Mediate or Arbitrate?
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Tuesday, December 18, 2007 |
 I came across this great artcile on the SkillPath website on Mediatition or Arbitration:
Although the employee claiming job discrimination has a strong background in her field with years of experience, her people skills are lacking. As a supervisor, you felt that she was missing the leadership qualities needed for the promotion and chose another candidate based on her experience and her leadership qualities.
You've tried talking with the disgruntled employee, but she can't get past her anger. She is ruining the morale of your department and you need to do something--and something effective. You've heard about mediation and arbitration but have never used either.
Employers are encouraged to resolve job discrimination disputes through settlement negotiations, mediation and arbitration. During negotiations, participation is voluntary between the employer and the employee, and there is not a third party facilitating the process or offering a resolution. When negotiations fail, employers should consider mediation.
During mediation, a neutral expert, the mediator, helps the employer and employee reach a voluntary resolution.
With mediation:
- A mediator facilitates the process but does not impose judgement or resolutions
- Parties have an opportunity to explain and discuss their views and opinions
- Respectful listening and communication are encouraged
- All discussions are confidential
- The goal is to reach a mutually agreed-upon solution without going to court
- Parties still have the option of legal action if an agreement cannot be reached
Arbitration takes the resolution process to the next step. In arbitration, a neutral expert, the arbitrator, makes either an advisory recommendation or a binding decision that can be enforced in court. While mediation can serve to resolve many issues, arbitration can have the added impact of legal backing through a court-enforced decision. |
posted by Wayne Mansfield @ 5:22 PM   |
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It's the size of the balls!
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Thursday, December 13, 2007 |
 Usually, the staff of the company plays football.
The middle level managers are more interested in Tennis.
The top management usually has a preference for Golf.
Moral of the story :
As you go up the corporate ladder, the balls reduce in size.
For more light hearted corparte advice:
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| posted by Wayne Mansfield @ 8:40 PM |
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The Chatter in Our Heads
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Tuesday, July 10, 2007 |
 "We talk to ourselves incessantly about our world.
In fact we maintain our world with our internal talk. And whenever we finish talking to ourselves about ourselves and our world, the world is always as it should be. We renew it, we rekindle it with life, we uphold it with our internal talk. Not only that, but we also choose our paths as we talk to ourselves.
Thus we repeat the same choices over and over until the day we die, because we keep on repeating the same internal talk over and over until the day we die. A warrior is aware of this and strives to stop his internal talk."
Carlos Castaneda, 20th century mystic and Toltec warrior |
| posted by Wayne Mansfield @ 12:35 AM |
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Manifest the Life You Want
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Wednesday, July 04, 2007 |
Do you long to share your life with someone special?
"It still amazes us, yet we've seen the following principle in action again and again with our work with more than twenty thousand people: Establish a powerful, conscious commitment to invite a loving, desirable person into your life-and your true love will arrive."
Remove the number one obstacle that prevents you from having the relationship you want
• Move through the three crucial shifts necessary to find lifelong love
• Attract a partner who shares your deepest desires and values
• Make a “soul-level commitment” to yourself, the critical step to invite love into your life
02 9923-2211 to book your place.
Seats are filling fast. Don't miss out!
Venue:
The Holistic Living Centre
498 Miller Street
Cammeray, NSW 2062
02 9923 2320 |
| posted by Wayne Mansfield @ 4:40 PM |
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Concentration
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Monday, July 02, 2007 |
The shortest way to do many things is to do only one thing at once. - Richard Cecil
You have to concentrate on one idea at a time. - Robert Collier |
| posted by editor @ 9:30 AM |
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Belief
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Tuesday, June 12, 2007 |
| The mind is the limit. As long as the mind can envision the fact that you can do something, you can do it - as long as you really believe 100 percent. - Arnold Schwarzenegger |
| posted by editor @ 4:14 PM |
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Belief
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Monday, June 11, 2007 |
In order to succeed we must first believe that we can. - Michael Korda
They can conquer who believe they can. - John Dryden |
| posted by editor @ 4:26 PM |
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Achievement
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Wednesday, June 06, 2007 |
All things are difficult before they are easy.
