CONFLICT MANAGEMENT

Epäasiallista vuorovaikutusta

The occupational safety and health act obliges employers to identify signs of conflict and misconduct at the workplace, and take immediate action if any situations may arise. In general, the earlier the issues are dealt with, the easier they will be solved. 

Unacceptable behavior/misconduct and harassment at the workplace can have a detrimental effect on people’s well-being – which leads to absent days, sick leaves, as well as temporary or permanent decline in work capability. Harassment can cripple the work community extensively and lead to reduced productivity and high staff turnover.  

WORKPLACE HARASSMENT – A SUCCESSFUL OUTCOME

In the situations of misconduct and harassment, it is essential to conduct an objective analysis of the situation and work with the dialogic development approach.First step is to assess the situation by consulting the members of the (work) community, to form an overall picture, as well as assess the urgency of the measures needed. Already during the assessment process, we will provide support for those in need. Following the assessment, some urgent measures may need to be taken, after which the actual dialogic process of the community development will begin.

In the dialogical development process, together with the work community, we set out to look and analyse the various stories, narratives, that have emerged in the work community and which describe the social reality of the community. The analysis of the stories by paying attention to the narratives and the language used, enables us to solve the predicaments in the working community.

DEVELOPMENT AIMS TO CHANGE THE WAY WE THINK, WHICH IN TURN CHANGES THE DECISION-MAKING AND FUNCTIONING OF THE PEOPLE IN THE WORK COMMUNITY

However, the change in thinking requires first a change in language, stories, and narratives. There can be as many social realities as there are members of the community, and we are not looking to find the one ‘correct’ reality in the situation. The key is for the people to be heard and seen. Only after this experience, will the community and its members be ready to move forward. Next, we set out to establish a shared, engaging vision of the future and how the work community will function together in achieving this. The vision helps to move towards a functioning work community, and it will be supported by the elements that steer towards self-organization.

DIALOGIC DEVELOPMENT PROCESS UNITES AND EMPOWERS THE WORK COMMUNITY, DEVELOPING IT TO BE SELF-ORGANIZED

Dialogic development strengthens the ability of the work community to prevent potential future conflicts from happening in a self-organized manner.

WHAT IS CONSIDERED HARASSMENT IN THE OCCUPATIONAL SAFETY AND HEALTH ACT?

  • continual threatening
  • intimidation
  • malicious and suggestive messages
  • derogatory and mocking speech 
  • constant unjustified criticism and complication of work
  • questioning of reputation or position
  • isolation from the work community
  • sexual harassment

BENEFITS

  • Shortum’s approach helps to clarify the situation and to unify the work community towards a functioning, self-organized community
  • Members of the work community get to experience the feeling of being heard and seen, which is a prerequisite for the unification of the work community and the restoration of productivity
  • With the dialogic organizational development approach, the work community becomes empowered and receives the tools to maintain the positive development of the work community in the future

CONTACT us

Do not hesitate to contact us. At Shortum everything will be treated confidentially – let’s consider the next steps together

Interested?