Work Place

Welcome: Employers and employees, supervisors and staff, business owners, shareholders and investors, and any others who are interested in more effective ways to resolve conflict in the work place.

Brady encourages Magdalene survivors in talks with church: from Genevieve Carbery and Patsy McGarry's entries in Irishtimes.com.: Primate of All-Ireland Cardinal Seán Brady has encouraged Magdalene survivors in their efforts to establish dialogue with religious congregations. The cardinal met representatives of advocacy group Justice for Magdalenes (JFM) for two hours at his residence in Armagh on Thursday evening. He said yesterday it was a welcome opportunity to listen to the perspective of the JFM on “the story of the involvement of church, State and society in the former Magdalene laundries”. “By today’s standards much of what happened at that time is difficult to comprehend,” he said.
Workplace bullying and restorative justice – how to help the families left behind: from Kevin Jones' entry on SafetyAtWorkBlog: A feature article on workplace bullying in The Age newspaper on 10 March 2010 has the additional or secondary benefit of again raising the relevance of “restorative justice” to the issue of occupational safety and health. The main element of the article is the McGregor family who had two children commit suicide over related issues. The son, Stuart McGregor, described as being chronically depressed, was being bullied at work. He confided in his sister, Angela McGregor, over the issues. Angela had been bullied at school. Alannah killed herself. A month later, Stuart followed.
UniCredit Group and restorative justice: by Dan Van Ness UniCredit Group is a European company whose mission is "to create a new way of banking by thriving to serve our clients with innovative solutions." It has 168,000 employees operating in 10,000 branches in 22 countries in both Eastern and Western Europe.
Restorative Justice and Work-Related Death: by Dr. Derek R. Brookes This research project was initiated by the Creative Ministries Network (CMN), which is based in Victoria, Australia. CMN have provided grief-support for family members bereaved by work-related death for more than ten years. Their extensive experience found that the grieving process was prolonged and intensified by how the legal system and other agencies dealt with work-related fatalities. In searching for solutions, the agency was inspired to examine restorative justice (RJ), mainly because they had witnessed the healing that resulted from several (self-arranged) meetings between families and company representatives. CMN subsequently applied for a grant from the Legal Services Board of Victoria to explore the feasibility of RJ in this context, and I was contracted as the principal researcher. The project consisted of two parts. The first involved a literature review, which sought to explore and clarify the kind of issues that might be faced in this context. This included addressing: (1) whether it would be fair and reasonable to invite a company director, manager or worker to take responsibility for their part in a work-related death – even where no personal criminal liability has been (or can be) established; (2) whether RJ can provide any distinctive benefits to those affected; and (3) how best to situate RJ vis-à-vis the legal process.
Brookes, Derek. 2009. Restorative Justice and Work–Related Death: Consultation Transcripts. St. Kilda: Creative Ministries Network.: This document is the companion volume to Restorative Justice and Work-Related Death: Consultation Report (Creative Ministries Network, 2009). It contains the full transcripts of the interviews upon which the analysis in that Report was based. For an explanation of its contents and purpose, please see Section A. of the Report. (excerpt)
Brookes, Derek. 2009. Restorative Justice and Work–Related Death: Consultation Report. St. Kilda: Creative Ministries Network.: This Report is part of a wider project that aims to explore the feasibility of a restorative justice service in the context of work-related deaths in Victoria. This section provides an overview of the Report and the way in which it has developed. (excerpt)
Brookes, Derek. 2008. Restorative Justice and Work‐Related Death: A Literature Review. St. Kilda: Creative Ministries Network.: This literature review is the first stage of a project funded by the Legal Services Board to consider “Can restorative justice better heal bereaved families and workplace grief after a work‐related death, and contribute to improve workplace safety?”
