Dec 21, 2017

Evidence matters in resolving organizational conflict

Natalie is a middle level manager in a cosmetics organization. She went to their human resource management manager to complain about her fellow middle level manager who is very arrogant. According to her, to think that he is only a middle level manager he pushes his weight around as if he owns the organization that he works for.

Upon talking with the Human Resource Manager, Natalie was asked: Do you have a witness or an evidence to support your complaint? She said, no I don’t have any. She was therefore told to have evidence or even a witness and come back.

The next morning expecting to once again witness his boorish behavior she prepared her smart phone positioned it in a strategic place and turned on the video. After a few minutes her fellow middle level manager’s arrogance was on full display again. And it was captured unadulterated by her strategically placed smart phone.

Therefore, the next day she went back again to the Human Resource Manager presented her video of her fellow middle manager’s full display of arrogance. Consequently, his attention was called and he was asked to explain his unwarranted behavior.  He admitted his mistake and he apologized to those whom he had offended and he promised not to do it again. Accordingly, he was given a disciplinary action and was suspended for one week. 
  
Evidence matters when it comes to resolving organizational issues and conflicts. For the simple reason that when you have an evidence your complaint is already assured of speedy resolution. It also put an iron clad protection to your complaint.

The evidence will likewise immediately put the person being complained in a defensive and weaker position. Which will lead him/her to apologize and accept without question the disciplinary action that is due to him/her. – Marino J. Dasmarinas    

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