Read The Attached Article T 2015 Confronting Conflict

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Read The attached article: Lytle, T. (2015). Confronting conflict. HR Magazine, 60(6), 26-31. Retrieved from After reading the article, analyze the scenarios provided below, and choose one to discuss in the case study paper. In the case study, be sure to address the following items: Include a brief statement that identifies your style of conflict management. Use the information provided in this unit to develop a process to resolve the conflict. Describe how you would handle the workplace investigation for the chosen scenario. As a result of a merger, the organization decided to decentralize its human resource management (HRM) functions and create area human resource (HR) generalists across the United States. One of their responsibilities is to handle all employee relations issues. You report directly to the senior vice president of HRM in the corporate headquarters in New York, and there is a dotted line reporting relationship to the vice president of field operations in your area, which is located in the Midwest. You just arrived at your new location for this position about six days ago. Armed with the information you have learned in Units I and II and aided by your own experience and ability to research, please read the scenarios below, and select one for this assignment. Please answer the questions, and follow the guidelines presented. Scenario: Your senior vice president (SVP) of HRM has received a complaint from two branch managers in your geographic area. They are separate but similar complaints concerning Robert, the SVP of Area Operations. Both managers say Robert touches them and other women in the office inappropriately by rubbing their shoulders; the managers also report that Robert makes remarks about their alluring attire and comments that he is in love with them for the great job they are doing. Knowing you are housed in the same area office with this SVP, your boss asks you if you can objectively investigate this complaint. You talk it over with your boss and know he will support your efforts, and you agree to do the investigation. Almost as soon as you give your answer to your boss, you receive a phone call from the area SVP’s wife, who somehow already knows you will be interviewing her husband for a harassment complaint. She is irate and states that the charges are ridiculous. She becomes belligerent and begins to degrade the female managers. Based on your knowledge of employment law, conflict management, and investigation procedures, what would be the best way to handle this situation? For example, what laws are involved? Where do you start? Who do you notify? When do you start? What do you tell the area SVP’s wife? In this situation, you are the employee relations representative for the organization. What is your role in the investigative process? Describe the steps you take to investigate this employee complaint. In your response to the scenario you have chosen, follow the guidelines below: Be sure to include academic sources to support your positions/conclusions. You are required to use at least two outside sources. Be sure that your analysis is highly relevant, thorough, and remains on topic. Accuracy should be strong, with close attention to detail in all parts of the assignment. Writing should be clear and concise with solid sentence structure and should be free of grammar, punctuation, and spelling errors. The paper should be at least three pages in length. All sources used must be referenced; paraphrased and quoted material must have accompanying citations in APA format.

Paper For Above instruction

Introduction

The importance of effective conflict management and thorough investigation procedures in organizational environments cannot be overstated, especially in cases involving workplace harassment allegations. The article by Lytle (2015), "Confronting Conflict," provides valuable insights into handling workplace disputes constructively. This paper analyzes a scenario involving allegations of inappropriate conduct by a senior vice president (SVP) of Area Operations, emphasizing conflict management styles, investigation processes, legal considerations, and ethical handling of sensitive issues.

Conflict Management Style Identification

In approaching this scenario, I would adopt an accommodating conflict management style, characterized by high concern for others and low concern for self. This style facilitates de-escalation and demonstrates a commitment to resolving conflicts amicably, crucial when handling delicate harassment allegations (Thomas & Kilmann, 1974). Given the seriousness of the accusations and the need for an impartial investigation, my priority would be to maintain objectivity while ensuring the affected parties feel heard and respected.

Developing a Conflict Resolution Process

Building a structured workflow to investigate the complaint begins with understanding organizational policies and legal frameworks. The process involves several key steps:

1. Receiving the Complaint: Document the initial reports from the managers, noting specific behaviors alleged, dates, and witnesses.

2. Notification of Stakeholders: Inform HR leadership, legal counsel, and relevant organizational authorities. Maintaining confidentiality and impartiality during this phase is vital.

3. Planning the Investigation: Design interview protocols, identify witnesses, and determine the scope of the investigation.

4. Conducting Interviews: Speak separately with the accusers, the accused, and witnesses, using non-leading, open-ended questions to collect comprehensive, unbiased information.

5. Collecting Evidence: Gather relevant documents, email exchanges, or other pertinent records supporting or refuting the accusations.

