Discuss about the HRM for Employment Relations.
Workplace conflict has been one of the emerging causes of pressure at workplace. It has emerged due to individuals or groups having conflict with respect to their perceived goals, values and opinions. This leads to conflicts when such individuals or groups need to work together for a common goal. Workplace conflict has emerged in every dimension and every level of any organization. The focus of this report is to look at the vices of this conflict in the context of cost to the organization. This has led to IR becoming a revenue function from being a cost function for several years. The use of several works of literature in this context has been used to understand the challenges and legislative situations that can drive this. We will also look the type of conflicts and the type of conflicts that benefit an organization. We will look at the details about the type of conflicts that threaten the very existence of the firm. There are several examples of work life conflict due to multicultural and multidimensional mixtures in Australia. There are also racial issues that have engulfed the Australian organizations in some ways.
The Virtues and Vices of Workplace Conflict
There are several pitfalls of having conflict at workplace. But there are several ways in which this conflict can lead to better delivery of results for the company. These could be related to some limited circumstances. These circumstances can be task related conflicts wherein parties may agree and disagree solely based on a task. This should never be mixed with personal and opiated views that clash for two individuals. This leads to conflicts when such individuals or groups need to work together for a common goal (Roche, Teague & Colvin 2014).
There should never be clashed due to religious and cultural issues. There should always be strict guidelines within the firm to avoid these. Other most hazardous conflicts are due to race and gender. These conflicts can create havoc for the organization especially after the proliferation of social media in this space. Nothing can ever be kept under wraps if some conflicts are out in the public domain. The new form of conflict is related to sexual orientation. Thus sex, race, color, community and religion must never become a source of organizational conflict (Roeters & Craig 2014). Workplace conflict has emerged in every dimension and every level of any organization. The conflicts must also be of moderate intensity. There should not be conflict due to some preferential treatment. There should be a preference for a priori, suboptimal instead of optimum decision options. There should be trust within the team and there should be psychological safety when employees bring out opinions on the table. There should be no retaliation in case there are opinions on the table that might not serve good to the management at large but benefits the productivity of the organization. Thus any form of innovation and diversity in opinion must never be curtailed within the team. Management must ensure that such decisions are in place. The use of several works of literature in this context has been used to understand the challenges and legislative situations that can drive this. The community must identify its efforts that lead to a generation of nonlinearities and a complete threshold of responses in the complete ecosystem that can lead to changes. The collaboration must be from local and national levels and must ensure that changes in policies are made according to the changes in corporate structure and IR. There should be restrictions on the export and import of legal materials that damage DNA of organizations and alter it in certain ways (Dollard, Bailey, McLinton, Richards, McTernan, Taylor & Bond 2012).
The problem faced in my organization is similar to the one depicted here. It originated because there is a cultural difference. Such issues lie in the most avoidable ones.
Conflict Issues and Conflict Management
The conflict issues have several causes one of them being scarce resources. These resources could be one or many of the following like, time, division of work and type of work, budgeting issues and status issues. There could be other reasons like value based conflicts. These could be due to political affiliations, religious and social conventions and deep rooted moral issues. There could also be differences with respect to insights and facts. Thus judgmental issues will arise. Thus there could be a single issue of conflict or a combination of conflict. These conflicts can also be termed as task related conflicts. There are certain ways in which team jobs can be done. These ways can be both positive and negative for the common task at hand. The other issues can arise from relationships and a combination of their values and humor (Haslam, Sanders & Sofronoff 2013).
The other conflicts can be task-related and person-related. Sometimes the way two people think are way different from each other. The way in which the interdependent relationship can be looked into can cause several common goal orientation issues. This is termed cooperative outcome interdependence. This can lead to a positive environment since opinion clashed are considered through interactive negotiations and there is more open-minded debates and opposing points of view. This can lead to solutions that seek benefits for all. The way in which such an interdependence can be pictured leads to relative advantages and conflict among parties. This can reduce the ridicule incase the opinions do not match on some issues. There are more value relative advantage than the insult generated from opinion and interest clashes. This leads to distributive bargaining and persuasive bolstering which can mitigate the effects of both task-related conflicts and relationship based conflicts. Thus bolstering either cooperative or viable objective interdependence (Brunetto, Xerri & Dienger 2013).
The resolution and management of other conflicts can be task-related and person-related. Sometimes the way two people think are way different from each other. Thus fostering better communication through team building activities can be initiated. Such activities can lead to solutions that seek benefits for all and bring better coordination among the organization.
IR premises on Workplace Conflict and Employment Relationship
With the dawn on 20th century there has been a more corporate oriented HR and a more conflict oriented IR that is important. There has been a decline in unionism across the globe except certain countries where communism is still prevalent. Yet the importance of the IR perspective in characterizing the corporate HR policies can never be ignored (McKenzie 2015).
There should be emphasis on problem solving and promotion of mutual trust and integration. The other causes of corporate integration can be taken into account (Atzeni & Ghigliani 2013).
The groundwork for incentives can be developed around cooperation. In the IR perspective we need to look at the power centers. This can lead to goods and services aligned in such a way that economic progress can be seen. In the most unbalanced form of this corporate tussle we can see that the IR premise is rooted in a power struggle and the powerful always have a better say at it. The powerless and weak lose their interests in a demeaning way. The way in which the interdependent relationship can be looked into can cause several common goal orientation issues. There should never be clashed due to religious and cultural issues. There should always be strict guidelines within the firm to avoid these (Australia 2013).
