CONFLICTS OF EMPLOYEE RELATIONS

 



Conflict is a situation in which the conditions, practices, or goals of the different participants are inherently incompatible. (Smith, C, G.1966)During difficult economic times, labor-management conflicts arise over issues such as wages and benefits, layoffs, security, working hours, and unionization. Due to the increasing globalization of the industrial workforce and the increasing conflict between workers and management, there is a shortage of people with conflict management skills. Small companies in particular, with their limited human resources departments, often find it difficult to manage employee issues. Employment relationships help to minimize conflicts between employer and employee in order to achieve commitment and reciprocity within the organization. (Rose, 2008).


Figure 1; The relationship between industrial relations co-operation/conflict and outcomes for employees and trade unions
(Source; Bacon and Blyton: Co-operation and conflict in industrial relations)

Do we need conflict


The main causes of employer/employee conflict include wages and benefits, layoffs, working hours, safety standards, and family and medical leave.

  • Wages and Benefits - Compensation and marginal benefits have historically been a major driver of conflict in industrial settings, especially as companies seek to reduce costs in times of low demand for goods or services. In declining economies, companies often cut back on the frequency and amount of wage increases and contributions to employee health insurance and retirement plans.
  • Cost Deduction Dismissals - When companies decide to cut costs, workforce reductions are often considered or made.
  • Incompatible Safety Standards - If the organization fails to ensure a safe and ergonomically compliant work environment, this can lead to conflict.
  • Extended working hours - conflicts can arise when people are asked to work extra hours - sometimes "out of the clock" and through their scheduled breaks - to fill in for non-attending co-workers or to fulfill demands on busy shifts.
  • Conflicts over family-related medical conditions, such as family and medical leave and maternity leave, are also central. Often small companies decide whether to give employees paid or unpaid time in the event of a family emergency.

 Conflicts Precautions

  • Stop Workplace Harassment - Build a better workplace and use surveys and questionnaires to identify potential problems before it is too late. Reports of harassment can also be taken seriously and further investigations can be conducted if necessary.
  • Address Employee Salary Increase Requests - The company may have a performance monitoring system. This allows employees to regularly evaluate their performance and reap the rewards for their achievements. If you are on a tight budget, consider offering other benefits, such as promotions or more flexible working hours.
  • Understanding and Managing Workplace Conflict - The best way to handle this is to stay calm and listen to both sides as your employees have different personalities and interests.
  • Keep clear policies - These may include a code of conduct, vacation policies, harassment and discrimination policies, drug and alcohol policies, confidentiality policies, email policies, and more. Also, standard procedures can be established to provide bonuses and salary increases.

Conclusion: 

  1. Also, conflicts between employees and between employees and management are inevitable consequences of the industrial relationship in any organization. However, the various strategies identified will guide the improvement of labor-management relationships and ensure the retention of employees in organizations. To achieve optimal growth in the organization, it is necessary to conduct an annual performance review of the working relationships between the employees of the organization and to give rewards to the employees who have proven to be good at fulfilling their responsibilities without delay.

References

  • Bacon, N. & Blyton, P. (1999).'Co-operation and conflict in industrial relations: what are the implications for employees and trade unions?', The Intonational Journal of Human Resource Management, 10(4), pp.638-654.doi:10.1080/095851999340314
  • Isa, A.A. (2015).'Conflicts in Organizations: Causes and Consequences, Journal of Educational Policy and Entrepreneurial Research (JEPER),2(11), pp.54-59.Available at:https://www.researchgate.net/publication/311558401_Conflicts_in_Organizations_Causes_and_Consequences.(Accessed: 27 April 2022)
  • Hirsh, L. (2019). What Are the Causes of Conflict in Industrial Relations?[online]. Available at:https://bizfluent.com/facts-6124170-causes-conflict-industrial-relations-.html.(Accessed:26 April 2022)



Comments

  1. P.Janaka Chaminda PereraApril 27, 2022 at 11:26 AM

    According to (Chinomona, 2013) Despite the growing awareness of corporate partnership goals, effective communication, and conflict management Focused on investigating the friendly role of workplace relationships in institutions and workplaces, and the joint role of research efforts. Aiming at employee relationship strength in the context of organizations, communication and the absence of harmful conflicts Higher education, especially in developing countries in South Africa, is relatively low.

    Reference:
    Chinomona, R. and Sandada, M., 2013. Shared goal, communication and absence of damaging conflicts as antecedents of employee relationship strength at institutions of higher learning in South Africa. Mediterranean Journal of Social Sciences, 4(3), pp.137-137.

    ReplyDelete
  2. maduwanthisilva.blogspot.comMay 2, 2022 at 3:56 AM

    Highly diversified team or bahaviours of superiors can be caused for conflicts within the organization. Specially when superiors with high ranking authorities work with lower authorities they expect them to be more committed toward organisation or diversified teammates have different opinions it can lead for conflicts. Through a perceived high psychological empowerment , high learning culture and experiences in the industry can make a better environment in the organisation. (Joo and Shim, 2010)

    ReplyDelete
  3. Rohitha SamarathungeMay 3, 2022 at 9:04 AM

    Human resource management is the basis of all management activity, but it is not the basis of
    all business activity. A business may depend fundamentally on having a unique product. The
    basis of management is always the same that is getting people of the business to make things
    happen in a productive way, so that the business prospers and the people thrive, Torrington,
    Hall, Taylor and Atkinson (2011). Employee relation is the HR discipline concerned with
    strengthening the employer-employee relationship through measuring job satisfaction,
    employee engagement and resolving workplace conflict. Labor relations functions may
    include developing management response to union organizing campaigns, used of collective
    bargaining agreements and rendering interpretations of labor union contract issues. According
    to Cooke (2007) “Performance management is a process by which managers and employees
    work together to plan, monitor and review an employee’s work objectives and overall
    contribution to the organization. More than just an annual performance review, performance
    management is the continuous process of setting objectives, assessing progress and providing
    on-going coaching and feedback to ensure that employees are meeting their objectives and
    career goals”. Therefore, in any organization efficient and effective performance of the
    resources available to achieve organizational goals most put in place a good working
    relationship among the workers as well as the employer

    ReplyDelete
  4. Ishari WeerasingheMay 6, 2022 at 8:11 AM


    Conflict exists in every organization and to a certain extent indicates a healthy exchange of ideas and creativity. As the need arises, Optimum HR Solutions will help your business navigate through complicated employee issues including progressive discipline, mediation, investigations and terminations. Handling and resolving conflicts that arise in the workplace is one of the biggest challenges managers and employees face, which a lot of the times does not get resolved in a timely and positive effective manner.

    ReplyDelete

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