Comments on: What NOT To Do in Managing Employment Disputes http://businessconflictmanagement.com/blog/2009/06/what-not-to-do-in-employment-disputes/ Conflict Management Expertise from F. Peter Phillips Fri, 18 May 2012 06:47:43 +0000 http://wordpress.org/?v=2.7.1 hourly 1 By: F. Peter Phillips http://businessconflictmanagement.com/blog/2009/06/what-not-to-do-in-employment-disputes/comment-page-1/#comment-34 F. Peter Phillips Sun, 07 Jun 2009 02:12:07 +0000 http://businessconflictmanagement.com/blog/?p=102#comment-34 You are absolutely right. Whether as ombuds or in other forms, the capacity to identify, address and satisfy the concerns of employees is absolutely paramount. Thamks! FPP You are absolutely right. Whether as ombuds or in other forms, the capacity to identify, address and satisfy the concerns of employees is absolutely paramount. Thamks!

FPP

]]> By: John Zinsser http://businessconflictmanagement.com/blog/2009/06/what-not-to-do-in-employment-disputes/comment-page-1/#comment-32 John Zinsser Fri, 05 Jun 2009 16:34:11 +0000 http://businessconflictmanagement.com/blog/?p=102#comment-32 Good article Peter. Thanks for brining it back out. The tongue in cheek nature is useful to reduce some of the tension the topic almost always engenders. I would add though to your list of recommendations that it would be wise to consider and design any system to mange the larger field of "conflict," and not only the functional and expensive subset "disputes." Additionally your model significantly limits the location of where and when ombuds are involved. I would suggest that GOOD ombuds programs actually function at all three levels, although they absolutely do not adjudicate. This is part of the reason that research into ombuds programs, my own included, have demonstrated them to be the most efficient and effective while providing the highest ROI of any approach to organizational conflict in the non-union business setting. Glad to see these thoughts getting the attention they deserve. Thanks again. John Zinsser Pacifica Human Communications, LLC. Good article Peter. Thanks for brining it back out.

The tongue in cheek nature is useful to reduce some of the tension the topic almost always engenders.

I would add though to your list of recommendations that it would be wise to consider and design any system to mange the larger field of “conflict,” and not only the functional and expensive subset “disputes.”

Additionally your model significantly limits the location of where and when ombuds are involved. I would suggest that GOOD ombuds programs actually function at all three levels, although they absolutely do not adjudicate.

This is part of the reason that research into ombuds programs, my own included, have demonstrated them to be the most efficient and effective while providing the highest ROI of any approach to organizational conflict in the non-union business setting.

Glad to see these thoughts getting the attention they deserve.
Thanks again.

John Zinsser
Pacifica Human Communications, LLC.

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