Nic Cheeley

Capstone Writing Items

 

 

Conflict Resolution Policy for Meetings

The purpose of this policy is to establish guidelines for effectively managing and resolving conflicts that may arise during meetings within our organization. By implementing clear procedures for conflict resolution, we aim to promote open communication, maintain a positive work environment, and enhance collaboration among team members.

 

This policy applies to all employees, managers, and stakeholders who participate in meetings conducted by our organization, regardless of the nature or purpose of the meeting.

  1. Open Communication:

    • Encourage open and respectful communication among meeting participants, fostering an environment where individuals feel comfortable expressing their opinions and concerns.

  2. Conflict Identification:

    • Recognize and acknowledge conflicts promptly when they arise during meetings, regardless of their nature or severity.
    • Encourage individuals to address conflicts directly and constructively, avoiding avoidance or escalation of unresolved issues.

  3. Active Listening:

    • Practice active listening skills during meetings, allowing all parties involved in a conflict to express their perspectives fully.
    • Demonstrate empathy and understanding towards differing viewpoints, even when disagreements occur.

  4. Mediation and Facilitation:

    • Designate a neutral mediator or facilitator, when necessary, to assist in resolving conflicts during meetings.
    • The mediator or facilitator should remain impartial and objective, guiding discussions towards mutually beneficial solutions.

  5. Collaborative Problem-Solving:

    • Encourage collaborative problem-solving techniques, such as brainstorming and consensus-building, to identify creative solutions to conflicts.
    • Involve all relevant stakeholders in the resolution process, ensuring that decisions reflect the input and interests of all parties involved.

  6. Conflict Resolution Procedures:

    • Establish clear procedures for resolving conflicts during meetings, including designated timeframes for addressing and resolving issues.
    • Encourage individuals to address conflicts directly with the parties involved, utilizing respectful and professional communication channels.

  7. Escalation Process:

    • If conflicts cannot be resolved at the meeting level, establish an escalation process for seeking assistance from higher-level management or HR professionals.
    • Ensure that all unresolved conflicts are documented and tracked to facilitate ongoing follow-up and resolution.

 

This policy shall be communicated to all employees through appropriate channels, including employee handbooks, training sessions, and organizational communications. Managers and team leaders are responsible for enforcing this policy and providing guidance to employees on conflict resolution procedures as needed.

This policy shall be reviewed periodically to ensure its effectiveness and relevance to the organization's needs. Any necessary revisions or updates shall be made in consultation with relevant stakeholders and approved by senior management.

 All employees are expected to comply with this policy and adhere to the established procedures for conflict resolution during meetings. Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.

 This Conflict Resolution Policy for Meetings has been approved by Nic Cheeley and is effective as of June 1st, 2024.

 

Employee Improvement Plan

Employee Name: John Doe

Employee ID: 0005323

Department: Sales

Supervisor: Nic Cheeley

Date of Plan: June 1st, 2025

Purpose: The purpose of this Employee Improvement Plan is to provide guidance and support to John Doe in addressing performance deficiencies and achieving the desired level of competency in their role within sales. By identifying specific areas for improvement and outlining actionable steps for development, this plan aims to facilitate John Doe's professional growth and contribute to their overall success within the organization.

Performance Issues: The issue regarding John Doe is his professional development and the quality of work. Both of these aspects are held to a high standard, and we are looking to provide assistance to make sure these two categories stay that way in due time.

Performance Expectations:

  1. Communication Skills:

    • Improve verbal and written communication skills to enhance clarity and effectiveness in interactions with colleagues and stakeholders.
    • Actively participate in team meetings and discussions, offering constructive input and feedback when appropriate.

  2. Time Management:

    • Develop strategies for prioritizing tasks and managing workload more efficiently to meet deadlines consistently.
    • Utilize time-tracking tools or techniques to monitor progress and identify areas for improvement in time management.

  3. Quality of Work:

    • Enhance attention to detail and accuracy in completing assigned tasks, striving for excellence in all work deliverables.
    • Seek feedback from supervisors and peers to identify areas for improvement and implement corrective actions as needed.

  4. Professional Development:

    • Take proactive steps to expand knowledge and skills relevant to the role through training programs, self-study, or mentorship opportunities.
    • Set specific professional development goals aligned with career aspirations and work towards achieving them within the specified timeframe.

Action Plan:

  1. Communication Skills:

    • Attend communication skills training workshops or seminars offered by the organization.
    • Practice active listening and effective communication techniques in daily interactions with colleagues and supervisors.

  2. Time Management:

    • Meet with supervisor to review current workload and establish priority tasks and deadlines.
    • Implement time-blocking techniques or task prioritization strategies to optimize productivity and time management.

  3. Quality of Work:

    • Request regular feedback from supervisors on completed work assignments to identify areas for improvement.
    • Review completed tasks before submission to ensure accuracy and quality standards are met.

  4. Professional Development:

    • Identify relevant professional development opportunities, such as industry certifications or skill-building courses, and create a personalized development plan.
    • Schedule regular check-ins with supervisor to discuss progress towards professional development goals and adjust the action plan as needed.

Timeline: The timeline of change for the two areas are will be 3 months to see potential progress.

Performance Monitoring: Supervisor: Nic Cheeley Employee: John Doe

Performance Review Dates:

  1. Midpoint Review: July 31st, 2024
  2. Final Review: September 1st, 2024

Signatures: I acknowledge that I have reviewed and understand the contents of this Employee Improvement Plan, and I am committed to making the necessary improvements to meet performance expectations.

Employee Signature: John Doe Date: June 1st, 2024

Supervisor Signature: Nic Cheeley Date: June 1st, 2024