Conflict at work, as with all conflict, is simply people having different views of the same situation. Conflict is a natural and common human process yet we tend to handle difficult situations poorly or avoid dealing with issues altogether. Not addressing issues in a pro-active and professional manner can prove costly in the workplace.
At Quigley & Associates we enable clients to engage with conflict and support them with a range of options to create a positive working environment. We assist clients in putting policies and procedures in place, as well as training and other interventions, ensuring that they are fulfilling their statutory obligations.
To facilitate a conflict positive culture within organisations we develop Dignity and Respect policies that include informal and formal procedures for harassment, bullying, racism and sexual harassment. Such policies are necessary for organisations to foster a safe working environment that protects the interests of all stakeholders while stressing the responsibilities of all parties.
Bullying, Harassment and Sexual Harassment are terms that have specific definitions in the workplace. They are emotive words that they can become misused or misinterpreted leading to further difficulties in resolving interpersonal difficulties. Through training and conflict workshops organisations can identify those behaviours that if allowed to persist can lead to disputes. Allowing teams and individuals to interpret the definitions in light of their own norms and behaviours help prevent disputes escalating. Individuals learn skills to address issues with colleagues and thus engage positively with conflict.
Mediation is an efficient and cost effective way of dealing with interpersonal disputes in the workplace. It brings about a speedier resolution of disputes compared to formal processes. Its voluntary and confidential nature ensures that the parties are part of the decision making process giving them the opportunity to deal with all issues and restore working relationships.
Mediation is an informal process in which a neutral third-party, the Mediator, with no power to impose a resolution, helps the disputing parties to reach a mutually acceptable settlement. The process allows for two-way communication, focus on core issues, resolution options and exploring areas of agreement in a safe and confidential environment.
Mediation brings about a situation whereby the parties themselves decide the outcome. It differs from other dispute resolution mechanisms, such as conciliation, arbitration and litigation in that it does not impose a solution on the parties.
Quigley & Associate are skilled and certified Workplace Mediators available to facilitate disputes between individuals including complaints of bullying and harassment.
Where the informal approach does not work or where mediation may not be suitable, complaints of bullying, harassment or disciplinary issues often require investigation from a neutral third party. Quigley & Associates offer investigation services for formal complaints of inappropriate behaviour that may constitute bullying or harassment in the workplace. We have experience in carrying out investigations in both public and private sector.
Facilitation is a process designed to bring out the best in people as they work to successfully achieve goals, solve problems, brainstorm new concepts or resolve conflict.
The role of the facilitator is a resource to the group as both a generalist and a specialist. As a generalist they have knowledge of organisations and how they work. The facilitator will have specialist knowledge in intervention processes suitable for group interactions.
The situations that lend themselves to Facilitation are many and varied, from presenting and demonstrating to brainstorming and process monitoring. The occasions that can benefit from Facilitation include, business review meetings, business development sessions, crisis management and problem solving. The Facilitator acts as a link between the client and group, co-ordinating resources in a neutral capacity.
The process begins with a Client Briefing to agree the objective of the facilitation. Using a variety of skills and methods the Facilitation will focus on delivering the objectives required. Feedback of results and action plans will be presented to the client at the end of the process