Why do a Workplace Fairness Assessment?

Why do a Workplace Fairness Assessment?

One day, manager Dean invites new worker Melinda into his office to discuss comments he has received about her from her co-worker. He opens is conversation warmly: “Hi. I have been really happy about your work – it is timely and accurate, and I think you are a real asset to this team Melinda. ”And follows with “but I would like to talk with you about your relationship with the others on the team. Some things have come up.” Melinda is taken aback “What? What sort of things? What’s this about?” Dean is forced to continue, defensively. “Well, I’d like to be very honest with you. Each person’s contribution to the team is important. Some people think that you are interfering with their work and publically coming down on them about their performance.”

Where did this conversation go wrong? How can a Workplace Fairness Assessment help both Dean and Melinda understand their situation better, and learn to assess and improve the tools they have to address workplace conflicts?

The Workplace Fairness Assessment is a series of questions asked and interpreted of key stakeholders by a trained Workplace Fairness Analyst. Categorized by workplace culture, workplace conflict, and conflict management, the analyst asks a series of questions designed to paint a picture of the effectiveness of existing conflict management systems within an organization.

The data is analyzed and evaluated through 4 measures: justice, efficiency, engagement, and resources. Like four legs of a stool, healthy systems score well on all four measures.

Once the data is tabulated, organizations have comparative data with others in like industry sector and size. Melinda can seek information about standards, and be reassured that she is working for an organization that has the systems in place to address her concerns in a fair, economical, and effective way.

Dean will have clear insight into how to best use limited resources to change workplace conflict systems if he has concerns that Melinda and her colleagues do not have access to the help they need to address workplace conflicts.

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