Reference no: EM132704721

Question: You learned to recognize bargaining impasses and the outcome. You also learned the difference between a legal and illegal strike and the downward effects of secondary boycotts. As an HR professional you now understand the importance of resolving conflict and providing employees with a forum that they believe is fair and impartial. Some strategies for resolving conflict include discussing privately; identifying the heart of the problem, complaint, or conflict; listening actively and asking clarifying questions; not making accusations of wrongdoing and not taking sides; treating a conflict of personalities as a performance issue; and following up as necessary to make sure the problem doesn't persist. It's even okay to involve a third party or alternative dispute resolution (ADR) - options include an open-door policy, a designated officer, peer review, mediation, and arbitration.

Summarize two of the tactics that were discussed in this module (strikes, picketing, secondary boycotts). What could be some possible outcomes of these tactics? Finally, imagine that you are an HR consultant brought into an organization to provide guidance to the internal HR team on fostering a Positive Employee Relations Strategy. Consider that there is an existing union presence. Describe specific steps and actions that you would recommend.