Assessment 3 dispute resolution report marlon magsino.docx...

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Assessment 3: Dispute Resolution ReportAppendix 7: Conflict Resolution planPerformance Issue:Bullying/ poor work/ privacy/Sexual harassment/otherDetails/ BackgroundPerformance improvement initiative session planJasmine’s complaint against her co-worker, Ed:1.Inappropriate behaviour on special occasions2.Invasive text messages, phone calls, emails3.Cyber bullying-Posting in Facebook with comments on Jas4.Verbal abuse -Speaking loudly in corridors about her poor workStepTiming1. Review Macville Policies on Bullying andharassment, disciplinary or dismissal action, privacy, professional development and sexual harassment2. Investigate the reposted incident by gathering data3. Interview company’s staffs4. Talk to both parties5. Set agreement/settle issue1. Ask consent from the Human Resource in gathering data and interviews2. Convene both parties to avoid biasesFollow-up:Further sessions/ meetings/ trainingTaskDate1.Conduct professional development training and team building activityOctober 7-11, 20192.Conduct monthly team conferencesEvery 1stMonday of the month3.Monitor and evaluate/rate work performance of employeesPer quarterPotential conflict1DetailsResolution PlanComplaints on bullying, privacy and sexual harassmentTeam building activity and orientation on company policy on bullying, privacy and sexual harassmentPotential conflict2DetailsResolution PlanPoor work performance of employeesProfessional development training for employees to enhance and reputation of all employeesAssessment 3: Dispute Resolution Report
Role Play Script:After a short meeting…Line Manager: This is just a short announcement.Our Company envisions for a successful businessoperationswith consideration to the welfare of the each employees. That Is why, human resourcedivision, as allowed by the CEO, initiated the project “open box” wherein, you can write complaintsagainst your colleagues. What do you think is the purpose of this?Staff 1:We can express our sentiments to our co-workers without hurting their feelings, too.Line Manager: Absolutely. This is a venue to listen to the feelings of each staff when they are afraidto open-up. Aside from that, the company can right away resolved conflicts following processes in afair manner. We can assure you, that your complaints will be safe so we can settle issues andconcerns. Staff 2:Thank you for initiating such plan. This will contribute well to our company.Late in the afternoon, Line Manager and Human Resource Manager read the content of each letterand found out that Jasmine had complaints on her co-worker. Ed.Line Manager:Allow me to take a lead on this issue. Aileen: Yes. Please investigate the reported incident. Here is the MacVille Policies on Bullying andharassment, disciplinary or dismissal action, privacy, professional development and sexualharassment. This is your guide to solve issues.

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