Managing Neutrality And Impartiality In Workplace Conflict Resolution: The Dilemma Of The HR Manager - Article Example

Reflective Journals Managing neutrality and impartiality in workplace conflict resolution: The dilemma of the HR manager Nowadays the basic problems that the companies are facing are of the administration and the control of the administration over their workers. A company which is successful always has an efficient working class and administration. The administration is not supposed to be biased and partial in controlling their employees. The administration block in a company comprises of a Human Resource Manager who controls all the internal issues amongst the employees. This article further describes the implications faced by the HRM in the recent world while keeping a control over the employees of the company. While the HRM have considerable powers over the employees the ethical code amongst these HRM is not constant through out. The article describes the role of HRM in controlling the problems faced by the employees. However if the HRM himself is biased or partial the decision taken by him would not comply with the ethical code of Human Resource practice. This partiality shown by the HRM for their employees can further deepen the problem faced by the company. To solve the issues faced by the employees Dispute Resolution procedures are applied. These Dispute Resolutions help the employees to put forward their issues and get them solved accordingly. However due to the impartialities amongst the HRM the Dispute Resolution system is going through a lot of problems. As emphasized in this article a Dispute Resolution system should always involve neutral judges. The judges here can be referred to as the Human Resource Managers working in the companies. The article emphasizes further on the neutrality and partially practiced by the Human Resource Managers. The HRM should not have a relationship of any sort with the employees as this may affect the decisions taken by them in regard to the complaints given to them. The article emphasizes on the fact that favoritism should be removed from the Human Resource system as this affects the decisions and further makes the decision unequal to one party. The Human Resource Managers should have a neutral stance towards the weak and the powerful party so that even if the powerful party commits any mistake it is brought back to the terms and conditions applied by the company. Furthermore the article describes the role of the HRM with accordance to the new legislation which was introduced in Australia in 2005. This legislation is known as the Work Choices Act. This legislation has given more powers to the HRM i.e. they can dismiss workers without settling their disputes. This power provided to the HRM could be used in a negative way too as at times the HRM would prefer dismissing the workers rather than settling the issue between the workers. The legislation has provided an edge to the HRM and the employers over the workers. As these powers vested to both the HRM and employers would help them in dismissing the workers without settling their issues. This would affect the overall ethical code of the company. As I personally have experienced having a dispute between my co-workers I think that the Human Resource Manager plays an important role in resolving the disputes and the power vested to them can be used in the negative way. The co-workers who have an understanding with the Human Resource Managers are preferred by them over other workers. As my issue was solved by a HR manager who was neutral, I figured out that HR manager played an important role in resolving the company's problems. However if the HR manager is biased the decisions passed by them would not comply with the ethical code and terms. The HR manager should not be given the powers to dismiss workers as these powers given to them would help them to dismiss the workers directly rather than solving their issues. The HR manager should be selected by the employer with extreme caution as he is the main person in handling the internal issues of the company. The HR manager should be selected by the neutrality shown by him towards the employees. This neutrality would help to improve the environment of the company and avoid any issues which would bring a bad name to the image of the company. In my opinion it is in the best interest of the company to enforce the ethical codes on the HR manager and on the employees. Men working differently: accessing their inner-feminine Sallyanne Miller gives a perfect situation of a company which has both men and women working. The article by Sallyanne miller describes the management of a particular organization. It also describes the actions and reactions of people in accordance to the environment they are given in a certain company. The article illustrates an action plan for the banks in which the managers are provided with a situation which helps in improving the quality of work and efficiency shown by the managers. Sallyanne Miller describes a certain action plan which took place in the banking industry. This action plan consisted of meetings organized for different male managers of the banks together. These meetings helped the managers to analyze all the difficulties faced by them. These meetings further provided the manager with the aims and goals for the future. There were groups of managers organized which were headed by a facilitator. This facilitator provided the managers with proper guidance to achieve a certain goal. The meeting discussed all the problems faced by the solution on an overall perspective. The facilitator acted as a mentor for the managers and helped them to achieve all the goals. The facilitator gave particular instructions to the managers which would be followed by all of them. However after a certain span of time the managers began to give difficulties to the leaders. They rejected their leader as the goals that the meetings had discussed had been achieved by them. The meetings which were headed by the facilitator were considered a waste by the bank managers. But even after that the facilitators encouraged the bank managers to discuss their problems, strengths and weaknesses with other co-workers and managers. Similarly after these meetings took place for many years the managers got frank with each other and discussed their problems openly with each other. This helped all the managers to understand each others problems and come out with a solution for the problems. The managers discussed different problems and got help from their co-managers. The facilitator on the other side encouraged the managers to have a social environment in which every manager could help each other. After the meetings took place for a year the male managers began to show some female characteristics. This was seen as a positive step in the industry as to deal with the industry a person had to show both the male and female characteristics and previously it was found that men never showed the characteristics of females while working. The facilitators played a major role in encouraging the male managers to have some female characteristics while working. The environment