as terminating a low producing employee and hiring a more industrious worker can appease conflict. (Dontigney, 2017)

Conflict Resolution

Conflicts can vary from a simple resolution to having conflicts that can affect the company’s reputation, as “conflict in a work environment may be inevitable, as employees do have different personalities, opinions, and goals that differ from one another.” (AMA, 2017). Ana Mendez has reported to Employee Relations and indicated she is being sexual harassed by another employee Ellis Wilson. Ana Mendez has that right and anyone that feels harassed in any type or form to report the harassment. Ellis needs to comprehend certain actions can be perceived as sexual harassment advances and any type of harassment will not be tolerated.

Robert Miranda from Employee Relations Manager has come to see me on this situation that needs immediate attention and what we will do to resolve this conflict of sexual harassment at Blossoms Up! I have suggested to Robert Miranda to come up with steps on conflict resolution and apply them to handle this matter before it goes into the hands of EEOC which Blossoms Up! CEO Smith wants resolved immediately.

HR step in with the help of management to re implement resolutions to any type of harassment in the workplace. In creating a conflict resolution, here are five steps to a conflict resolution.

1. Identify the source of the conflict. Have both sides give written statements. Speak individually to have a chance to express themselves, and ask questions like Who? What? When? How? to figure out initially how it all started.

2. Look beyond the incident. Usually occurred months before, causing a person to get fed up that causes them to seek assistance on the situation or file a EEOC complaint.

3. Request a solution to the conflict. Communicate the seriousness of sexual harassment, and how to resolve and explain any harassment pertaining that individual can be damaging, including termination.

4. Bring about resolution for both parties can support. Point out the actions that can be taken from one who feels harassed and the options they have.

5. An agreement to the resolution. Both parties need to comprehend the laws pertaining to harassment and it will not be tolerated and cause termination to the one causing it. (AMA, 2017).

Disciplinary Actions

Blossoms Up! is committed to providing a workplace that is free from sexual harassment of any kind. According to the U.S. Equal Employment Opportunity Commission (EEOC), “it is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.” As Ana Mendez has reported to HR that Ellis Wilson has been sexual harassing her. This is an accusation that Blossoms Up! takes seriously.

After further investigation, it has been determined that Ellis has in fact violated Blossoms Up! policy on sexual harassment. There are three levels of disciplinary action; a letter of reprimand, suspension with or without pay, and/or termination of employment. Since this Ellis Wilson first offense, he will receive a letter of reprimand. The letter of reprimand being given to Ellis will state that 1) Blossoms Up! sexual harassment policy is clear that all employees are entitled to a workplace free from harassment 2) any future violations of the Blossoms Up! sexual harassment policy against you will be subject to disciplinary action up to termination of employment 3) retaliation against Ms. Mendez in any way will result in immediate termination (Leadership Skills for Life, 2008).

Other consideration /techniques for resolution.

It is in Blossoms Up! best interest to consider alternative plans for resolution. Giving their employees options to improve their behavior will be great for all parties involved. A suggestion would be to make it clear to any one, specifically Ellis Wilson that further harassment will lead to demotion or reassignment of position. By removing the harasser from the area and not allowing for access to be near his accuser it can help alleviate any further issues.

Blossoms Up! can also go the route of suspension. It can be seen as harsh and extreme however, it is a good way to send a strong message. “Suspension without pay is a form of workplace discipline employers typically use before deciding whether to terminate the employee – it may be the last step before employee discharge. Egregious behavior or employee behavior that threatens the safety and well-being of the company’s workforce is generally a valid reason for suspension” (Mayhew, 2016). This method although extreme gives the affected employee time to think about their behavior. It also allows them time to realize how their behavior can easily lead to termination if not improved quickly. This sends a message to all employees that their company does not tolerate harassment of any form and will take any additional steps they deem necessary.

Conclusion

In the scenario case, Ellis Wilson needs to be made aware that Blossoms Up! does not tolerate that type of behavior and sexual harassment is against the law, therefore it would be appropriate that Ellis Wilson receive a written reprimand, and he was made aware that if any additional complaints of this nature come in the future, he would then be terminated. Conflict resolution plans are an important part of HR, as conflict resolution needs to be fair for both sides, legal and everyone needs to walk away more educated and understand the legal issues involved.

References

Dontigney, E. (2017). 5 Conflict Management Strategies. Retrieved from Chron: http://smallbusiness.chron.com/5-conflict-management-strategies-16131.html

AMA. (2017). The Five Steps to Conflict Resolution. Retrieved from http://www.amanet.org/training/articles/the-five-steps-to-conflict-resolution.aspx

Leadership Skills for Life. (2008). Employment Letters of Reprimand Example. Retrieved from http://www.leadership-skills-for-life.com/employee-letter-of-reprimand-example.html

U.S. Equal Employment Opportunity Commission. (2017). Sexual Harassment. Retrieved from https://www.eeoc.gov/laws/types/sexual_harassment.cfm

Mayhew, R. (2016). Types of Discipline Used in the Workplace. Small Business, (),

http://smallbusiness.chron.com/types-discipline-used-workplace-10890.html