Interactions between employees and employers within enterprises can be cooperative and harmonious or characterized by conflict and disruption. Even where relations are generally good, the very nature of employment relations means that some conflict is inevitable. Such conflict can, however, be managed in the workplace itself without third-party intervention, even though assistance from third parties may be sought from time to time on a voluntary basis. Effective conflict management within an enterprise needs to start long before there are signs of discord or disputation. The starting point is the creation of a climate of mutual respect between employees and managers that establishes a firm foundation of trust and cooperation. The growing costs of conflicts and their impact on production processes and employee satisfaction has driven employers and unions to establish new strategies and tools for the prevention of labour disputes in the workplace.This course will explore tools and strategies for the prevention of labour disputes in the workplace. Participants will become acquainted with cases in which labour disputes have been successfully prevented, and will identify possible ways of improving approaches in their own organizations.
Employers' and workers' representatives, HR managers, conflict management specialists