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The science of workplace fairness

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Workplace Fairness is based on the assumption that all participants should be treated with equality of concern and respect in the management of workplace conflict.

A Workplace Fairness system seeks to manage conflict in the workplace.
Every workplace has a system.
Some externally imposed.
Others more deliberate and internally generated.

This slide deck explains how the Workplace Fairness System is measured.

Published in: Business
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The science of workplace fairness

  1. 1. Workplace Fairness Institute www.workplacefairness.ca (c) Blaine Donais, Workplace Fairness Institute 2007
  2. 2.  The Workplace Fairness Institute is a Canadian organization that provides people and organizations with fair, effective and sustainable solutions for preventing, resolving and managing workplace conflicts. (c) Blaine Donais, Workplace Fairness Institute 2007
  3. 3. Blaine Donais B.A., LL.B., LL.M. (ADR), RPDR, C.MED, WFA., President and Founder. Author of ‘Workplaces That Work’ and ‘Engaging Unionized Employees’. Wrote the WFI WHITE PAPER on Workplace Conflict Management in Canada. (c) Blaine Donais, Workplace Fairness Institute 2007
  4. 4. Marjorie Munroe, C.Med, W.F.A. The PULSE Institute Michelle Phaneuf, P.Eng Q.Med  REA - Reaching Enduring Agreements (c) Blaine Donais, Workplace Fairness Institute 2007
  5. 5. What is Workplace Fairness? All participants should be treated with equality of concern and respect in the management of workplace conflict. What is a Workplace Fairness System? The system that seeks to manage conflict in the workplace. Every workplace has a system. Some externally imposed. Others more deliberate and internally generated. (c) Blaine Donais, Workplace Fairness Institute 2007
  6. 6. To assist organizations in dealing with culture, change, respect, diversity and resources. To manage conflict. To enhance organizational image. To attract/retain and engage quality employees. To save money. To prevent litigation and meet legislative requirements. To promote health and wellness of staff. (c) Blaine Donais, Workplace Fairness Institute 2007
  7. 7. Four Measures of the Fairness System Evaluation: A. Justice B. Efficiency C. Engagement D. Resources (c) Blaine Donais, Workplace Fairness Institute 2007
  8. 8. (c) Blaine Donais, Workplace Fairness Institute 2007 WORKPLACE FAIRNESS EVALUATION MEASURES Justice Access Applicability Independence Protection Support Procedural Fairness Enforcement Legal Efficiency Interests/Needs Alternatives Self-Help Cost Flexibility Education Timeliness Engagement Participant Buy-In Involvement Resource Human Facilities Financial Continuous Improvement
  9. 9. 1. Access : How accessible is this system to all the workplace participants? 2. Applicability : How far does the system go to cover employer actions? 3. Independence : How independent is the system from manipulation? 4. Protection : How well does this system protect its participants? (c) Blaine Donais, Workplace Fairness Institute 2007
  10. 10. 4. Support : How well does this system support its participants? 5. Procedural Fairness : How well does this system accommodate due process? 6. Enforcement : How well does the system enforce agreements and decisions? 7. Legal : How well does the fairness system protect the legal rights of the participants? (c) Blaine Donais, Workplace Fairness Institute 2007
  11. 11. 1. Interests : Is there enough emphasis placed upon meeting the workplace participants’ interests or needs? 2. Alternatives : How well does the fairness system provide for alternative measures? 3. Self-Help : How well does the fairness system encourage individuals to resolve their own conflicts? (c) Blaine Donais, Workplace Fairness Institute 2007
  12. 12. 4. Cost : How cost effective is the fairness system? 5. Flexibility : How flexible is the fairness system in allowing managers to craft good solutions? 6. Education : How well does the system educate participants? 7. Timeliness : How quickly are matters resolved? (c) Blaine Donais, Workplace Fairness Institute 2007
  13. 13. 1. Participant Buy-in : How well does this system achieve participant buy-in? 2. Involvement : Has there been appropriate stakeholder consultation throughout development, implementation and monitoring of the process? (c) Blaine Donais, Workplace Fairness Institute 2007
  14. 14. 1. Human Focus: How well is the system supported by professionals, support staff and external consultants? 2. Facilities : Does the system have adequate facilities and services? 3. Financial : Does the system have adequate financial resources? 4. Continuous Improvement : How well does the system improve itself through self- evaluation and system change? (c) Blaine Donais, Workplace Fairness Institute 2007
  15. 15. Stage 1 - Environmental Analysis Workplace Culture Checklist Workplace Staffing Resources Template Workplace Conflict Checklist Stage 2 – System Identification and Evaluation Fairness System Checklist Fairness Cost Analysis Tool Testing Instrument for Fairness Systems Stage 3 – System Amendment Process Amended Fairness System Checklist Amended Testing Instrument for Fairness Systems (c) Blaine Donais, Workplace Fairness Institute 2007
  16. 16. Stage 1: Environmental Analysis Workplace Culture - size, sector, industry, governing laws, language, fashion, union, conventions, power relationships Workplace Staffing Resources – What are the key roles in the organization? What training and interest in conflict is evident? Workplace Conflict – Explore common sources of conflict including interpersonal, organizational, and external factors.
  17. 17. Stage 2: System Identification and Evaluation Fairness Systems: What are the existing procedures and options for addressing conflict? Fairness Cost Analysis: what is the current cost of conflict? Consider absenteeism, management, HR costs, productivity. Testing Instrument for Fairness Systems: Evaluate against four measures – Efficiency, Justice, Engagement, Resources.
  18. 18. Stage 3: System Amendment Process Suggest changes to Fairness System Evaluate against the four measures once again.
  19. 19. Phase I Needs Exploration - Assessment Organization strikes a team to assess present fairness system and determine need for changes Phase II System Design Team designs a new system and builds a contract with the organizational leadership Phase III Implementation Team pilots, markets and implements the new system Phase IV Monitoring Team monitors, assesses and reinforces the new system. Where need for total system review occurs, cycle back to phase I. Four Phase Systems Design Process (c) Blaine Donais, Workplace Fairness Institute 2007 Workplace Fairness Design Process
  20. 20. (c) Blaine Donais, Workplace Fairness Institute 2007 2.34 2.26 2.48 1.92 Score out of 5 for typical Non-Union Workplace Justice Resource Efficiency Engagement
  21. 21.  Hire a Workplace Fairness Analyst  Read Workplaces That Work  Visit the Workplace Fairness Institute www.workplacefairness.ca  Become a Fairness Consultant (c) Blaine Donais, Workplace Fairness Institute 2007
  22. 22. Marjorie Munroe, C.Med, W.F.A. The PULSE Institute 403.542.6998 www.pulseinstitute.com Michelle Phaneuf, P.Eng, Q.Med  REA - Reaching Enduring Agreements 403.243.0147 www.rea-agreements.com (c) Blaine Donais, Workplace Fairness Institute 2007

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