Avoiding Grievances and Disciplinary Hearings where possible
The Workers of England Union wants to support its members by helping them understand how to avoid Grievances and Disciplinary Hearings. To start this process, we have listed the understanding of how conflicts occur.
The list below is not an exhaustive list but is an attempt to start the conversation.
Over the next few months, we will explore each section so ‘you as member’ has more understanding of meetings and interactions at work.
The key reasons conflicts arise and how to prevent them
What is Conflict?
Conflict is a naturally occurring phenomenon that is inevitable. It arises when there is a clash between opposing parties, ideas, or interests.
Causes of Conflict
Conflict can be triggered by various factors, including:
- A specific problem or issue
- Personal antagonism
- Defensiveness
- Expansion of issues
- Poor communication
- A closed culture
- Stress
- Escalating mistrust
- Polarisation
- Discrimination, harassment, and bullying
Where Conflict Occurs
Conflict can arise in different settings:
- Within individuals
- Within groups or teams
- Within organisations
Results of Conflict
At times it can be difficult to grasp that conflict can have both positive and negative outcomes:
- Positive Outcomes:
- Brings issues into the open, fostering group cohesion and increased performance.
- Can lead to the emergence of strong leaders.
- Negative Outcomes:
- Can make individuals passive, leading to poor performance.
Triggers of Conflict
Conflict can begin due to:
- Poor communication
- Power struggles
- Dissatisfaction with management style
- Weak leadership
- Lack of openness
- Changes in leadership
Indicators of Conflict
Signs that conflict is present include:
- Body language cues
- Frequent disagreements, regardless of the issue
- Withholding bad news
- Unexpected surprises
- Strong public statements
- Airing grievances through media
- Clashes in value systems
- Increased desire for power and lack of respect
- Open disagreements
- Lack of transparency in budgeting or other sensitive matters
- Unclear goals
- Failure to discuss progress, meet goals, or evaluate performance fairly
When Conflict is Constructive
Conflict can be beneficial when it:
- Clarifies important issues
- Leads to problem-solving
- Encourages participation in resolving critical matters
- Promotes authentic communication
- Helps release tension, anxiety, and stress
- Builds cooperation by fostering better understanding
- Encourages individuals to develop new skills and insights
When Conflict is Destructive
Conflict becomes harmful when it:
- Distracts from important tasks
- Undermines morale and self-confidence
- Polarizes people and groups, reducing cooperation
- Exacerbates differences
- Leads to irresponsible or harmful behavior, such as fighting or name-calling
Steps to Resolving Conflict Constructively
- Treat the other person with respect.
- Confront the problem directly.
- Clearly define the conflict.
- Communicate understanding.
- Explore alternative solutions.
- Agree on the most workable solution.
- Evaluate progress over time.
Summary
The Goal of conflict resolution should be to address issues constructively, fostering the positive aspects that can emerge from differing viewpoints. Understanding how to resolve conflict or workplace issues effectively is particularly beneficial for our members.
Workplace conflicts that lead to Grievances and Disciplinary Hearing create significant stress for an employee. The Workers of England Union wants to reduce this stress.
The next article on conflict resolution will on exploring in more detail,
What are the causes of Conflicts?