Together, policies and procedures ensure that a point of view held by the governing body of an organization is translated into steps that result in an outcome compatible with that view. Policies and procedures, involve Legislations, which are protected by law. If law is violated, then prosecution procedures take place, it is a nonstop circle. Grievance- procedure Is a written complaint about work conditions, that doesn’t satisfy, upset worker. They can make a formal grievance complaint if they’ve tried solving a problem by talking to manager but they’re not satisfied.
Most organisations have a written procedure to resolve workplace problems and difficulties. These are often set out in the organisation’s Policy and Procedures Manual. Set out below is a basic example a grievance procedure: Step 1 If you think it is appropriate, or have tried unsuccessfully, to sort the problem out directly with the person involved, you can then approach your direct supervisor concerning your grievance. Step 2 The difficulty, or problem, is raised with your immediate supervisor. Your supervisor will ask you about the problem and any steps you have taken to deal with the situation.
Amongst the company's policies and procedures, you will find such guidelines, as 'equality and diversity'., and 'dealing with harassment and bullying at work' These policies exists to enable all employees to work cohesively. Please make sure that you familiarise yourself with all of the company policies that will assist you within your job role. It is not only important for the company to have full and up to date details of agreed ways of working, it is also a legal requirement. It is vital that this company can show up to date documents, in the forms of policies and procedures, so that employees can gain a better insight into how the company works with others to promote best practice. Little or no documentation relating to agreed ways of working, would breach national regulations, and the standards of this company.
An outline of what is meant by ‘agreed ways of working’. The term ‘agreed ways of working’ relates to the way an employee must work and the rules that they must adhere to. As an employee you should work in a way that is clearly set out in the job description – this will then mean that you know what areas of care you would be responsible for and those that should be reported to a higher member of staff etc. Bii) Limits of role There are limits of this role as this has to ensure safety of clients as well as members of staff. The job description outlines the limits and if this is not exceeded, this may result in dismissal or disciplinary action.
Agreed ways of working Agreed ways of working are a set of rules, regulations, policies and procedures set out by your employer or organisation that you work for that inform you what to do and how to work to fulfil your role and job description. They include various pieces of legislation as well as best practice and are there to benefit and protect you, the individuals you support and your employer. Details of procedures on how to undertake certain tasks are described in full including how to; deal with disciplinary issues and allegations of abuse, assess and manage risk, allocate resources, respond to emergencies, administer medication, deal with death and handle admissions. They enable you to provide a good quality service working within the legal framework and most importantly aim to keep you and the individuals you support, safe from danger or harm. Sometimes you may have to work in best interest and instinct to fulfil your job role.
Grievances within your workplace can be caused by a change in work circumstances, a problem you might have with the Health and Safety to what you perceive to be a breach within your contract of employment or may it may be that you feel you are being harassed or discriminated against. My first action would be to informally approach my manager or senior, with regards to the situation and with any possible solutions to resolve the grievance I may have. If this is inappropriate or I feel it poses a threat to my colleagues and I, I would consider a formal approach. In which I would follow my company procedures and codes of practise, notifying my employer, formally, of the grievance. I would then supply them with a statement and any evidence I may have, after allowing them time to investigate and establish facts, I would await notification of the decision and plan of action, in writing.
When a company creates a new job they must come up with a job analysis of the role so HR knows what kind of job applicant they need to recruit. Without the job analysis the recruitment process may take even longer to select a suitable job applicant. The process involves in-depth investigation in order to control output, i.e. get the job done successfully. The process can identify what a particular department requires and what a prospective employee needs to deliver.
------------------------------------------------- Mediating conflict in the workplace In this essay I will examine and describe the strategies for resolving a conflict in the workplace. This essay will also clarify that resolving particular issues of conflict occasionally requires a third person a mediator, who may be effective in resolving the conflict and discover a suitable solution to the conflict that all parties involved could agree upon. Good communication and organizational structure is the principal function that assists in the prevention of conflicts between many individuals. (Holvorson, 2010) In eliminating conflicts between colleagues in the workplace one must: 1. Address the conflict early.
Several researchers have posited that emotional labor potentially contributes to employee turnover (e.g., Côté & Morgan, 2002; Grandey, 2000). Employees who regularly engage in emotional labor may develop the attitude that they are in an unsuitable work environment, which may ultimately compel them to leave the organization (Grandey, 2000). This perspective emphasizes the cumulative effect of performing emotional labor in predicting turnover and is consistent with findings that employees form attitudes about work in their day-to-day tasks and interactions that, over time, develop into withdrawal cognitions and behaviors, such as turnover (Holtom, Mitchell, Lee, & Eberly, 2008). Abraham (1999) has shown that customer service employees who experience a discrepancy between their internal and external emotional experience at work are more likely to express intentions to leave. As discussed by Chau et al.
KINDS OF WORKPLACE CONFLICTS Let’s start by identifying where conflicts happen. Think about the kinds of conflicts that happen around your workplace. • Disagreements over turf (who should do what). • Disagreements over policy (how things should be done). • Conflicts of personality and style COMMON WAYS OF DEALING WITH CONFLICT These are some of the ways we typically deal with conflict.