Work can be defined as a set of human activities, structured and oriented towards a specific goal. This environment includes actors, such as human beings, that have their particularities and that are motivated by different values, and that sometimes have diverging interests.
Consequently, interpersonal conflicts are an unavoidable fact of workplace life. While we often see conflict as a risk or danger, it more often leads to opportunities.
In order to create this opportunity, we need, first, to be transparent and respectful of each parties' interests. In a conflictual situation, these conditions allow us to understand things differently and solidify relationships.
Otherwise, when conflict is ignored, it can lead to stress, anxiety and a deterioration of work relationships. Sometimes, these effects can spread and bring the destruction of the workplace.
At this stage, it is normal for people not to know how to deal with the situation.
You want to resolve conflicts that have arisen within the workplace? You want to reach an agreement related to work conditions? You need help?
Using organizational mediation can be an efficient way to transform conflict in a learning experience and opportunity.
Here are some typical examples of cases where our mediation professionals can help you solve your workplace issues :
- Negotiation, interpretation and execution of labor contracts;
- Workplace conflicts (between employees, between a manager and an employee, between managers);
- Psychological harassment;
- Managing disciplinary issues;
- Settle a termination of employment;
- Dispute related to health and safety at work.
Frequently asked questions
What is psychological harassment?
Labour law defines psychological harassment as a "vexatious behavior" characterized by:
- behaviors, words, acts or gestures;
- that are hostile and unwanted;
- that happen repeatedly;
- that undermine the dignity or psychological or physical integrity of the employee;
- causing the employee to work in a harmful environment.
A single behavior can be considered as harassment if it is serious and if it has a direct harmful effect on an employee. The law also imposes an obligation on the employer to prevent and stop to psychological harassment when it is brought to its attention.
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More Details on Organizational Mediation
There are material professional, relational, and organizational aspects to being in a workplace, as well as standards and constraints. We must coexist with these elements.
Work is defined as a set of organized human activities, that are useful and geared towards a specific goal. Its actors, including humans, all have different characteristics and values, with diverging interests at times. Therefore, conflicts are an inevitable aspect of life at work. But while we usually see the conflict as a risk or danger, more often than not, it actually brings an opportunity.
To create this opportunity, we must, first of all, be transparent and respect the interests of each actor. In a situation of conflict, this allows us to understand things differently and to consolidate relationships. When conflict is ignored, it can cause stress and anxiety and cause deterioration of the relationships in the workplace. Sometimes these effects can spread and cause a destruction of the work environment. At this stage, it is normal that people no longer know how to handle the situation.
The use of mediation can be an effective way to transform conflict into a learning and business opportunity.
What is mediation?
Mediation is a voluntary process of conflict/problem resolution in which an impartial third party (the mediator) attempts to bring the parties together to find a solution to their differences. In these circumstances, the mediator helps both parties work together to determine their respective interests, to explore options and to find solutions that they can both accept. The third party may also be a resource for solutions and possible agreements.
Organizational mediation aims to resolve conflicts within the workplace. These conflicts can be between two employees, an employer and an employee, between two managers, between two teams, etc.
What is the course of an organizational mediation session?
In order to maximize effectiveness, mediation sessions are usually held in a neutral environment and all persons necessary for decision-making process must be present.
During the session, the mediator asks the parties to discuss in order to find out what the real underlying interests are in the conflict. The mediator will make the parties communicate and listen. This will allow everyone to see past their own perspectives and to understand the concerns others.
The discussion aims to clarify the perceptions of each party, to identify their needs, to find new approaches to better address the conflict and to identify the options available to both parties.