This second series of articles will explore the "Efficiency Quotient" in the measurement of fairness in workplace conflict management systems. Efficiency is vitally important to a conflict management system. A system cannot be truly Just or Engaging without it also being efficient.
While the Justice Quotient measures how well the participants are treated and supported, the Efficiency Quotient measures the smooth operation of the fairness system. In the following articles we will consider the seven focusses of efficiency:
- Interests: Emphasis placed upon meeting the workplace participants’ interests
- Alternatives: How well the fairness system provides for alternative measures
- Self-Help: measuring encouragement for individuals to resolve their own conflicts
- Cost: How cost effective the fairness system is
- Flexibility: How well it allows managers to craft good solutions
- Education: How well the system educates participants
- Timeliness: How quickly matters are resolved
By considering these seven focusses, it is possible to measure the efficiency of a workplace conflict management system. We will consider each of these focusses in turn in upcoming articles. In the meantime, for those who have not read earlier articles on the topic of measuring workplace fairness, it is important to note that Efficiency is but one of four crucial measures of a conflict management system. The other three are Justice (which we have already explored)and Engagement and Resource Sufficiency - which will be discussed after the Efficiency articles.
Please feel free to comment on any of these articles. Tell me what you think of the measures. Are they too narrow or too broad? How can they be refined?
1 comment:
The master-servant philosophy from which slavery came is the primary impediment to harmonious work relations, domestic relations, or public policy relations.
The addiction has been legitimized in every possible format, even while its association with slavery cannot be ignored or parsed by outlawing one, and retaining the other.
Together, there are a formidable force that seeps into the conscience and justifies the discriminatory effect allowing one person or firm to use the other regardless of their constitutional rights, under a theory of servitude and justified obligation.
It has infected courts, and the judicial system, schools, and has forever remained a part of the domestic environment and workplaces.
If we are what we preach, cultivating equality and social justice can only come from ending the reliance upon master-servant attitudes identified as acceptable human relations that encourges the use of force, and the disregard of human rights as inherently acceptable when they are not.
Master-servant relationships are inherently unequal in any form or context, and produce only force and violence, but for generosity of the individual.
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