December 31, 2006

Advice on Acquiring Workplace Culture

Anyone purporting to manage workplace conflict should take a careful look at the unique context in which that conflict exists. Without understanding this culture it is difficult to help the workplace make enduring changes to the way it manages conflict. For example:
Much can be discovered about a workplace culture by looking at its conflict management and dispute resolution processes. Workplaces with processes that rely primarily upon rights-based or power-based options for managing conflict are likely to be more adversarial and/or individualistic in nature. Those with interest-based processes are likely more purposeful, cooperative and forward-looking.

Author Blaine Donais has developed a a convenient check-list and advice that ombuds will find useful in determining prevailing sources of workplace culture. (Article, website.)

1 comment:

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