HRM107 Lecture Notes - Lecture 11: Linguistics, Problem Solving, Active Listening
30 May 2018
School
Department
Course
Professor
Week 11 Negotiating
The Nature of Conflict
- Learner organisations
- Competitive global environment
- Changing employment relationships
- Cultural and philosophical differences
Negative Consequences
- Increased competition
- Lost team cooperation
- Heightened emotions (anxiety,
fear, irritation, frustration)
- Breakdown in communication
- Exclusion of others
- Divergence from core issues
- Lack of flexibility
- Escalation of conflict
Positive Consequences
- Heightens awareness of issues
- Calls for organisational change
- Strengthens existing
relationships
- Heightens morale
- Promotes awareness of self and
others
- Enhances personal
development
Industrial Action under the Fair Work Act
- Has recognised that employment relationships can be contested
- Individual right to appoint a bargaining representative
- Governed by good faith bargaining obligations
- Employers can also take action (e.g. Qantas)
- FWA can be forced to resolve conflicts if there is a risk of economic harm
- Organisations must have a dispute resolution process
- Democratisation of the process
Interest based disputes
- are those where the parties are simply attempting to secure an outcome that
is beneficial to them
Rights based disputes
- are concerned with the enforcement of a statutory based privilege
Workplace Conflict
- Lower level than industrial disputes
- Result in differences of opinion
- Do not generally involve the threat of lost time and/or bans
- Resolved internally with assistance of a third-party mediator or a workplace
representative
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Has recognised that employment relationships can be contested. Employers can also take action (e. g. qantas) Fwa can be forced to resolve conflicts if there is a risk of economic harm. Organisations must have a dispute resolution process. Are those where the parties are simply attempting to secure an outcome that is beneficial to them. Are concerned with the enforcement of a statutory based privilege. Do not generally involve the threat of lost time and/or bans. Resolved internally with assistance of a third-party mediator or a workplace representative. The shift towards unitarism government is encouraging organisations to resolve disputes locally. Mediation and negotiation skills are becoming more important. Result in heightened commitment to the resolution relationships of disputants. Allow greater control over resolution of the dispute. The process whereby a third party helps the other parties in a conflict to achieve agreement by guiding them.