Thus consistent in the IR context there are unions that represent the weaker voices. In the HR context there are no such voices that come up. This leads to issues at a later stage. The problems arise only when they reach a level and then mitigation is not possible. There could be other reasons like value based conflicts. These could be due to political affiliations, religious and social conventions and deep rooted moral issues (Gilbert, Raffo, & Sutarso 2013). This explains why IR professionals have a deep rooted understanding of the complete picture when conflicts occur. The decline in private unionism has led to increase in conflict resolution rather than conflict mitigation. This is due to the lack of representative bodies that can talk on behalf of the employees. Thus such organizations have grievance management and grievance adaptive sections within the human resource framework. This can lead to solutions that seek benefits for all (Forsyth 2012).
Work-Related Stress in Australia: Legislative Interventions
There are several mental and psychological disorders that arise from mental conditions. There are clinically recognizable set of diseases and symptoms which are associated with lifestyle and stress. These mental issues deter a person’s capacity of carry out day to day tasks. These mental disorders are categorized as community risks. Although these mental disorders can be community driven in general there are growing awareness of costs related to mental agony for such employees. These costs are then passed on to the company in general. As to the direct costs of mental health in Australia, the data collected by Safe Work denotes an increased worker compensation claims and increased duration of mental stress related issues and conditions that can be mitigated in this context. There are several conditions of academic consistency that come up with academic literature on this topic of stress due to workplace issues. This can lead to stressors in physical or psychological health and may affect physical and psychological health. A person’s mental health can be effected by inability to cope with stress. This leads to a mental stress claim in work pressure and also has a highest median absence from work rate of 17 weeks per claim. The resolution and management of other conflicts can be task-related and person-related. Sometimes the way two people think are way different from each other. This can lead to a positive environment since opinion clashed are considered through interactive negotiations and there is more open-minded debates and opposing points of view.
Australia has faced other issues like legislative structures collapsing in Western Australia after certain cases of racial motivated human rights violations in certain organizations. These violations have called for even stricter rules and regulations in entire Australian organizational culture.
Work-life Conflict in Regional Australia- An Example
There are several examples of work life conflict due to multicultural and multidimensional mixtures in Australia. There are also racial issues that have engulfed the Australian organizations in some ways. Recent studies indicate the rise of such incidents. There are ways in which work life balance can be increased in a number of organizations (Liu 2014). This can reduce employee turnover and the cost associated with it. We will look at this in the next section.
The work life conflict is on the rise in Australian companies with blue collar workers. These workers have lost a lot of credibility in terms of resources in continental geographies.
The conditions that lead to such workplace issues and also lead to stress can be grouped into two buckets in Australia. One of them is the labor market issues and the other is increased globalization and lower tolerance levels. There are contracts that have an unstable nature and labor markets are unstable in this manner. There are increased worker vulnerability due to increasing competition from the globalized world. There are several new forms of employment that have eaten into the old forms and there is a need to look at this in terms of job security and job certainty. Australia is also facing the issue of an aging workforce which has led to severe paralysis of certain structures. Thus Work intensification and Lean production and outsourcing have further led to issues with High emotional demands at work.
Work Hours, Work-at-Home, Schedule Flexibility, and Work-Life Conflict
The world is at the cross roads right now. We all know that the organizations has becomes an experimental field and one of the largest one in the history of mankind. There have been human effects on every phase of activity, biogeochemical cycles and land use regulations. There have be stringent regulations in this phase. The corporate ecosystem is facing a huge shift in the way the altered bio diversity can impact us. We can see it in the food chain itself for instance. Thus this concentration of greenhouse gases needs to be reduced further in order to ensure better operability of the land resources (Schmidt, Roesler, Kusserow & Rau 2014). There have to be species introductions for the same. In the past Montreal Protocol prohibited the release of employee turnovers with response from scientific evidence suggesting that these issues have been on rise over the past decade.
The solution thus lies in workplace flexibility and integrity independence.
Thus the scientific impact of global average turnover and both employee conflict variations can be seen. They have studied the impact on local and global events, they have also studied the importance of frequency and intensity of operations. We can also look at the changes in the soil moisture and above- and below-ground biomass levels.
Conclusion and Recommendation
Thus we can conclude that there are very few reasons that conflict generate positivity in an organization. In most cases the conflicting issues cause damage to the organizational fabric. We can also see that there are very few positive functions that lead to an exceedingly narrow set of circumstances and conditions which lead to betterment of an organization. This leads to distributive bargaining and persuasive bolstering which can mitigate the effects of both task-related conflicts and relationship based conflicts. Thus bolstering either cooperative or viable objective interdependence. These could be due to political affiliations, religious and social conventions and deep rooted moral issues. . Management must ensure that such decisions are in place. The use of several works of literature in this context has been used to understand the challenges and legislative situations that can drive this.
As we can see that in the context of the issue that I faced in my organization. Conflict can be handled effectively through communication. The manager must allow trust to be built in and we can look at the effects of such trust in the management. We can also see that how the management can oversee the effectiveness of the solutions and make sure all the parties are in synch when it comes to any corrective action. We can clearly see that these issues are the most avoidable issues hence they should not creep in the system of an organization.
There are several ways in which conflict and conflict management positive functions can be criticized on certain grounds. Mitigation of conflict is difficult in HR context. IR professionals have better chances of resolving such issues since they understand it from a macro level. There are several ways in which a number of negative influences can be identified. There are ways in which the favorable and negative effects can be differentiated. As already discussed negative and positive conflicts can be easily identified. The positive conflicts are definitely lower in intensity.
Thus organizations need cooperative conflict management and this involves bringing about positive form of conflict from the negative ones. There are certain guidelines that can be strictly laid out in the form of protocols which can help mitigate certain negative influences.
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