The role of HR in managing workplace conflicts and disputes

 

The role of HR in managing workplace conflicts and disputes

 

Introduction

Workplace conflicts and disputes can arise from various sources, including personality clashes, differences in opinion, power imbalances, and organizational change (Beheshtifar, 2016). These conflicts can have a significant impact on employees, their productivity, and the overall success of the organization. As such, the role of human resources (HR) in managing workplace conflicts and disputes is crucial. This report will examine the role of HR in managing conflicts and disputes in the workplace, including the strategies and processes they can use to prevent and resolve them.

Understanding the Role of HR in Managing Workplace Conflicts and Disputes

According to (Beheshtifar, 2016) HR plays a critical role in managing workplace conflicts and disputes. Their primary objective is to create a work environment that is conducive to productivity and healthy relationships. This means that HR must work to identify potential sources of conflict and implement strategies to prevent them from escalating. HR is responsible for developing and implementing policies and procedures that govern employee behavior and the resolution of disputes. They must communicate these policies to employees and ensure that they are followed. HR must also provide training to employees on how to recognize and manage conflicts in the workplace (De Dreu, 2019).

 

Preventing Workplace Conflicts and Disputes

One of the key roles of HR in managing conflicts and disputes in the workplace is to prevent them from occurring in the first place (Beheshtifar, 2016). This can be achieved by implementing policies and procedures that promote a positive work environment and prevent potential sources of conflict.

HR can prevent workplace conflicts and disputes by developing and implementing the following policies and procedures:

1. Anti-Harassment and Anti-Discrimination Policies

HR should develop and implement policies and procedures that prohibit harassment and discrimination in the workplace (Pearsall, 2019). This can help prevent conflicts and disputes that arise from discrimination or harassment.

2. Code of Conduct

HR should develop a code of conduct that outlines the expectations for employee behavior. This can include guidelines for professional conduct, communication, and conflict resolution.

3. Performance Management Policies

HR should develop and implement performance management policies that are fair and transparent. This can help prevent conflicts and disputes that arise from unequal treatment or unfair evaluations.

4. Communication Policies

HR should develop and implement communication policies that promote transparency and open communication. This can help prevent conflicts and disputes that arise from misunderstandings or miscommunication.

Resolving Workplace Conflicts and Disputes

(Krambia-Kapardis, 2016) Stated that Despite HR’s efforts to prevent workplace conflicts and disputes, they may still arise. In these situations, HR must work to resolve the conflict as quickly and efficiently as possible. This can be achieved by implementing the following strategies:

1. Identify the Source of the Conflict

HR should work to identify the source of the conflict by speaking with all parties involved. This can help determine the underlying issues that need to be addressed.

2. Encourage Open Communication

HR should encourage open communication between the parties involved in the conflict. This can help facilitate understanding and empathy and promote a more productive resolution.

3. Mediation

HR can use mediation as a tool to resolve conflicts and disputes. Mediation involves bringing in a neutral third party to facilitate a discussion between the parties involved in the conflict. This can help reach a resolution that is satisfactory for all parties involved.

4. Disciplinary Action

According to (Cooper, 2017)in some cases, disciplinary action may be necessary to resolve the conflict. HR should follow established policies and procedures for disciplinary action, which may include counseling, written warnings, or termination.

Here are some additional details about the role of HR in managing workplace conflicts and disputes:

• Building Relationships: HR professionals must work to build relationships with all employees in the organization to help them understand their needs and resolve conflicts effectively. According to (Liao, 2005)  This requires them to listen to employee concerns and feedback, provide support, and maintain confidentiality.
• Maintaining Neutrality: HR must maintain neutrality when managing conflicts and disputes. They should avoid taking sides and instead work to facilitate productive conversations between the parties involved. This ensures that everyone involved is treated fairly, and the resolution is unbiased (Liao, 2005).
• Creating a Positive Work Culture: HR can create a positive work culture by fostering an environment of trust, respect, and open communication. This can help prevent conflicts and disputes from arising, as employees will feel more comfortable addressing issues with their colleagues and supervisors.
• Providing Training: HR should provide training to employees on conflict management and resolution. This training can help employees learn how to recognize and address conflicts in a constructive way, which can lead to more positive outcomes.
• Consistent Policies: HR must ensure that their policies and procedures are consistently applied across the organization. This helps to prevent confusion and ensures that all employees are held to the same standards.
• Documenting Conflicts and Resolutions: HR should document all conflicts and their resolutions. This helps to create a record of what happened and how it was resolved, which can be useful in the future if a similar situation arises.
• Continuous Improvement: HR must continuously evaluate their conflict management strategies and processes to ensure they are effective. This involves soliciting feedback from employees, monitoring the effectiveness of policies and procedures, and making changes as necessary.

By understanding the role of HR in managing workplace conflicts and disputes, organizations can create a work environment that is productive, positive, and healthy for all employees (Fester, 2012). With effective conflict management strategies and processes in place, HR can help prevent conflicts from arising, and resolve them quickly and efficiently when they do.

 

Conclusion

In conclusion, HR plays a critical role in managing conflicts and disputes in the workplace. They are responsible for creating and implementing policies and procedures that prevent conflicts from arising and resolving conflicts that do occur. HR must also provide training to employees on conflict management to help promote a healthy work environment. By implementing these strategies, HR can help ensure that conflicts and disputes are resolved quickly and efficiently, promoting a productive and healthy work environment.

 

 

 

 

 

 

 

References

Ashkanasy, N. M. T.-R. E. &. E. L., 2016. The role of HR managers in managing workplace conflict: A cross-national study. International Journal of Human Resource Management, pp. 916-934.

Beheshtifar, M. &. S. A., 2016. Role of human resource management practices in managing conflicts in Iranian organizations. Journal of Business and Management, Volume 17(1), pp. 61-72.

Cooper, C. L. &. S. A., 2017. Managing conflict in the modern corporation. Personnel Review, pp. 405-419.

De Dreu, C. K. W. &. W. L. R., 2019. Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. pp. 23-27.

Fester, M. &. L. L., 2012. Human resource management practices in conflict resolution in South African organizations. Journal of Business and Economics Research,, pp. 229-238.

Krambia-Kapardis, M. &. Z. A., 2016. Managing employee conflicts: A qualitative case study in the hospitality industry. Journal of Tourism Research, pp. 1-20.

Liao, S. C. &. R. D. E., 2005. The impact of justice climate and justice orientation on work outcomes: A cross-level multifoci framework.. Journal of Applied Psychology, pp. 242-256.

Pearsall, M. J. &. E. A. P. J., 2019. Workplace conflict management: A research review and integrated conceptual framework.. Journal of Applied Psychology, pp. 925-945.