Conflict Resolution Policy
Your supervisor knows that you are in graduate school and currently learning about conflict resolution. You have told her that you want to move into more of a leadership role in your organization. To assist you in building your resume, she has asked you to develop a conflict resolution policy, procedures, and training for your organization.
This is a preliminary document so she wants you to keep it short. This paper should include:
Introduction to the topic of conflict
- a brief discussion about what workplace conflict is and why a
- policy is important policy and procedures for resolving conflict, and
- a proposed outline for training topics.
- Conclusion
Policy & Procedures: The policy should clearly state the expectations and procedures for resolving conflicts within the organization. This includes outlining steps that must be taken before utilizing any formal dispute resolution methods such as mediation or arbitration. It should also include guidelines for how employees can report concerns about potential disputes & who their point-of-contact would be . Finally some organizations may choose to establish specific protocols related to handling internal/external grievances depending on particular circumstances.
Training Topics: To ensure employees are informed about conflict resolution processes , there are several topics which could potentially included in training sessions : understanding different types of conflicts (i.e., interpersonal , intragroup etc), effective communication techniques , dealing with difficult emotions associated with conflict (i.e., anger , frustration etc) , identifying underlying causes behind disagreements & possible solutions etc .
Conclusion: Having a clear conflict resolution policy is essential for maintaining a healthy working environment where everyone feels comfortable expressing themselves while still respecting others’ boundaries . By outlining expectations beforehand & providing access resources (like training sessions ) when needed this gives both employers/employees reassurance that any issues which arise will handled properly so everyone gets fair opportunity make sure voices heard without fear of retribution which only leads further complications down line .