THOMAS FULLER
I have learned that success is to be measured not so much by the position that one as reached in life as by the obstacles which he has overcome while trying to succeed.
BOOKER T. WASHINGTON |
| posted by editor @ 4:15 PM |
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Job Interview? Be Prepared!
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Monday, May 28, 2007 |
By Nikola Marshall
In order to gain employment, we must face at least one interview. There are several different kinds of interviews and common questions that may be asked. Knowing what to expect, and preparing, are the best tools toward success.
Types of Interviews
There are several interview styles. Knowing what you may face, remaining calm and answering questions truthfully help to relieve the stress of the situation.
The first interview you may encounter is the screening interview. These are exactly what they imply; they screen applicants to weed out those who may not fit the company’s needs. These often take place over the telephone. Speaking to recruiters at job fairs is another example. Screening interviews are often short but don’t treat them lightly. The first impression is important! In just a few minutes, you must be able to sell yourself. You will be asked about your education and job experience so be thorough but brief.
From the screening, we move on to hiring/placement interviews. There are several of these, any one of which you should be ready for.
First is the most common, the one-on-one interview. You will sit down with a representative of the company and answer questions. If the representative is the person who does the hiring, the queries will be specific. If the person is a human resources employee, the questions will often be more general.
Panel interviews consist of a team of two or more representatives of the company. You will need to think in terms of a team and adjust your answers in such a way as to emphasize that. Look each panel member in the eye while answering.
Read more here
Article Source: http://EzineArticles.com/?expert=Nikola_Marshall |
| posted by editor @ 8:40 AM |
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Assessments As Selection Tools
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Friday, May 25, 2007 |
By Andrew Cox
Assessments are powerful selection tools that have helped organizations in making countless hiring, transfer, promotion, team membership and development decisions. Assessments represent an opportunity to do all these things while returning the highest ROI of any single people directed investment you can make.
The following recommendations will help you better utilize these very valuable tools in a variety of ways.
Recommendation 1: Use assessments to provide information in the areas that are most likely to result in success or failure. Experience has shown that most people succeed or fail in positions because of their Behavior Fit, Value/Culture Fit and Personal Skills Fit. Assessments add to the elements of experience, technical skills, accomplishments and education - they can identify Behaviors, Values and Personal Skills that are the real drivers of success in your organization
Recommendation 2: Choose assessments that are designed for business use, so that your managers and leaders can use and trust the reports. If your managers don’t feel the information is specific, directed to their interests, and delivers value to them in their relationship with the person assessed, you will lose most of the leverage the assessment could have. Choose carefully based on two questions: "How can our managers use this information?" and "How much value will this process add to our current selection process?"
Read Full Entry
Article Source: http://EzineArticles.com/?expert=Andrew_Cox |
| posted by editor @ 8:14 AM |
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Employee Performance Appraisals
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Thursday, May 24, 2007 |
 By Jimmy Sturo
Employee performance appraisals are considered necessary in order to provide information about performance rankings. This information assists in making decisions regarding salary fixation, promotion, confirmation, transfer, and demotion. Apart from this information, employee performance appraisals provide feedback information about the level of achievement and behavior of employees. This information helps to assess the performance of the employees, rectify performance deficiencies, and set new standards of work if required. Employee performance appraisals play a crucial role in providing information that helps to counsel employees. The information helps to identify deficiency in employees regarding skill and knowledge, determine training and developmental needs, recommend means for employee growth, and give suggestions for correcting placement. Furthermore, employee performance appraisals avoid grievances and punitive activities.
Performance appraisals aim at building and maintaining a satisfactory level of performance. They also aim at contributing to employee growth and improvement through training and management development programs.
