Harassment, Conflict & Mediation

Harassment
Harassment and bullying which is not effectively dealt with can result in tensions and conflict. This in turn can result in stress, ill health, absence, performance problems and even resignation.

Is everyone in your workplace aware of what constitutes bullying and harassment ? Alternatively do people ignore it ?

Research by the Chartered Management Institute in September 2005 revealed ‘an alarming lack of awareness about dealing with workplace bullies.’ Levels of bullying appear to be higher in public sector organisations than in any area of the private sector, according to the survey.'

Conflict
Most people experience some conflict in the workplace, in fact disagreeing and challenging others can be a useful and healthy process. It is when this process is out of control or not dealt with appropriately that problems can occur.

Do your managers and employees find conflict difficult to deal with ? There are many different models of ways to handle and deal with conflict effectively. Each of us can find one that works for us.

Workplace Mediation

‘to intervene between parties in order to reconcile them’

Mediation enables the parties themselves to come to an agreement as mediators do not offer advice or solutions. There are no winners or losers, just an agreed way forward.

Mediation can help reduce conflict, and so improving relationships in your workplace. This in turn can help with productivity and moral, reducing negative stress levels and absenteeism.

Do your managers have the skills to use mediation, whether formally or informally ?