Just as a meeting agenda keeps a meeting on track, a mediation meeting framework ensures that all important steps are covered and important discussion items are raised and addressed. This framework can provide structure and confidence for a less experienced mediator. One of the most important tips I can offer you is not to rush […]
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The majority of workplace conflict is interpersonal conflict arising from miscommunication, misunderstanding and inappropriate behaviours. In some cases, but not all, workplace mediation may be required to resolve the conflict. There will always be some type of conflict in the workplace because our communication skills are not always effective and constructive, we tend to misunderstand […]
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This item looks at what can we learn from a Fair Work Commission decision dated 5 December 2014. The case was Jacqueline Lumley v Bremick Pty Ltd Australia t/a Bremick Fasteners (C2014/5516). Reoccurring conflict between the same two parties may be grounds for dismissal if all reasonable steps have been taken to resolve the matter underpinning the […]
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At times we can feel overwhelmed by the frustration or hurt we believe has been caused by a colleague who has shown a lack of consideration, displayed inappropriate behaviours, used offensive language or is just not ‘playing fair’ as part of a team. Repeated small incidents plant the seed for workplace conflict. With no resolution […]
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This case highlights the importance of mediation and one of the reasons for engaging the services of an independent workplace mediator. Steve Wozniak understood that issues for debate and confrontations are not black and white and sometimes we need to look at things differently. In an article written by mediator, Jan Schau, she refers to the […]
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Mediation is proving to be a very successful alternative process to resolving disputes. If the courts are endorsing the use of workplace mediation then it makes sense for workplaces to follow suit. The Queensland Magistrates, Supreme and District Courts use Alternative Dispute Resolution in civil cases to help parties (organisations and individuals) to reach settlement […]
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When embroiled in a problem – there is usually something at stake – maybe something intangible like ego/pride, justice/fairness or something more evident like financial or material gain. ‘Having a stake’ in the outcome causes bias, limiting perceptions and therefore possibilities in the way options for solutions can be generated, considered, discussed and agreed upon. […]
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Commentary by Elisa Walerys, WPCR Employee Relations Specialist Workplace investigations require a thorough, unbiased and procedurally fair approach. There are common mistakes made during all phases of the investigation process that can put the integrity of the investigation at risk. #1 – Not being responsive Taking too long to respond to a complaint can lead […]
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This post is contributed by Workplace Conflict Resolution’s Legal Commentator, Tiffany Healy I recently presented at The Future of Industrial Relations Conference in Sydney. Presenting on the topic of bullying in the workplace, I addressed what reasonable management action entails and also addressed what bullying is NOT in the workplace. It is clear that workplace bullying […]
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In my work I am frequently asked questions about how to overcome resistance to mediation or conflict resolution processes. Resistance can be displayed either by management or staff and is usually based in fear due to misunderstanding of the intent of offering/using mediation and the mediation process itself. To be able to encourage participation in […]
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