I was privileged to engage in a stimulating and thought-provoking conversation with Blaine Donais, B.A., LL.B., LL.M. (ADR), RPDR, C.MED, WFA on Expert Views on ADR (EVA) Vid/Podcast Show.
He is the president and founder of the Workplace Fairness Institute and author of 'Workplaces That Work and Engaging Unionised Employees' (published by Canada Law Book), as well as the WFI WHITE PAPER on 'Workplace Conflict Management in Canada.'
Drawing from his own experiences with these issues, he highlighted the cultural nuances that contribute to such problems. He emphasised how fostering fairness in the workplace can help prevent or mitigate these behaviours.
He pointed out that all conflicts begin with a perceived injurious event. But how does an event come to be perceived as injurious? This is where the concept of fairness becomes relevant.
Further, he explained that Fairness requires three (3) key elements from an organisation: communication, collaboration, and proactive thinking. For example, if I feel disrespected because someone else failed to do their job, that situation represents a potentially perceived injurious event.
Recognising this dynamic has prompted various countries to explore ways to regulate this form of autocracy in the workplace.
You can order my book 'Appropriate Dispute Resolution in Comparative Perspectives Nigeria, the UK, and the US' via #springer: https://link.springer.com/book/10.1007/978-3-031-57476-4.
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By Dr Chinwe Egbunike-Umegbolu
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I was privileged to engage in a stimulating and thought-provoking conversation with Blaine Donais, B.A., LL.B., LL.M. (ADR), RPDR, C.MED, WFA on Expert Views on ADR (EVA) Vid/Podcast Show.
He is the president and founder of the Workplace Fairness Institute and author of 'Workplaces That Work and Engaging Unionised Employees' (published by Canada Law Book), as well as the WFI WHITE PAPER on 'Workplace Conflict Management in Canada.'
Drawing from his own experiences with these issues, he highlighted the cultural nuances that contribute to such problems. He emphasised how fostering fairness in the workplace can help prevent or mitigate these behaviours.
He pointed out that all conflicts begin with a perceived injurious event. But how does an event come to be perceived as injurious? This is where the concept of fairness becomes relevant.
Further, he explained that Fairness requires three (3) key elements from an organisation: communication, collaboration, and proactive thinking. For example, if I feel disrespected because someone else failed to do their job, that situation represents a potentially perceived injurious event.
Recognising this dynamic has prompted various countries to explore ways to regulate this form of autocracy in the workplace.
You can order my book 'Appropriate Dispute Resolution in Comparative Perspectives Nigeria, the UK, and the US' via #springer: https://link.springer.com/book/10.1007/978-3-031-57476-4.