Restorative justice could be answer to doping problem: from Kurt Streeter's column in the LA Times sports section: We've tried blame. We've tried shame. We've tried hard punishment. But on the doping-in-sports front, we're making very little real progress. Suspicion still reigns. Chemists remain ahead of the testers. Every other week there's a new bust. We've hit a wall. There are the athletes who get caught and then, invariably, smile and smirk, duck and dodge, taking as little responsibility as possible. There are those, like me, who feel moral outrage -- that altering the body this way should never be condoned. Our voices are growing faint. There are the hordes who've begun to tune out the whole issue despite feeling, deep in the gut, that something is really wrong: that our games, and by extension society, have been tarnished by widespread doping. Let's try a new approach. It's time to seek higher ground: accountability, responsibility -- and yes, forgiveness....
. And restorative justice for all: Redemption, forgiveness, and reintegration in organizations.: We explore the topic of restorative justice in organizations. The tradition of restorative justice directs attention to the aftermath of wrongdoing. We highlight three ways offenders (making amends), victims (extending forgiveness), and organizations (fostering reintegration) restore justice in the workplace. Our paper concludes with questions for future research and inquiry. (author's abstract)
Baron, Linda. Fourteen Months in a FEMA Field Office: A Special Kind of Community Mediation.: Mediating in FEMA was nothing like the court, community, and agency-based programs that I was familiar with. There were no intake forms, no dedicated mediation rooms, no established protocols or procedures, and no one knew much about mediation and conflict resolution. In most mediation programs, mediation is an alternative to something – an alternative to litigation, prosecution, investigation, or some other kind of more formal process. In FEMA, when workplace disputes become intolerable, someone is usually “released” (i.e., sent home). That person may eventually be deployed to another disaster, and might even find himself working next to the same person he had a conflict with in the last disaster. One of our tasks, as in any workplace mediation program, was to facilitate more satisfactory resolution of conflicts both for the present situation, and for t he future. (excerpt)
Fitzgerald, Maureen. Corporate Circles: Transforming Conflict and Building Trusting Teams.: Corporate conflict costs organizations millions of dollars in lost productivity, increased turnover and litigation. This book provides a step-by-step technique for creating conversations that resolve conflict and build trusting relations. In a Corporate Circle, teams come together in a confidential and candid conversation. Corporate Circles enable organizations to: 1) transform conflict into collaboration; 2) build trusting teams and boost morale; 3) repair damaged work relations; 4) enhance individual empathy and accountability; and 5) prevent future conflict. (publisher's abstract).
Costello, Bob and O'Connell, Terry. Restorative Practices in the Workplace: This presentation provides a practical insight into the use of restorative practices in workplaces. It will show how restorative practices, when located within a sound relational framework, have the capacity to change the way workplaces deal with those tensions which potentially, undermine mutual trust and cooperation. Given that we spend so much of our time at work, we need to be conscious of what builds effective workplace relationships. Modeling restorative practices in all our workplace interactions - informally or formally - will make a positive contribution to relationships because their emphasis is directed at satifying the principles of fair process. Individuals are then likely to feel valued, and contribute in constructive and responsive ways. For supervisors and managers, restorative approaches around tensions and workplace difficulties can provide the sort of modelling which engenders trust and commitment. It also provides ways of identifying and resolving early, those difficulties which historically have the potential to escalate. Author's abstract
Reynolds, Carl.. "Workplace mediation.": While there are varying emphases among different people in defining mediation, Reynolds holds mediation to be a process in which a neutral third party assists contending parties to achieve their own resolution of their dispute. In the United Kingdom, mediation has increasingly been extended into the workplace. Relating this development to limitations of traditional grievance and disciplinary procedures, Reynolds summarizes the emergence of mediation in the workplace. He then uses specific examples to show actual schemes for workplace mediation. The chapter also includes recommendations for setting up a workplace mediation system.
Noonan, Francis. The ACAS approach to employment dispute resolution: With respect to the United Kingdom, Noonan observes that the current approach of the Advisory, Conciliation and Arbitration Service (ACAS) to employment dispute resolution is rooted in employer-trade union interactions in the nineteenth century. ACAS exists to offer neutral, third party services to prevent and resolve workplace disputes. In this chapter Noonan details how ACAS provides such services. With this in mind, and using certain case examples, he presents definitions and discussions of matters such as collective and individual conciliation, arbitration, and advisory mediation.
