Spongebob
__________ refers to a situation of friction or mutually exclusive goals between two or more parties.
Conflict
Conflict also arises due to _____________ or incompatibilities between these stakeholder groups.
disagreements
____________ is the process of using a mediator to help facilitate negotiations during the conflict resolution process.
Conciliation
__________ is an extension of conciliation.
Arbitration
These parties agree to be legally bound by the decision made by the independent ______________.
arbitrator
__________ refers to the involvement of employees in the decision-making process
Industrial democracy
___________ means that workers are given responsibilities and autonomy to do their jobs.
Employee participation
___________ is a promise from the employee representatives that its members will not resort to strike action as a method of industrial action.
no-strike agreement
___________ is a rather extreme and hostile approach to settling disagreements and conflicts.
strike action
_______________ describes the arrangement whereby the employer’s representative conducts negotiations with one main trade union, rather than several / multiple labor unions.
single-union agreement
It is human nature to pursue __________, but it is not always clear why an organization’s goals should sometimes take priority.
self-interest
Hence, people are often have a low _____________ of change or are fearful of it; either way, they are naturally resistant to change.
tolerance
Would you rather lose your sight or your memories?
__________ causes the purpose and benefits of change not to be clearly communicated.
Misinformation
Different people can have _______________ or views of a given situation.
different interpretations
_____________ refers to processes and techniques used to plan, implement and evaluate changes in business operations.
Change management
Would you rather give up air conditioning and heating for the rest of your life or give up the Internet for the rest of your life?
This approach aims to inform and educate staff (and other stakeholders) about the change beforehand.
Education and communication
Would you rather be 11 feet tall or nine inches tall?
Managers can use coercion (bullying tactics) to force staff into accepting change, by threatening disciplinary action, dismissals, job losses, redeployment (transferring employees to other jobs), or not promoting employees.
Explicit and implicit coercion
Would you rather find true love today or win the lottery next year?
This approach links with several motivation theorists such as Herzberg who argue that employee involvement in decision-making can motivate and improve morale amongst the workforce.
Participation and involvement
This can be done for example by ‘inviting’ workers to accept amendments in their employment contracts to accommodate the new changes.
Negotiation and agreement
This approach is, of course, seen as unethical and can backfire if those resisting change discover what the management are really trying to do.
Manipulation and co-option
Would you rather lose all of your friends but keep your BFF or lose your BFF but keep the rest of your buds?