Download HRM 6451Conflict ManagementColumbia Southern UniversityHRM 6 and more Lecture notes Accounting in PDF only on Docsity! HRM 6451 Conflict Management Columbia Southern University HRM 6451 INTRODUCTIO N Throughout the course of this unit various topics have been discussed in relation to conflict resolution and the negative effects it can have on an organization. Conflict itself can be a healthy way to inject new ideas and change into an organization, but when it goes unaddressed the negative effects begin to takeover. The scenario I will be discussing in this case study relates to an area manager who feels uncomfortable with the way one of his branch managers has been inappropriately toughing him. He has asked her in private to stop the flirtatious behavior because it is unprofessional and it makes him uncomfortable. She responded by laughing it off and telling him that he is too uptight. This activity has taken place in privet as well as in front of employees and venders. Typically when handling conflict I like to keep open dialog between myself and all parties involved to ensure there is no intimidation and that all the facts come out. I conduct all investigation in accordance with applicable law and company policy as my guide. As the employee relations representative for this scenario it is my responsibility to investigate the allegations and resolve the situation at the lowest level possible. PREPAIRING THE INVESTIGATION When receiving a complaint I gather all the information I can from the individual making the complaint. In this case I would listen to the area manager’s complaint, and take detailed notes as we are discussing. In addition, I will ask him to provide a written statement in his own words describing the complaint in as much detail as possible. I encourage everyone to provide as much detail as they can remember including time, location, who was present and what started the incident. It is important when receiving a complaint to find out what outcome is expected by the person bring the complaint. Knowing this will help steer the manner in which the investigation is shaped to achieve the desired resolution. Once I fully understand the complaint I pull all the resources from applicable laws and company policies that apply to the specific situation. In this case I would refer to any company policies related to sexual harassment. INVESTOGATIO N Once the complaint is received and all applicable information has been gathered from the area manager in this case, as well as applicable law and policy it is time to proceed with the investigation. The next step in the process will be to interview the alleged harasser. The intended purpose of this investigation is to ensure all parties have the opportunity to explain their side of the story and provide information and feedback that the investigator can use to resolve the conflict. According to Below and Ptasznik (2014), there are key questions that the interviewer should ask when conducting the interview. The first is to inform the alleged harasser of each allegation against them and give them an opportunity to address each allegation. Next, the investigator should afford him/her the opportunity to provide their version of the facts, and provide any documents or evidence that support their version of the facts. As with the person filing the complaint, afford the alleged harasser the opportunity to provide witnessed as well as why they should be talked to as a witness (Below & Ptasznik, 2014). This interview needs to be conducted without bias to allow the alleged harasser the opportunity to defend their actions and prove their side of the facts. As it relates to this case I would schedule an interview with the accused branch manager and explain to her the nature of the interview and the allegations against her. When conducting these interviews I always make sure that the accused understands what they are being accused of
