Workplace & Industry
"Restorative justice" or “restorative practices” have been applied in workplaces in recent years. The following grid combines various processes into one explanatory model. Some of these processes are typically categorised as "ADR", others as “restorative justice" and others as simply "facilitation" or "communication." All are useful, sometimes in combination, for improving workplace communication.
|
SITUATION |
DESCRIPTION |
OPTIMAL PROCESS |
THE THIRD PARTY... |
|
An accusation which is clearly disputed, and which must, by law &/or administrative guidelines, be dealt with formally. |
Clearly disputed accusation |
Formal Fact-finding
|
...gathers and reviews evidence, then resolves the dispute by imposing a judgement. |
|
A dispute arising from lack of clarity about the issues, & affecting two key parties. |
Dispute between two parties |
Assisted Negotiation |
...helps disputants resolve their dispute by clarifying/ reframing issues & so distinguishing:
|
|
Disputes arising from lack of clarity about various issues, & involving more than two parties . |
Disputes between several parties |
Problem-solving / Gaol-setting Dialogue |
...structures out conflict and structures in cooperation with a meeting format to identify in sequence:
|
|
Significant conflict associated with a harmful act about which there is no dispute ; &/or many poorly resolved disputes between individuals , &/or groups. |
Specific conflict with no dispute or many disputes |
Conferencing |
...brings together everyone affected and helps participants transform conflict into cooperation by considering:
|
|
An individual is responsible for managing disputes and conflict in the workplace. |
Challenges of managing disputes and conflict in the workplace |
Conflict Coaching |
..assists an individual to develop practical ways to resolve disputes and enhance conflict management skills, using a structure systemically to articulate goals & rehearse different options for achieving objectives. |
|
General conflict
or
|
General conflict in a large organisation |
Constructive Communication Workshop |
...prepares & convenes a workshop where colleagues identify styles and systems of communication conducive to cooperation, then develop a plan for turning theory into practice. |
Adapted from David B. Moore David Williamson's Jack Manning Trilogy: A study guide , Sydney: Currency Press, 2003 and "Managing Social
Conflict: The Evolution of a Practical Theory" in Journal of Sociology and Social Welfare XXXI, no. 1 March 2004
Conflict: The Evolution of a Practical Theory" in Journal of Sociology and Social Welfare XXXI, no. 1 March 2004
An important shift in emphasis is occurring in the field of workplace dispute and conflict handling. Practitioners and policy makers are seeking to devote a greater proportion of resources to promoting wellness as opposed to responding to sickness. (Similar shifts from reaction to prevention have occurred in areas such as public health, psychology, and policing.) In many workplaces, effective managers are shifting their primary focus from:
(i) refining or elaborating grievance handling systems; to
(ii) promoting a culture in which all staff are engaged in efforts to improve communication and promote constructive working relations across the organisation:
A philosophy or restoration over retribution is part of this fundamental shift in emphasis, from:
See the State Services Authority report: Developing Conflict Resilient Workplaces: A report for Victorian public sector leaders
http://www.hrdaily.com.au/nl06_news_selected.php?act=2&nav=1&selkey=1939 (hrdaily interview with David Moore)
(i) refining or elaborating grievance handling systems; to
(ii) promoting a culture in which all staff are engaged in efforts to improve communication and promote constructive working relations across the organisation:
A philosophy or restoration over retribution is part of this fundamental shift in emphasis, from:
- Reacting to negative features of a system, through
- Preventing negative features of a system, through
- Promoting positive features of a system.
See the State Services Authority report: Developing Conflict Resilient Workplaces: A report for Victorian public sector leaders
Available at:
www.ssa.vic.gov.au/CA2571410025903D/WebObj/Resilient_workplaces_report/$File/Resilient_workplaces_report.pdfWorkplace Conferencing and the Movie Face to Face links:
http://www.abc.net.au/rn/latenightlive/stories/2011/3312228.htm (ABC Late Night Live audio archive)http://www.hrdaily.com.au/nl06_news_selected.php?act=2&nav=1&selkey=1939 (hrdaily interview with David Moore)