Conducted by PIT
, Started on 2022 -
Completed on 2023
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In most organizations, conflicts arise when two groups or individuals interacting in the same situation see the situation differently because of different sets of settings, information pertaining to the universe, awareness, background, disposition, reason, or, outlook. In a particular mood, individuals think and perceive in a certain manner. A reported conflict accompanied by harassment to the HR officer should have been acted upon by the HR officer himself/herself. As said, the key role of every human resource manager in an organization is that he/she acts as the mediator between employees and that he/she must be quick in responding to conflict and makes sure that the rights of the employees are not violated. Endorsing the case to the grievance committee of the organization brought difficulties on the part of the aggrieved party since the case has been put on hold for almost four months and it has been taken lightly by the organization. The delays in giving action from appropriate offices whose judgment and reasonable decision are supposed to be perceived are setting the case beyond priority. Thus, the writer strongly recommends that a fair and immediate action to solve this case must have been initiated. If the head of the organization decided to resolve the conflict in a simple reconciliation, immediate action must have been taken through the HRM officer without time delay. With this, it will result to prompt settlement of the case. Hence, the avoidance of emotional turmoil among the parties involved.