6. Analyzing Data: Review interviews and evidence to assess the credibility of the allegations.

7. Reporting Findings: Prepare an objective report summarizing the evidence, findings, and recommended actions.

This process aligns with best practices suggested by De Cieri et al. (2014), emphasizing fairness, confidentiality, and thoroughness.

Handling the Workplace Investigation

In this specific scenario, the investigation must be conducted with sensitivity toward all parties, recognizing prior power dynamics and potential biases. Given the complaint involves a senior executive, discretion is critical. The investigation begins immediately upon notification, with interviews scheduled within a reasonable timeframe, ideally within five business days. The HR investigator must remain neutral, avoid assumptions, and document every step meticulously to ensure the process withstands legal scrutiny.

The role of the HR representative includes acting as an impartial investigator, safeguarding confidentiality, and ensuring organizational compliance with employment laws. It is also essential to communicate the investigation's scope to the involved parties, emphasizing confidentiality and non-retaliation policies (Equal Employment Opportunity Commission [EEOC], 2020).

Legal Considerations

Understanding employment law is fundamental during investigations. The primary legal framework involved in this scenario includes Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on sex and harassment (EEOC, 2020). Additionally, the organization must adhere to state-specific harassment laws and OSHA regulations regarding workplace safety and harassment prevention.

It is crucial to recognize that harassment can be classified as a form of sex discrimination, which is unlawful even if the behavior was unintentional or occurred outside formal employment contexts. The investigation must evaluate whether the conduct created a hostile work environment and whether appropriate corrective measures are needed.

Responding to the SVP’s Wife’s Interference

The external interference from the SVP’s wife complicates the investigation due to her express hostility and derogatory remarks about female managers. In such cases, the investigator must maintain professionalism and uphold organizational policies. The initial response should acknowledge her concerns but reinforce that the investigative process is independent and aims to ensure a safe, respectful work environment. It is appropriate to politely but firmly state that organizational investigations are conducted impartially, regardless of external opinions, and that her remarks do not influence the process.

Moreover, documenting her comments and informing HR leadership about this interference is essential. If her behavior threatens to obstruct the investigation or escalate tensions, security or legal intervention may be warranted to preserve the integrity of the process (Cascio & Aguinis, 2018).

Steps to Conduct the Investigation

The investigative process involves several systematic steps:

1. Planning and Preparation: Review the initial complaints, organizational policies on harassment, and relevant legal statutes.

2. Notification: Inform the SVP of the investigation scope and confidentiality expectations.

3. Interviewing the Complaintants: Gather detailed descriptions of incidents, focusing on dates, behaviors, and potential witnesses.

4. Interviewing the Accused: Provide the SVP with an opportunity to respond to allegations, ensuring procedural fairness.

5. Witness Interviews: Obtain corroborating or contradictory accounts, cross-referencing testimony for consistency.

6. Evidence Collection: Secure relevant documents, electronic communications, and other physical evidence.

7. Analysis and Conclusion: Evaluate the credibility and validity of the claims.

8. Reporting and Recommendations: Summarize findings in an objective report and suggest disciplinary or remedial actions as necessary.

Throughout the investigation, it is critical to maintain confidentiality, avoid retaliation, and communicate clearly with all involved parties about the process and timelines (Stone-Romero et al., 2020).

Conclusion

Effective conflict resolution and thorough investigations are integral to fostering a respectful, inclusive workplace environment. Applying an accommodating conflict management style facilitates open communication and de-escalation in sensitive cases involving harassment allegations. A structured, legally compliant investigation process ensures factual accuracy and organizational integrity. Handling external interference, such as the SVP's wife’s reaction, demands professionalism and adherence to organizational policies. Ultimately, organizations must prioritize fairness, confidentiality, and legal compliance to uphold their commitment to employee rights and workplace safety.

References

Cascio, W. F., & Aguinis, H. (2018). Applied psychology in human resources management (8th ed.). Pearson.

De Cieri, H., Kramar, R., & McMillan, L. (2014). Managing workplace investigations: Strategies and legal considerations. The International Journal of Human Resource Management, 25(8), 1075-1091.

Equal Employment Opportunity Commission (EEOC). (2020). Harassment facts. https://www.eeoc.gov/laws/guidance/harassment

Lytle, T. (2015). Confronting conflict. HR Magazine, 60(6), 26-31.

Stone-Romero, E. F., Anderson, L. M., & Cihon, G. (2020). Conducting effective workplace investigations: A practical approach. Journal of Business and Psychology, 35(3), 283–298.

Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann conflict mode instrument. Xicom.

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