created by these meetings was such that the action learning strategies were getting quite successful. The meetings helped the managers to work together and sort out all the problems they faced; it helped the facilitators to create such an environment that promoted the characteristics that were feminine. It helped the male society to adopt some of the characteristics of the females. The main factors which lead the meetings to be successful were the vesting of authority amongst the facilitators. The facilitators were still in charge of the meetings and none of the power was transferred to a particular faction. This helped the managers to further take decisions by their own with the help of the advice of others. But the overall control over the decisions of the managers was monitored by the facilitators. Overall this article discusses how an action plan can change the whole scenario of an industry. With the help of group work the managers were able to consult and get advices in solving a certain problem. I as a manager think that the tasks taken out by the facilitators were of a perfect nature. They helped not only the managers to adopt the new trending in the industry but also helped them to get familiar with the whole working scheme of the industry. It helped the managers to have a social environment in which they could solve each others problems. I personally as a manager feel that the banking industry did a wonderful task in arranging these meetings between the managers. The sole authority of the facilitators helped the managers to come under one person. The gender difference amongst the managers was reduced because of the environment provided to them. I think that to complete a certain task one has to get advices from different experts of that particular department and these meetings provided the managers with such a platform that they could get different advices from different expert managers. Some new managers who would be new in the banking industry would gain experience and advice from other experienced managers. The banking industry would further have an enhanced performance if these meetings go on successfully. The managers and the facilitators would get a similar platform which would help both of them to promote their industry. The performance of the industry is further expected to get better. I personally have experienced group work and think that it totally changes the thinking of one individual. Different types of meetings were organized by my heads for the managers. These meetings helped me to converse with other managers and to know what problems they were facing. It helped me to gain knowledge and learn what should be done when a certain situation arises. It helped to learn some new concepts which would be effective if implemented on my managing staff. The meetings helped me to understand the core values of the industry and it helped me to look to other people for advices and realize the power of my authority. It not only helped to realize the power but also made me use it effectively. Scandic Hotels: "Interactive Values Creation" The industry of hotels has prospered more and more in the recent years however some chains of hotels have not been able to cope up with the changing environment of this world. This article takes into review one such chain which was not able to cope up with the changing world but the hotel chain came back effectively by changing its core values. The article tells about the Scandic Hotels AB who suffered a decline in the 90s due to their policies. However after a certain span of time the chain came back effectively and efficiently as it changed its core values and principles. The chain of hotels made their environment friendlier to its customers and workers both. It changed its policies according to the changing world. Its major concern was to attract customers towards it. The hotel changed its approach towards the environment of this world. This new approach was called The Natural Step. It helped making the hotel friendlier towards the environment by taking out major steps and this made many customers to choose this chain of hotel. The hotel promoted those steps which would attract the customers towards it. It took all possible steps to ensure that the environment in this world was better. They started using utilities which were free of impurities and provided their customers with all better approaches which would ensure their safety from different kind of problems. The chain of hotels realized its role in improving the natural environment of this world. They further took measures to ensure that the whole hotel staff was working according to the friendliness of the environment. Similarly to ensure this the upper management of the hotel hired trainers to educate the hotel staff of a friendly environment in this world. They took educational measures and provided every staff member with a pamphlet or a booklet to inform them of the possible measures which should be done. This helped in educating the staff of the environment which the hotel management required. Different meetings were also conducted in this regard to tell the staff about the actions that the hotel would prefer. The steps which the Scandic Hotels AB took got this famous that many other companies adopted them. These steps not only helped them to attract customers towards them but also helped them to keep the environment safe and friendly. The program implemented by the Scandic Hotels AB was widely welcomed by the employees and everyone was curious to adopt the measures. The program helped the employees to come close and work together towards one goal. In my opinion the program of environmental friendliness should be adopted by every industry in this world. The customers are not only attracted towards this friendliness but the company also gains profits. The Scandic Hotels AB gave an example to the whole world and has helped many people to adopt the same policies as that of the Scandic Hotels. The program implemented by the Scandic Hotels has been very successful and in the recent years it is expected that more and more companies would adopt such a nature. Nowadays even in the sector I am working in has implemented such steps which would ensure a friendly environment. I have strict orders to engage my whole staff in this reform. The policy from my overheads clearly describes how this should be implemented and I have started taking the necessary measures. Different sorts of meetings have been taking place in the office to ensure that the whole staff is aware of the new policy. It is further expected that a change would be nearly seen in the number of customers we are getting. Bibliography Van Gramberg, B, and J Teicher. "Managing Neutrality and Impartiality in Workplace Conflict Resolution: The Dilemma of the HR Manager." Human Resources Abstracts. 42. 3 (2007): 197. Miller, S. "Men Working Differently: Accessing Their Inner-Feminine." JOURNAL OF ORGANIZATIONAL CHANGE MANAGEMENT. 18. 6 (2005): 612-626. Nattrass, Brian F., and Mary Altomare. The Natural Step for Business: Wealth, Ecology, and the Evolutionary Corporation. Conscientious commerce. Gabriola Island, BC: New Society Publishers, 1999. Read More