Compromising Style In compromising, this style involves moderate concern for self as well as the other party involved in the conflict. It is associated with give-and-take or sharing whereby both parties give up something to make a mutually acceptable decision (Rahim & Magner, 1995). The compromising style also refers to splitting the difference, exchanging concessions or seeking a quick middle-ground position (Thomas & Kilmann, 1974).
2.2.4.4 Dominating Style Dominating style involves high concern for self and low concern for the other party involved in the conflict. It has been identified with a win-lose orientation or with forcing behavior to win position (Rahim & Magner, 1995). Thomas and Kilmann (1974) portrayed dominating style as …show more content…
The Labour Commission, Tanzania for example, indicates in its Code of Practice: Grievance and Disciplinary Procedures, established in terms of section 14 of the Labour Institutions Act, 2004, that such a procedure would, among others, ensure that grievances are handled in accordance with the principles of natural justice and fairness. In terms of the rules of natural justice, both parties should be given the opportunity to be heard. The rules of natural justice have also been developed to ensure that decision making is fair and reasonable. This means that the decision-maker should be without bias and only act on the evidence presented to him/her.
In order for a grievance procedure to be effective, it needs to have certain elements. Although such elements of an effective grievance procedure may vary from one context to another, they should include at least the following:
i) In the first instance, a transparent “receipt and registration system” should be in place. Such a system should provide a means for the aggrieved employees to register their grievances and confirm that they have been received by the designated person responsible for handling their grievances. This would also assist the employer in tracking the progress made in the handling of grievances of …show more content…
viii) Give a guideline for how long it should take to deal with the grievance at each level.
ix) Communication is one of the most important elements as it strengthens the grievance resolution process. Feedback should continuously be provided to the aggrieved party to ensure that he/she is updated on the progress made in attempting to resolve the grievance.
x) Indicate what the employee can do if he is still unhappy after the grievance has reached the last level. Usually, this will simply be a statement that the employee is then free to exercise his rights under the Labour Relations Act (LRA, 2004).
2.4 The Common Typical Steps in the Grievance Procedure
The grievance procedure should also promote the rapid resolution of grievances. In other words, the process should not be long drawn out, but should preferably be short in order to assist in the speedy resolution of the grievance.
However, research indicates that three or four steps in a procedure are the most common. According to the “Best Practice Guide: Effective Dispute Resolution” the typical steps in the grievance procedure are as shown in figure 1
2.2.4.4 Dominating Style Dominating style involves high concern for self and low concern for the other party involved in the conflict. It has been identified with a win-lose orientation or with forcing behavior to win position (Rahim & Magner, 1995). Thomas and Kilmann (1974) portrayed dominating style as …show more content…
The Labour Commission, Tanzania for example, indicates in its Code of Practice: Grievance and Disciplinary Procedures, established in terms of section 14 of the Labour Institutions Act, 2004, that such a procedure would, among others, ensure that grievances are handled in accordance with the principles of natural justice and fairness. In terms of the rules of natural justice, both parties should be given the opportunity to be heard. The rules of natural justice have also been developed to ensure that decision making is fair and reasonable. This means that the decision-maker should be without bias and only act on the evidence presented to him/her.
In order for a grievance procedure to be effective, it needs to have certain elements. Although such elements of an effective grievance procedure may vary from one context to another, they should include at least the following:
i) In the first instance, a transparent “receipt and registration system” should be in place. Such a system should provide a means for the aggrieved employees to register their grievances and confirm that they have been received by the designated person responsible for handling their grievances. This would also assist the employer in tracking the progress made in the handling of grievances of …show more content…
viii) Give a guideline for how long it should take to deal with the grievance at each level.
ix) Communication is one of the most important elements as it strengthens the grievance resolution process. Feedback should continuously be provided to the aggrieved party to ensure that he/she is updated on the progress made in attempting to resolve the grievance.
x) Indicate what the employee can do if he is still unhappy after the grievance has reached the last level. Usually, this will simply be a statement that the employee is then free to exercise his rights under the Labour Relations Act (LRA, 2004).
2.4 The Common Typical Steps in the Grievance Procedure
The grievance procedure should also promote the rapid resolution of grievances. In other words, the process should not be long drawn out, but should preferably be short in order to assist in the speedy resolution of the grievance.
However, research indicates that three or four steps in a procedure are the most common. According to the “Best Practice Guide: Effective Dispute Resolution” the typical steps in the grievance procedure are as shown in figure 1