Aviation Leadership – Is there a Role for Human Resources in Conflict Management?

Sofema Online (SOL) www.sofemaonline.com takes a look at the challenges HR face in the Conflict Zone as Part of our Aviation Leadership Development Program.

See here for details of our Aviation Leadership and Management Skills Development Diploma.

Introduction

To start by understanding the point where a disagreement becomes a conflict, moreover to consider that it is seldom necessary for a disagreement to require mediation. However, once the engagement moves to the personal (either by specific behaviour – rude or anti-social) or even borderline aggression it becomes time to act.

The HR Department is well placed to fulfill the role of Mediator when there is a conflict between employees and management staff or employees & employees (less likely).

Due to a deeper knowledge of both organizational conflict resolution procedures as well as workplace obligations and employee rights, HR Staff can often help to resolve any conflict arising quickly and effectively.

HR should embed conflict management processes and procedures within the organisations’ policies and business processes.

Consider the Role of HR Within your Organisation

» Do you have mature conflict management procedures?
» Are we able to measure the magnitude of conflict and the mediation’s success?
» Do you have staff who are trained in mediation?
» How do you ensure consistency in the department’s approach to mediation?
» Do employees recognize the authority of the HR Procedures – particularly where this relates to conflict resolution?
» Do the conflict management procedures reflect the current organizational thinking, what is the periodicity of review and update (minimum annually)?

Why to Involve HR in Conflict Resolution?

» The primary role of HR is to support a detailed understanding or root cause analysis into the precursors and causal factors of the current issue/situation.

o Essentially to understand why communication has broken down

» The objective is to deliver an outcome which satisfies the current need but it is also scalable, which means it can make a positive change for good going forward.
» HR should also work to develop data sets which can support the further understanding as well as support the ongoing cultural development (Measuring our performance related to conflict Measurement.)

HR Conflict Resolution Strategies – At What point to Involve HR

Consider that many contentious disagreements can actually lead to positive outcomes with innovative and creative solutions.

So, the goal is not to stifle creativity or to try to create a company of “yes men” after all challenge is good however as the pendulum swings in the other direction maybe it is time to step in.

Indicators it is time for HR to become involved:

» Are people being disrespectful to each other
» Have aspects of the exchange become personal
» Are people becoming unnecessarily stressed  
» Are people becoming negatively impacted in other ways by events

Next Steps

Sofema Aviation Services (www.sassofia.com) and Sofema Online (www.sofemaonline.com) offer multiple soft skills training. For additional details or if you have any questions, please email team@sassofia.com