If you are able to get the parties together, you may be able to reach a satisfactory solution. Take a positive, friendly and assertive approach to the meeting and set ground rules for ...

Having examined the situation, decide what kind of action is appropriate. Ask yourself: › Is this a serious matter or relatively trivial? Could it become serious? › Should organisational ...

Take time to find out what has happened, who is involved, how people are feeling, and what the issues are. Don’t pre-judge the issue or jump to conclusions. Speak individually and ...

Stay calm and ensure that you are able to take a considered, rational and impartial approach to the situation. If you are personally involved, you may need to ask someone else to handle ...

Keep your eyes and ears open for changes in workplace climate and any early signs of developing conflict. Don’t turn a blind eye to symptoms of hidden conflict. Conflict can only ...

Based on Human Resource Management, 4th edition, by Alan Price (adsbygoogle = window.adsbygoogle || []).push({}); David Guest’s (1989, 1997) model of HRM has 6 dimensions ...

Tell me something about yourself. This is the vital question of the interview. Before answering this question you must understand the purpose behind it. The answer to this question ...

Getting ready to plunge into the corporate world adds to the excitement level of fresh graduates. The excitement is accompanied by anxiety as every interview call you get is important ...

Retaining key members of staff is a constant concern for every organization but even the best retention strategies depend on the loyalty of employees. A recent survey of 1536 people ...

Finally in this section, it is useful to consider the common causes of failed interviews: >>Lack of preparation If either party is unprepared then the interview is unlikely to be successful. ...