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Different kinds of dilemmas show up in a working environment, leading to disagreements and lack of morale, which can adversely affect the smooth running of an office. Although some of these can be resolved amicably without much intervention by management, others can be of a more serious nature and require measures that are more stringent:

Personality clashes: It is inevitable that working with different personalities can bring about clashes through differences of opinions or working methods. Informal discussions to resolve these between team members can prevent such dilemmas reaching management level. Recognising the problem at the onset and learning how to deal with it quickly and amicably is the way forward. Similar issues can arise when there are feelings of jealousy between work colleagues, which can lead to gossip or rumour mongering to discredit their characters. This can be more serious in nature and if unable to resolve on its own, arranging a meeting with management so that the right steps can be taken to bring it to a halt is the right way forward.

Favouritism: Another situation can arise out when favouritism, ageism or sexism shows up in the work place and two employees doing the same job are treated differently because of their age or gender. If bringing the matter to the attention of management cannot resolve the issues satisfactorily, there are agencies that can be contacted to take the matter further. Most companies have grievance procedures put in place and employees can write their complaint firstly to their line manager and follow it up by complaining to the senior manager or director if the problem cannot be satisfactorily resolved. Failing this, there are bodies like employment tribunals who can be contacted for further help and advice.

Corruption: If the ethical codes of conduct of an organisation are not correctly followed this can lead to criminal procedures against individuals and management. Being part of or being aware of incorrect procedures being followed by a company and not reporting this is one example. Correct training methods to educate members of the organisation, which include meetings, discussions, brochures, audits and rewards for ethical behaviour and practices, and constant reviews of training programmes so that they are up to date with changes in attitudes and values are all tools that can be implemented to keep corruption in check.

Policies: Sometimes the policies of an organisation can conflict with views of its members. An example is if in the interest of profit maximisation, ethical principles are compromised and in the process, the environment or groups of people get adversely affected. The difficulty lies in defining what ethical policy is for any company but if the outcome and consequences of its actions are not to the benefit of others then it can be classified as unethical and disagreements can arise in the organisation because of this. If a company or its individuals are found guilty of such actions, the outcome can be disciplinary in nature and appropriate measures taken to control their actions by outside organisations.

A company that puts its employees at risk by not implement adequate health and safety standards faces the consequences of large fines or criminal proceedings against it. In this case informing the company of this problem can either resolve matters or force it to implement the correct procedures to avoid more serious consequences.

Learn more about this author, Shaheen Darr.
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