Handling Disputes in Elora and Co - Paper Example

In handling disputes, Elora and Co, resolution ought to put the following into thought:

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A dispute conference: A dispute conference would be necessary where the disputing parties would air their grievances in front of a specially created panel.

To have a neutral analysis: the analysis should not be biased whatsoever or tend to have an interest in one of the parties involved in the dispute.

Dispute mediation: a mediator should be present during the dispute resolution. The mediator should be neutral and avoid taking sides

An appraisal of the case: the case appraisal should be passed as valid to be listened to by the relevant dispute resolution panel

The dispute to be conciliated: this is done by the ones who are the high ranks in the companys decision-making structure.

Managers

Practice professionalism: the manager should act in agreement with good employee practices. They should go with what they were taught in their managerial classes and put them into practice. If they would follow the set professional guidelines and treat workers better.

Respect their junior rights: their junior has rights that even them should respect being their superior. If respect is upheld there would be no bad relations between the managers and the juniors.

Practice good reasoning: a manager of sound mind should have good reasoning capabilities and able to make just judgments that are fair to avoid issues.

Be fair in their processes: the act of being fair and not taking sides or favoring certain groups of people should be practiced by the managers to promote good relations and avoid unnecessary issues.

To avoid distress the managerial team ought to:

Give warnings: warning should be given to an employee found with misconduct. The employee can get the warning formally or informally. Formal warnings should be preferred as they can be recalled for evidence of the warning being issued.

Have clear terms of dismissal: when an employee is being enrolled into a workplace, he/she should be given the terms of dismissal and agree to the terms by appending a signature against the read dismissal terms.

An elaborate employment agreement and policy: all employers have an agreement and policy in how they want work to be done in their companies taking into consideration employee rights and labor acts.

Investigation: no disciplinary action should be taken on an employee without a proper investigation having been carried out with show evidence.

Review and update of policy: the review process of policy formulation should undergo through the right procedures and not skip the employee. The review and update should have a positive impact on the employees. Employees should have no reasons to gain anxiety on policies if the review and update were to improve factors of running the company and working environment.

Following reasonable legislation: though legislation is considered according to the jurisdiction some issues should be considered in an amicable way. Some legislation is usually specific to a workplace such as letting staff exercise their democratic rights. The legislation should not be harsh to cause the employee have mixed feelings that may have them feel like they have being oppressed.

Consultation: it is vital to prevent conflict. Consultations should be done with all relevant parties with none been left out or undermining one partys opinion and contribution to the consultation. Benchmarking with other companies whose policies have worked and the policy did not cause any strife to the employees.

The following steps should be followed:

Receiving the complaint: when one gets the complaint, one should be approachable, friendly and seem, ready to talk, take the time to understand the complain and dont rush into a defensive state. The complaint should always be seen as serious and sincerity should be practiced.

Knowing who best suits to handle the complaint: one is not always in a position to solve some complaints. In such a scenario one is advised to refer the complaint to a person who can who most likely is a superior. If one can solve the complaint, the company ought to know the nature of the complaint which can be used to improve the companys knowledge.

The hearing of the case and effective response: the facts should be known, let the complainant explain everything without cutting them short and jumping into conclusions. Assure them that the complaint is serious. If further investigation is needed assure the complainant it will be done.

Establishing a framework is the better solution it ought to have:

Employees having policy handbooks: this is to make sure that the employee has read the companys policy and has signed a form of acknowledgment.

Someone to receive grievances at a central place: there should be a person to listen to the arising grievances, most likely located in the human resource department. Confidentiality should be maintained. The central place should be in a place that is accessible, it can be a complaint box which should be checked regularly.

Confidentiality in grievance receiving: it is vital, this gives the complainants to report the grievances without fear of prejudice. Complaints add companys knowledge of operation and of how to improve and remain competitive. The complaint should not have a trace of the one issues it so some methods like emailing may not be appropriate to send complaints.

Complaint and grievance schedule: employees should know the time when complaints are addressed and assuring them of the reliability of your decisions.