Task 2: Workforce Planning, Recruitment, & Selection
1. Discuss 3 causes of workplace conflict.
There are a multitude of reasons why workplace conflict occurs. We have identified three causes between the police officers and city management.
First, the police officers and city management have conflicting needs. The police officers need to be able to receive overtime, as they have done for a long time. The city management requires an immediate reduction in overtime for police officers.
Next, the police officers and city management have conflicting pressures. The police officers have been receiving overtime pay for such a long period of time they have become accustomed to the extra money. The decrease in compensation will place a financial hardship on the police officers, as they have been living with the increased pay. The city management is receiving pressure from the public regarding the overtime expenses paid. The cost of overtime has been made public and the mayor is demanding a drastic reduction.
Finally, the police officers and city management have conflicting perceptions. The police officers see the excessive overtime as time spent away from their families and an increased risk to their safety. The city management sees the excessive overtime as a way to inflate the police officers paychecks and feel they should be grateful for the opportunity to earn extra pay.
2. Discuss 2 possible short-term outcomes if the conflict is not resolved.
There are many short-term outcomes that can occur if the conflict between the police officers and city management is not resolved.
The police officers may begin writing warning citations opposed to issuing tickets for traffic violations. This can be detrimental to funds the city receives.
In addition, police officers might begin calling in as a group on certain days. With the lack of officers as it stands, there will not be enough patrol in many areas of the city.
3. Discuss 2 possible long-term outcomes if the conflict is not resolved.
Many possible long-term outcomes can occur if the conflict between the police officers and the city management is not resolved.
Even though strikes require court permission, the police officers’ union has the ability to petition for permission based on this conflict. If strikes occur, this will leave the city vulnerable to an increase in crime.
Another possible long-term outcome is in regards to the training of rookie officers. Since this is an unpaid task they may not be willing to participate. Lack of training can result in rookie officers being unprepared in certain situations.
4. Discuss 3 possible actions for resolving the current conflict about overtime pay.
There are many possible actions that can occur in order to resolve the overtime conflict between the police officers and city management.
City management can offer a gradual reduction in overtime opposed to immediate elimination. This will allow the officers the ability to acclimate to the decrease in compensation. In addition, this will reduce overtime costs as instructed and promote goodwill between both parties.
Another action that can be taken is to offer additional compensation for rookie training. Officers are required to train rookies for 1 year after graduation without additional pay. Officers will have the ability to earn extra compensation with this action. In addition, the city management will be eliminating overtime as requested.
The final action that can be taken to resolve current conflict is to cap the overtime earnings of the police officers based on a mutually agreed upon decision. This will allow police officers to still earn some additional compensation. City management will reduce overtime costs and have an ability to budget for the additional compensation once the agreed upon overtime cap has been established.
5.1. Identify and discuss 2 basic components of a work culture that prevent negative conflict.
There are many components of a work culture that prevent negative conflict.
One component that helps prevent negative conflict is respect. When employees feel as though their feelings are taken into consideration they’re more likely to contribute positively when conflict arises.
Another component that helps prevent negative conflict is teamwork. When employees are given the opportunity to collaborate with others this allows for diversity of opinions. This environment fosters a free flow of ideas and allows for any conflict that may arise to be resolved positively.
5. 2. Create 2 new specifications.
Identifying specifications for a candidate to effectively manage workplace conflict is important in the role of police officer.
The first required specification for the candidate is the ability to work in a team environment. Police officers frequently work together as a team to effectively patrol and control crime in the city. This can be measured by peer reviews during annual evaluation time.
The second specification is conflict resolution in the workplace training. Candidates are required to provide proof of successful course completion as well as annual renewal if hired.
5.3. Create 3 situational interview questions.
Situational interviews are important to help understand how a candidate will act in certain situations, and can be a good indicator of how the candidate will behave on the job.
One situational question that can be asked is how the candidate would handle being asked by their supervisor to perform a task they feel is unethical.
Another situational question that can be asked is how the candidate would handle their supervisor making a decision that they do not agree with.
A third situational question that can be asked is how the candidate would handle a situation where a team member is not contributing to the project or goal.
In order to indicate success the answers must reveal that potential conflict was managed or avoided.
6. Identify and explain 2 methods of evaluating improvements.
Evaluating employee relations in the police department are important. This helps determine if the Human Resources Department is effective.
One method of evaluating employee relations is determining the number of grievances filed in a given period using metrics. The benefit of this method allows Human Resources to compare the amount of grievances filed by the employee population to determine ratios.
Another method of evaluating employee relations is to determine the causes of grievances using reporting. This will allow Human Resources to identify trends, either in certain issues or departments and address them as needed.
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