Managing Issues in the Workplace

One of the most common issues the labor market faces is employer-employee conflicts. These conflicts contribute more to the stress levels than the work itself. As an employee, it is best for you to know how to deal with any issues with your employer. It is in your best interest to create a conducive working environment by managing conflicts with your employer. Let us take a look at some of the possible conflict areas with your employer and how best to handle them.

Employment Terms and Conditions

Every employee is responsible for all duties that fall within their department and any other that may be included in their contractual agreement. In some cases, employers may stretch the terms without your consent as an employee by extending office hours beyond the stipulated service time without an overtime pay. In other instances, certain tasks may be handed to you that do not fall into the category of the duties you should handle. Such moves indeed do bring a strain on the working relationship with your employer.

In such a situation, consider getting in touch with the Human Resource Department and together, explore conflict management avenues to address the situation. Most businesses may not be open to the idea of a direct talk of such issues by the employee and may consider the move as insubordination. The employer may, however, be inclined to address it if it was raised as a concern by the Human Resource department.

Difference in Approach to Company Assignments

Not all conflicts result in a hostile working environment. One such dispute is the approach to projects. The encounter emanates from a difference in ideology. While the employer deals with it from a holistic view by incorporating all parties from the investors, to the clients and as well as the government, the employees’ point of view could be focused on fellow staff and the clientele. It is important to consider both viewpoints and create an environment where such ideas are discussed on a merit basis.

Discriminatory Policies or Actions

One may be discriminated against based on their social values, religion, gender, and race. While it is true that global human resource efforts have made headway in resolving this issue, it still is considered a work in progress. Several employees suffer as a result of mistreatment by employers, and personal prejudice over and above those above. The effect would be a demotivated staff that have an adverse impact on company earnings. If not dealt with early and decisively, employees may harbor resentment that may result to verbal exchange that creates a hostile working environment.

To address this, an appropriate communication atmosphere should be developed one that seeks to understand all parties’ viewpoints and establish common ground based on respect and ethical practices. 

Performance Review Conflicts

Reviews have a direct impact on the promotions, bonuses and pay increments you are set to receive as an employee. It is, therefore, reason enough for you to feel shortchanged if the performance review is negative. As an employee, you should voice your concerns during the goal setting face of the company. When the review is done, your performance will be pegged on your contribution as to the goals you had established.

Workers Compensation

There are several injuries you may fall victim to while on the job. It is the prerogative of the employer to seek medical assistance for you at their expense. Several organizations find ways to avoid the cost in a move to preserve their earnings. Such a move is a recipe for a clash within the workplace. As an employee in such a situation, you are legally protected under the Worker’s Comp Law. As such, you are entitled to compensation. In the event that your claim is denied, David M. Van Sant advises workers to request a hearing with the State Board of Workers Compensation. The Administrative Law Judge (ALJ) will hear from the worker and the company and then render a decision. 

As a member of staff, you ought to be responsible enough in your interactions and actions. They must revolve around ethical and respectful values to all authorities in the company including your peers and the clients as added measures to reduce workplace conflicts.