The Application of Conflict Management Approaches for Indigenous Employees in the Workplace
In navigating the complex terrain of conflict management with Indigenous employees, it becomes helpful to acknowledge strategies that resonate with their unique cultural perspectives. This section delves into the practical application of conflict resolution techniques tailored to the specific needs and traditions of Indigenous communities, aiming to foster a workplace environment that values inclusivity, cultural sensitivity, and effective conflict resolution.
Let’s start with a real world case example from a Sri Lankan subsidiary of a multinational company.
Case Study: Sri Lankan Subsidiary of a Multinational Organization
Recognizing the importance of addressing conflicts through a lens that aligns with Indigenous traditions, top managers and line supervisors underwent specialized training in interest-based problem solving. This training was seamlessly integrated with Indigenous practices to create a conflict resolution approach that is both culturally responsive and effective.
As a tangible manifestation of this commitment, a dedicated ‘mediation corner’ was established within the factory. This space serves as a hub for line supervisors to engage in conflict resolution discussions with employees, offering an environment deliberately designed to be informal and reflective of Indigenous dispute resolution practices. The mediation process encourages voluntary and open participation, enabling individuals to address interpersonal conflicts without the need for formal complaints.
In crafting this conflict management strategy, the company prioritized inclusivity, cultural relevance, and accessibility. The approach draws inspiration from Indigenous traditions, emphasizing openness over confidentiality and mirroring the collaborative spirit of ancient village councils where communities openly addressed concerns to reach consensus.
This commitment to cultural responsiveness for this company extends beyond initial implementation. The conflict management mechanism evolved into a self-sustaining practice, expanding across organizational units through ongoing training and the establishment of mediation corners in multiple factories. This initiative, akin to the preservation of Indigenous knowledge in other domains, underscores the organization’s dedication to fostering a workplace culture that not only resolves conflicts effectively but also respects and integrates the rich traditions of its Indigenous employees. According to the leadership, the mediation corner serves as a valuable and culturally aligned supplement to the formal Joint Consultative Committee (JCC), contributing to the resolution of a diverse array of employment-related disputes and promoting overall workplace harmony (Reade & McKenna, 2013).
Using Each Approach to Manage Everyday Conflict Management
Let’s now think about how we can use each of the primary conflict management approaches to navigate different workplace scenarios. Take some time to review how these may play out now in everyday conflict management.
Adapting your Approach When Managing Conflict with Indigenous Employees
You have now explored how conflict management approaches can be used everyday in the workplace. But how do these approaches change when managing conflict with Indigenous employees specifically?
Example
Consider this example:
In a workplace, there is a conflict between an Indigenous employee, Maria, and a non-Indigenous employee, John. The conflict revolves around a team project where Maria suggests incorporating Indigenous cultural elements into the project design to make it more inclusive. However, John dismisses the idea, considering it unnecessary and time-consuming.
Now let’s consider the different ways this conflict could be resolved using different approaches:
Let’s take some time to make connections to our own lives and reflect on the information we have just processed.
Reflection
Reflect on the conflict scenario:
Which conflict management style do you find most aligned with your natural approach? How might the application of a different style impact the resolution and the overall work environment? Consider the long-term implications of the chosen approach on team dynamics and collaboration.