Thorsborne, Margaret. Beyond punishment - workplace conferencing: an effective organisational response to incidents of workplace bullying: More and more organisations have policies and procedures to deal with difficult situations such as workplace bullying. While they may appear to be procedurally fair, rarely are they able to deal effectively with the emotional impact of the harmful behaviour and its aftermath. The Workplace Conference is a process designed to bring together those most affected by this destructive behaviour to come to some agreement about how to repair the harm and how to go forward. This innovative approach to transforming conflict has its origins in the justice system as a means for dealing more effectively with offending behaviour and its impact on victims. It has been used more recently, and with great success, across a wide range of industries, government and non-government sectors, and large and small businesses. This paper will examine the philosophy, practice and theory of this extremely effective process. (excerpt)
Thorsborne, Margaret. Workplace conferencing: an effective organisational response to transforming workplace conflict: While many organisations have adopted policies and procedures to deal with difficult people and situations, rarely are they able to deal effectively with the emotional impact of this harmful behavior and its aftermath. Their attempts at problem solving often make things worse. Clever organisations, on the other hand, have understood that healthy workplace relationships are critical to job satisfaction and therefore productivity (Thorsborne, 1999). This paper will describe a process called Workplace Conferencing, which, adapted from processes used to divert juvenile offenders from court, has been used successfully as a response to cases of workplace harassment and other challenging situations which result in high levels of conflict. Brief case summaries to illustrate the use of conferencing to deal with a variety of typical scenarios have been included.
. Restorative approaches to workplace bullying: Educating nurses towards shared responsibility.: This paper summarises what is known about bullying in the nursing workplace and approaches currently employed to address the problem. Synthesising the available evidence it is identifi ed that restorative approaches which seek to foster shared responsibility and positively infl uence group norms are underdeveloped. Based upon the principles of restorative justice this approach seeks to foster active responsibility for addressing bullying by building pro-social workplace relationships. Given the importance of socialisation processes in mediating and sustaining bullying among nurses, restorative approaches are proposed as a strategy that can be employed in nursing education to address bullying. (author's abstract)
. Managing complaints in health and social care.: An important aspect of allowing patients to take control of their health care is the introduction of new procedures for dealing with complaints. This article examines the concepts that underpin the new Department of Health regulations on complaints management and what they will mean for health and social care professionals. It also explains why these regulations focus on restorative justice rather than blame when adverse events occur. (author's abstract)
Munn, Kathryn. Workplace Conferencing: A Breath of Fresh Air from Australia: Conflict occurs in the workplace as in other areas of life. The question is how to do a better job of managing workplace conflict. Kathryn Munn – an experienced mediator, arbitrator, and lawyer – writes about a promising initiative in Australia by John McDonald and David Moore. Munn attended a seminar in Toronto conducted by McDonald and Moore to explain their use of the principles of community conferencing to resolve conflicts in the workplace. In this article, she summarizes what she learned about when to use workplace conferencing, initial efforts by McDonald and Moore to use workplace conferencing, research on such conferencing, and the conferencing process.
Policansky, Sandy. Workplace conflict resolution--issues and dilemmas for practitioners: As Sandy Policansky notes, conflict is a part of all human interactions. The workplace is no exception; there are many kinds of conflicts that occur in the workplace. In this presentation, Policansky identifies some of the key issues and dilemmas that mediators face when attempting to resolve disputes in a workplace setting. In particular, she focuses on the importance of establishing the framework of the processes and ground rules before mediation; the relationship between the mediator and the organization; and the dilemma of how far the mediator can push the parties in order to reach a resolution.

