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So where does it make sense to use CoSolve?
CoSolve's processes can make a breakthrough
contribution where the following is in play:
Business
improvement
Challenging business conditions require
significant improvement in performance and the participation of
employees (sometimes also their representatives) in problem
solving and implementation of solutions is fundamental to success.
Change
initiative
It is clear to the organisational leaders
that changes in technology, structure, work organisation,
terms and conditions and
employment and/or work practices are essential to
the sustainability of the business and these can best be
achieved through consultation or negotiation with
employees, and perhaps their
representatives.
Bargaining
The next round of enterprise bargaining
looms. The parties wish to negotiate in the traditional positional
manner (offers and counter offers) but want the negotiations to be
constructive, efficient and to avoid any negative impact on the
relationship between the employer and the employees and their
representatives. Alternatively the parties want to prepare the ground
for a different style of negotiation. One where mutual gain is the
hallmark. In either case the parties want to bargain in 'good faith'
and achieve a fair and sustainable outcome for both the organisation
and its employees.
Relationship-building
Relations between employer and employees and
their representatives have slumped or simply broken down as a result of
past conflict, and need to be rebuilt; working relations between
business units or divisions need to be improved; there is a need to get
employer-employee relations onto a productive footing for sustained and
long-term growth or the parties want to move from a
litigation-based mode of interaction into a more constructive one.
Merger/acquisition or transmission of
business
Integration of businesses and their
employees require policy, terms and conditions and cultural
harmonisation which can best be achieved through the willing
engagement of the employer and the employees, and perhaps their
representatives.
Individual grievance or dispute
Issues
or concerns (such as discrimination, harassment, bullying,
performance or behaviour) need dispassionate investigation, analysis,
fact-finding and, possibly, remedial recommendations.
Generally, we can
help –
·
where
the stakeholders need to review their consultative or negotiating
structures;
·
where
the parties would benefit from training in negotiating and consultative
skills;
·
where
problem-solving, innovation or boundary-testing are called for;
·
where
negotiations for whatever purpose between parties have reached an
impasse and expert facilitation may assist with a resolution;
·
where professional
mediation can help with the resolution of disputes, whether individual
or collective; or
·
where the
parties wish to use independent arbitration to resolve a dispute
Workplace morale
"I believe at the very core of 'happy' or 'unhappy' teams or companies
in the way they treat people. In organisations where morale is low,
people essentially do not matter to the organisation; it is simply
about meeting the bottom line or satisfying political expedience for
survival."
John
Buchanan, former Australian cricket coach
(quoted in Boss,
March 2004)
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