Workplace Conflict
Chris Honeyman
President, CONVENOR
Director, Broad Field Project
Definition:
Workplace conflict includes any type of conflict which takes place within a
workplace or among workers, potentially including conflict between employees out
of work hours. It is a broad concept that includes several types of conflict
that are normally treated separately, including employment conflict and
labor-management conflict. Unlike those two types, however, workplace conflict
may not involve the employer as a party; a workplace conflict may be between two
or more employees.
Users:
This concept is important to employees, managers, and mediators and other
neutrals.
Description:
Because workplace conflict inherently includes several other kinds, it can be
difficult to distinguish from them. But it is not difficult to describe: Any
type of conflict which involves employees, managers, owners, customers, or
others present in a workplace can be an example of workplace conflict.
Typically, because more precise definitions of several sub-categories of
workplace conflict exist, the term "workplace conflict" is used to define
interpersonal or employer-employee conflict in the workplace which does not
involve a union or an allegation of discrimination based on race, gender, or
another legally protected criterion.
Example:
A successful new product is selling well, and its maker is running the factory
an additional four hours a day Monday through Friday as required overtime for
all employees. But for the fourth Saturday in a row, the same three employees
are called in for yet more overtime. If one of them objects about the perceived
unfairness of being singled out for unwanted overtime, and gets into a heated
argument with a supervisor, while the other two have no objection, this would be
described as a workplace conflict. But if the reason the employee gives for
believing he was singled out is related to race, sex, national origin, age, or
another protected category, this would be viewed as an employment conflict --
whether or not the employee was ultimately found correct in that perception. And
if all three employees together went to management to complain about being
selected for the additional overtime, this would be a concerted activity,
which is related to union activity, and which would make the event more
appropriately described as a form of labor-management conflict.
Application:
There is hardly anyone in the work force who has not been exposed to a workplace
conflict at one time or another. The concept is therefore almost universally
relevant. But relatively few understand the intricate distinctions between types
of workplace conflict, which heavily influence how they are actually handled in
contemporary life. For example, the rights which U.S. workers now have were not
all established at once, but over decades, and the resulting patchwork of laws,
regulations, and agencies can be very confusing. A basic understanding of how
labor law and employment law have developed, of why they are separate concepts,
and of the different mediation and arbitration procedures that now exist to
streamline the handling of large numbers of cases, can help anyone understand
better how the workplace works.
Links to Related Articles:
Employment Conflict
Application:
Clients, as well as attorneys and other professional representatives, need to understand at least a little about the range of possibilities for handling any given dispute. Without that understanding, they are in a poor position to assess the advice they are given or to assert what they actually need out of a process.
Links to Related Articles:
Alternative Dispute Resolution (ADR)
When to Arbitrate
When to Mediate
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