Next 2 items » [1] 2

Sections

Work Place

Document Actions

Personal tools


Navigation More Rooms Work Place Family Room Community Centre Class Room Chapel Pew Peace Commission	Info Work Place Welcome: Employers and employees, supervisors and staff, business owners, shareholders and investors, and any others who are interested in more effective ways to resolve conflict in the work place. Brady encourages Magdalene survivors in talks with church from Genevieve Carbery and Patsy McGarry's entries in Irishtimes.com.: Primate of All-Ireland Cardinal Seán Brady has encouraged Magdalene survivors in their efforts to establish dialogue with religious congregations. The cardinal met representatives of advocacy group Justice for Magdalenes (JFM) for two hours at his residence in Armagh on Thursday evening. He said yesterday it was a welcome opportunity to listen to the perspective of the JFM on “the story of the involvement of church, State and society in the former Magdalene laundries”. “By today’s standards much of what happened at that time is difficult to comprehend,” he said. Workplace bullying and restorative justice – how to help the families left behind from Kevin Jones' entry on SafetyAtWorkBlog: A feature article on workplace bullying in The Age newspaper on 10 March 2010 has the additional or secondary benefit of again raising the relevance of “restorative justice” to the issue of occupational safety and health. The main element of the article is the McGregor family who had two children commit suicide over related issues. The son, Stuart McGregor, described as being chronically depressed, was being bullied at work. He confided in his sister, Angela McGregor, over the issues. Angela had been bullied at school. Alannah killed herself. A month later, Stuart followed. UniCredit Group and restorative justice by Dan Van Ness UniCredit Group is a European company whose mission is "to create a new way of banking by thriving to serve our clients with innovative solutions." It has 168,000 employees operating in 10,000 branches in 22 countries in both Eastern and Western Europe. Restorative Justice and Work-Related Death by Dr. Derek R. Brookes This research project was initiated by the Creative Ministries Network (CMN), which is based in Victoria, Australia. CMN have provided grief-support for family members bereaved by work-related death for more than ten years. Their extensive experience found that the grieving process was prolonged and intensified by how the legal system and other agencies dealt with work-related fatalities. In searching for solutions, the agency was inspired to examine restorative justice (RJ), mainly because they had witnessed the healing that resulted from several (self-arranged) meetings between families and company representatives. CMN subsequently applied for a grant from the Legal Services Board of Victoria to explore the feasibility of RJ in this context, and I was contracted as the principal researcher. The project consisted of two parts. The first involved a literature review, which sought to explore and clarify the kind of issues that might be faced in this context. This included addressing: (1) whether it would be fair and reasonable to invite a company director, manager or worker to take responsibility for their part in a work-related death – even where no personal criminal liability has been (or can be) established; (2) whether RJ can provide any distinctive benefits to those affected; and (3) how best to situate RJ vis-à-vis the legal process. Brookes, Derek. 2009. Restorative Justice and Work–Related Death: Consultation Transcripts. St. Kilda: Creative Ministries Network. This document is the companion volume to Restorative Justice and Work-Related Death: Consultation Report (Creative Ministries Network, 2009). It contains the full transcripts of the interviews upon which the analysis in that Report was based. For an explanation of its contents and purpose, please see Section A. of the Report. (excerpt) Brookes, Derek. 2009. Restorative Justice and Work–Related Death: Consultation Report. St. Kilda: Creative Ministries Network. This Report is part of a wider project that aims to explore the feasibility of a restorative justice service in the context of work-related deaths in Victoria. This section provides an overview of the Report and the way in which it has developed. (excerpt) Brookes, Derek. 2008. Restorative Justice and Work‐Related Death: A Literature Review. St. Kilda: Creative Ministries Network. This literature review is the first stage of a project funded by the Legal Services Board to consider “Can restorative justice better heal bereaved families and workplace grief after a work‐related death, and contribute to improve workplace safety?” Restorative justice could be answer to doping problem from Kurt Streeter's column in the LA Times sports section: We've tried blame. We've tried shame. We've tried hard punishment. But on the doping-in-sports front, we're making very little real progress. Suspicion still reigns. Chemists remain ahead of the testers. Every other week there's a new bust. We've hit a wall. There are the athletes who get caught and then, invariably, smile and smirk, duck and dodge, taking as little responsibility as possible. There are those, like