Read Full Entry
Article Source: http://EzineArticles.com/?expert=Jimmy_Sturo |
| posted by editor @ 9:32 AM |
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Conducting an Effective Interview
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Friday, May 18, 2007 |
 By Dori Kelsey
An employment interview is a goal oriented conversation in which the interviewer and the applicant exchange information. Even though interviews are a poor selection tool for most jobs, they are often the primary method used in evaluating applicants. The main players in the job interview are the interviewer and the applicant.
The interviewer should have a pleasant personality, empathy, and the ability to listen and to communicate effectively. He or she should be aware of stereotyped views of the capabilities of women and minorities, and should be knowledgeable of the laws governing employment practices. In addition, a solid knowledge of the job and its requirements are indispensable to properly assess the applicants' qualifications. Through open-ended and probing questions, four major areas of information should be obtained from job candidates: job related knowledge, personal qualities as they relate to the job, willingness to do the work, and career orientation. The interviewer must keep in mind that all questions should be job related.
An article entitled "Employee selection: a role of the dice?" (Training Minneapolis, Minn. v27, p59.) offers the following suggestions on how to evaluate candidates:
• Don't depend on the candidates' self-evaluation; ask for examples of how they handled specific situations.
• Go beyond titles. A candidate may have been a supervisor, but that does not mean that he or she was a good supervisor.
• Don't always trust your first impressions; you may dismiss a great candidate.
Article Source: http://EzineArticles.com/?expert=Dori_Kelsey |
| posted by editor @ 8:33 AM |
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HR Management
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Wednesday, May 16, 2007 |
By Kristy Annely
Human Resource (HR) management is the process of managing people and includes hiring, developing, assigning, motivating, and retaining employees to achieve organizational objectives. The contributions of HR management will vary depending upon the organization's size, objectives, functions, construction pattern, complexity, nature of production, and employers. In large organizations, the human resource management also acts as a strategic business partner to meet challenging business needs.
Globalization, corporate strategies, labor market changes, etc. led to the emergence of HR management. The main functions of human resource management are manpower planning; recruitment and selection of employees; employee motivation; employee evaluation and selection; industrial relations; employee services; and employee training, development, and education. Their functions will also include managing culture, facilitating change, strategic decision making, and creating responsive market driven organizations. The key characteristics of HR management are commitment, flexibility, quality, and integration. The "high-commitment-high-performance" HR management will improve quality of working life, quality of production, customer service quality, and organizational effectiveness.
Read More Here
Article Source: http://EzineArticles.com/?expert=Kristy_Annely |
| posted by editor @ 9:31 AM |
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An outline employee evaluation interview guide
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Tuesday, May 15, 2007 |
Recently I came across an interesting article about emplyee evaluation and selection. The article introduce seven top tips when conducting employee evaluations and job interviews:
"1. Put the employee at ease.
2. Explain how the interviewee and organization can benefit from an open interview.
3. Explain areas that will be covered during evaluation review.
4. Ask evaluation questions that elicit answers to the dimensions in each area.
5. Describe the job function and its contribution to departmental and organizational success.
6. Ask the interviewee if he or she has any questions.
7. Close the interview.
Put the interviewee at ease
Ensure privacy and congenial atmosphere
Opening comments should be friendly
Avoid irrelevant small talk on weather and news, it tends to be artificial.
Explain how the interviewee and the organization can benefit from an open interview
Mention that the interview is a two-way decision. The applicant must decide if the job is to his liking as much as the interviewer must assess the suitability of the applicant. This can only be achieved through openness and trust which is mutually beneficial.
Explain areas that will be covered in during the job interview
Tell the applicant the areas that you will cover during the interview, job history, education current life etc.
Explain that he will be allowed to ask questions during or at the end of the interview, as the case may be.
Put applicant at ease by indicating what to expect."
Read More Here |
| posted by editor @ 11:28 AM |
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