th

12
Annual
HR
Conference
Conflict
at WorkIUA
The
Role
of HR in creating a

Conflict Positive Organisation.

Ray Flaherty

Who are HR?

Who are HR?

They wait in the long grass to get you.
Head of an Investment Bank

They are great for bringing you solutions to problems

you don't have. MD of a New Business Unit
You could trust them when they were called
Personnel Comment made during panel discussion at ESRC Conference on
Workplace Conflict in London Sept 2013

Conflict at Work
Interpersonal conflict is a pervasive, inevitable and
normal part of our lives. Academics and practitioners
have contributed substantial research and literature to
help us understand the causes of interpersonal conflict
and its impact on us, those around us and in the
organisations within which we work.
However, many of us do not grasp the dynamic of
conflict or our role within it.
Cinnie Noble Conflict Management Coaching

What is Conflict?
Any situation in which interdependent people have
apparently incompatible interests, goals, principles
or feelings Craig E Runde and Tim A Flanagan (2007)
A condition between two interdependent people in
which one or both feel angry with the other and
perceives the other as being at fault Daniel Dana (2005)
A perceived divergence of interest or a belief that
the parties current aspirations cannot be achieved
simultaneously Jeffrey Rubin, Dean G Pruitt and Sung Hee Kim (1986)

What is Conflict?

Simply the sound made by cracks in the

system; regardless of whether the system is
personal, relational, familial, organisational,
social, economic or political. Kenneth Cloke (2006)
When tricky people operate in your workplace
or organisation !! Ray Flaherty

Main Components of Conflict

1. At least one person perceives there is something
amiss with the other person(s).
2. At least one person experiences negative emotions
that prevail indefinitely about a specific interaction
with another person(s)
3. Incompatibilities exist about how one person views
anothers perspectives, actions, words or ways of
communication

Creating a Conflict-Positive Culture

Value diversity
and confront difference
Take stock to
reward
success and
learn from
mistakes

Conflict
Positive

Empower employees to feel

confident, competent and
skillful

Seek mutual
benefits and
unite behind
cooperative
goals

Conflict Competency Culture

Dealing with the issues
Use of official procedures
Participative and Proactive Approach
Monitoring Individual/Team Relationship
Acting as a Role Model
Integrity

What Conflict Positive

Organisations Do
Have strong policies on conduct and behaviour in the
workplace and communicate these.
Develop clear operating procedures.
Have clear role descriptions.
Create good open communication systems
encourage feedback and learn from it.
Provide training in conflict resolution skills for key line
managers.
Tackle conflict/disputes as soon as it/they arise

When Conflict Occurs!!

Accept

it as your responsibility to see

that conflict is addressed by ensuring
a solution is found and/or a
sustainable resolution is achieved!!!

Suggested Approaches
Don't Ignore it it wont go away!!
Deal with Conflict Early and Local.
Listen to understand whats going on.
Seek an alternative to the traditional methods of
resolving conflicts/disputes.

From In to Non
Consider changing the initial stage in your procedures
from:

Informal to

Non-formal

Where to invest your resources

Formal

Non-formal

Some Good Advice

First, explore and understand.
Rummage around in the nonformal for a while.
Don't be paralysed by fear of it
going legal or of the tricky
people.
Be competent and confident in
your ability, knowledge, skills and
experience
If youre not seek help!!

Questions

Who We Are
A leading top 10 firm of
accountants and business
advisors in Ireland
10 Partners
Specialist led,
Staff of approx. 100
Offices in Dublin, Birr and
Galway
Baker Tilly Mooney Moore
member firm in Belfast

Global Reach Baker Tilly

International
Network: 8th Largest Globally
(US: 5th UK: 7th)
Firms: 156
Offices: 672
Countries: 131
Staff: 26,000
Fee Income: US$3.3bn

The Team

Catherine Corcoran
Partner

Pauric Marray
HR Consultant

Gerry Rooney
Director

Laura Barton
HR Consultant

Ray Flaherty
Director

Ronan Murray
HR Executive

Ray McGee
Special Advisor

Ciara Keating
HR Consultant

Thank You
rflaherty@bakertillyrg.ie
091 591 833
www.bakertillyrg.ie