me, who feel moral outrage -- that altering the body this way should never be condoned. Our voices are growing faint. There are the hordes who've begun to tune out the whole issue despite feeling, deep in the gut, that something is really wrong: that our games, and by extension society, have been tarnished by widespread doping. Let's try a new approach. It's time to seek higher ground: accountability, responsibility -- and yes, forgiveness.... . And restorative justice for all: Redemption, forgiveness, and reintegration in organizations. We explore the topic of restorative justice in organizations. The tradition of restorative justice directs attention to the aftermath of wrongdoing. We highlight three ways offenders (making amends), victims (extending forgiveness), and organizations (fostering reintegration) restore justice in the workplace. Our paper concludes with questions for future research and inquiry. (author's abstract) Baron, Linda. Fourteen Months in a FEMA Field Office: A Special Kind of Community Mediation. Mediating in FEMA was nothing like the court, community, and agency-based programs that I was familiar with. There were no intake forms, no dedicated mediation rooms, no established protocols or procedures, and no one knew much about mediation and conflict resolution. In most mediation programs, mediation is an alternative to something – an alternative to litigation, prosecution, investigation, or some other kind of more formal process. In FEMA, when workplace disputes become intolerable, someone is usually “released” (i.e., sent home). That person may eventually be deployed to another disaster, and might even find himself working next to the same person he had a conflict with in the last disaster. One of our tasks, as in any workplace mediation program, was to facilitate more satisfactory resolution of conflicts both for the present situation, and for t he future. (excerpt) Fitzgerald, Maureen. Corporate Circles: Transforming Conflict and Building Trusting Teams. Corporate conflict costs organizations millions of dollars in lost productivity, increased turnover and litigation. This book provides a step-by-step technique for creating conversations that resolve conflict and build trusting relations. In a Corporate Circle, teams come together in a confidential and candid conversation. Corporate Circles enable organizations to: 1) transform conflict into collaboration; 2) build trusting teams and boost morale; 3) repair damaged work relations; 4) enhance individual empathy and accountability; and 5) prevent future conflict. (publisher's abstract). Costello, Bob and O'Connell, Terry. Restorative Practices in the Workplace This presentation provides a practical insight into the use of restorative practices in workplaces. It will show how restorative practices, when located within a sound relational framework, have the capacity to change the way workplaces deal with those tensions which potentially, undermine mutual trust and cooperation. Given that we spend so much of our time at work, we need to be conscious of what builds effective workplace relationships. Modeling restorative practices in all our workplace interactions - informally or formally - will make a positive contribution to relationships because their emphasis is directed at satifying the principles of fair process. Individuals are then likely to feel valued, and contribute in constructive and responsive ways. For supervisors and managers, restorative approaches around tensions and workplace difficulties can provide the sort of modelling which engenders trust and commitment. It also provides ways of identifying and resolving early, those difficulties which historically have the potential to escalate. Author's abstract Reynolds, Carl.. "Workplace mediation." While there are varying emphases among different people in defining mediation, Reynolds holds mediation to be a process in which a neutral third party assists contending parties to achieve their own resolution of their dispute. In the United Kingdom, mediation has increasingly been extended into the workplace. Relating this development to limitations of traditional grievance and disciplinary procedures, Reynolds summarizes the emergence of mediation in the workplace. He then uses specific examples to show actual schemes for workplace mediation. The chapter also includes recommendations for setting up a workplace mediation system. Noonan, Francis. The ACAS approach to employment dispute resolution With respect to the United Kingdom, Noonan observes that the current approach of the Advisory, Conciliation and Arbitration Service (ACAS) to employment dispute resolution is rooted in employer-trade union interactions in the nineteenth century. ACAS exists to offer neutral, third party services to prevent and resolve workplace disputes. In this chapter Noonan details how ACAS provides such services. With this in mind, and using certain case examples, he presents definitions and discussions of matters such as collective and individual conciliation, arbitration, and advisory mediation. Thorsborne, Margaret. Beyond punishment - workplace conferencing: an effective organisational response to incidents of workplace bullying More and more organisations have policies and procedures to deal with