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Survey
Workplace Conflict 2011
The 2011 XpertHR benchmarking survey of how employers manage workplace conflict and settle disputes via informal approaches (such as mediation), rather than via the formal discipline and grievance route. Based on responses from 190 organisations with a combined workforce of 340,284 employees.
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Survey:
Workplace Conflict 2011
Date:
18-03-2011
Source:
XpertHR Surveys
More about this Survey
Topics:
Mediation
Keywords:
dispute,Mediation,Conflict
Type:
Snapshot
Participants:
190
Hide survey details
Survey questions
What types of individual conflict has your organisation experienced over the past two years?
What are the most common reasons for individual conflict?
How would you describe the level of conflict between individuals in your organisation?
How much of HR’s time is spent dealing with individual conflict?
How has the amount of time spent resolving individual workplace conflict changed over the past two years?
What are the most common consequences of unresolved individual workplace conflict?
What is the single most common consequence of unresolved individual workplace conflict?
Which issues are the most common underlying causes of conflict between individual employees?
How often is a failure to meet set targets the underlying cause of conflict between individual employees?
How often is ineffective line management the underlying cause of conflict between individual employees?
How often is ineffective leadership from senior management the underlying cause of conflict between individual employees?
How often is lack of effective performance management the underlying cause of conflict between individual employees?
How often is lack of identity with organisational values the underlying cause of conflict between individual employees?
How often is a perceived lack of transparency/fairness the underlying cause of conflict between individual employees?
How often is perceived bullying/harassment the underlying cause of conflict between individual employees?
How often is perceived discrimination the underlying cause of conflict between individual employees?
How often are personality clashes the underlying cause of conflict between individual employees?
How often is poor communication the underlying cause of conflict between individual employees?
How often is stress the underlying cause of conflict between individual employees?
How often is workload the underlying cause of conflict between individual employees?
How often do other issues represent the underlying cause of conflict between individual employees?
Have you made any changes to how conflict between individuals is handled over the past two years?
What informal tools/techniques do you use to deal with conflict between individuals?
Who is responsible for resolving individual workplace conflict?
How effective are line managers at managing conflict between individuals?
What training and/or support do line managers receive to help manage conflict between individual employees?
Have you used an independent third party to help resolve individual employment disputes?
Why have you not used an independent third party to help resolve individual employment disputes?
What type of third party intervention have you used to help resolve individual disputes?
What type of mediation services do you use/provide?
How many times have you used mediation to help resolve individual cases of conflict in the past two years?
What proportion of cases referred to mediation have been successfully resolved over the past two years?
What are the main benefits to using mediation to help resolve individual employment disagreements?
How do you promote mediation to help resolve individual disagreements?
Which issues are most appropriate for dealing with under mediation?
How appropriate is mediation for dealing with disputes involving several employees?
How appropriate is mediation for dealing with pay issues?
How appropriate is mediation for dealing with perceived bullying/harassment issues?
How appropriate is mediation for dealing with perceived discrimination issues?
How appropriate is mediation for dealing with relationship breakdowns between colleagues?
How appropriate is mediation for dealing with relationship breakdowns between employees and managers?
How appropriate is mediation for dealing with issues around terms and conditions?
How appropriate is mediation for dealing with situations in which a grievance has already been lodged?
How appropriate is mediation for dealing with situations in which disciplinary proceedings have been initiated?
How appropriate is mediation for dealing with other issues?
How long does it take to carry out mediation for one case of workplace conflict between individuals on average?
How much does it cost to carry out mediation for one case of workplace conflict between individuals on average?
What are your views on managing workplace mediation and conflict?
Do you agree with this statement? "There would be fewer individual disputes in my organisation if line managers had better training in conflict management skills."
Do you agree with this statement? "Mediation has been used effectively in my organisation to resolve individual disputes."
Do you agree with this statement? "My organisation encourages line managers to deal informally with individual employment disputes."
Do you agree with this statement? "Mediation is not a cost-effective option for resolving conflict between individuals at work."
Do you agree with this statement? "Mediation and other third party interventions have the potential to reduce the number of employment tribunal claims."
This Item:
Workplace conflict survey 2011: Levels and causes
Workplace conflict survey 2011: Mediation practices
Workplace conflict survey 2011: Management tools and techniques
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