difficult situations such as workplace bullying. While they may appear to be procedurally fair, rarely are they able to deal effectively with the emotional impact of the harmful behaviour and its aftermath. The Workplace Conference is a process designed to bring together those most affected by this destructive behaviour to come to some agreement about how to repair the harm and how to go forward. This innovative approach to transforming conflict has its origins in the justice system as a means for dealing more effectively with offending behaviour and its impact on victims. It has been used more recently, and with great success, across a wide range of industries, government and non-government sectors, and large and small businesses. This paper will examine the philosophy, practice and theory of this extremely effective process. (excerpt) Thorsborne, Margaret. Workplace conferencing: an effective organisational response to transforming workplace conflict While many organisations have adopted policies and procedures to deal with difficult people and situations, rarely are they able to deal effectively with the emotional impact of this harmful behavior and its aftermath. Their attempts at problem solving often make things worse. Clever organisations, on the other hand, have understood that healthy workplace relationships are critical to job satisfaction and therefore productivity (Thorsborne, 1999). This paper will describe a process called Workplace Conferencing, which, adapted from processes used to divert juvenile offenders from court, has been used successfully as a response to cases of workplace harassment and other challenging situations which result in high levels of conflict. Brief case summaries to illustrate the use of conferencing to deal with a variety of typical scenarios have been included. . Restorative approaches to workplace bullying: Educating nurses towards shared responsibility. This paper summarises what is known about bullying in the nursing workplace and approaches currently employed to address the problem. Synthesising the available evidence it is identifi ed that restorative approaches which seek to foster shared responsibility and positively infl uence group norms are underdeveloped. Based upon the principles of restorative justice this approach seeks to foster active responsibility for addressing bullying by building pro-social workplace relationships. Given the importance of socialisation processes in mediating and sustaining bullying among nurses, restorative approaches are proposed as a strategy that can be employed in nursing education to address bullying. (author's abstract) . Managing complaints in health and social care. An important aspect of allowing patients to take control of their health care is the introduction of new procedures for dealing with complaints. This article examines the concepts that underpin the new Department of Health regulations on complaints management and what they will mean for health and social care professionals. It also explains why these regulations focus on restorative justice rather than blame when adverse events occur. (author's abstract) Munn, Kathryn. Workplace Conferencing: A Breath of Fresh Air from Australia Conflict occurs in the workplace as in other areas of life. The question is how to do a better job of managing workplace conflict. Kathryn Munn – an experienced mediator, arbitrator, and lawyer – writes about a promising initiative in Australia by John McDonald and David Moore. Munn attended a seminar in Toronto conducted by McDonald and Moore to explain their use of the principles of community conferencing to resolve conflicts in the workplace. In this article, she summarizes what she learned about when to use workplace conferencing, initial efforts by McDonald and Moore to use workplace conferencing, research on such conferencing, and the conferencing process. Policansky, Sandy. Workplace conflict resolution--issues and dilemmas for practitioners As Sandy Policansky notes, conflict is a part of all human interactions. The workplace is no exception; there are many kinds of conflicts that occur in the workplace. In this presentation, Policansky identifies some of the key issues and dilemmas that mediators face when attempting to resolve disputes in a workplace setting. In particular, she focuses on the importance of establishing the framework of the processes and ground rules before mediation; the relationship between the mediator and the organization; and the dilemma of how far the mediator can push the parties in order to reach a resolution. Next 2 items » [1] 2 Document Actions RSS feed Send this Print this	Africa Asia Europe Latin America Middle East North America and Caribbean Pacific Search 9932 publications on restorative justice Recent RJOB Comments Oakland as a RJ city? Jul 29, 2010 Trauma Jul 29, 2010 Psych Reports to BPT board Jul 29, 2010 More… Slide Show: What is Restorative Justice Click to view a slideshow discussing the definition of restorative justice. Jul 21, 2010 Promoting Restorative Justice in Panama Jul 28, 2010 Raising Community Awareness in Swaziland Jul 28, 2010 Exploring alternatives in Finland Jul 28, 2010 PF Rwanda Receives Grant for Reconciliation Work Jun 27, 2010 Restorative Justice in the Community.