Principles of Arbitration Quiz

Employee Grievances and Conflict Resolution

• Employee grievance refers to discontentment with an organization and its management, caused by a gap between employee expectations and what they receive from the employer.
• Types of grievances include individual, group, and policy grievances.
• Common individual and group grievances include pay and benefits, bullying, work conditions, and workload.
• Bullying characteristics include intentional, repeated, and a power imbalance, and can manifest as physical, cyber, relational, or verbal.
• Work conditions grievances encompass safety, hours of work and leave, mental/physical health, flexible working, and gender pay gap issues.
• Workload grievances may arise from increasing workloads due to employee departure or organizational cuts, and heavy workloads extending past agreed-upon times.
• Tactical grievances and whistleblowing are pre-planned by employees in trouble or reporting wrongdoing, with examples such as the Danske Bank money-laundering scheme.
• Grievances can be identified and addressed through an open-door policy, opinion surveys, suggestion boxes, and exit interviews.
• Common employee complaints and conflicts include task-based, leadership, discrimination, and personality-based conflicts.
• Dispute resolution methods include arbitration, mediation, and negotiation, with negotiation being a voluntary agreement where parties work out a solution.
• In mediation, a facilitated negotiation, steps include agreeing to mediate, gathering points of view, focusing on interests and needs, creating a win-win solution, and creating an agreement.
• Types of mediation include facilitative, evaluative, and transformative, each with different approaches and outcomes. Arbitration is a consensual, neutral, and confidential procedure where parties choose arbitrators and make binding decisions.

Workplace Investigation and Arbitration Procedures

• The Center specializes in providing a diverse roster of arbitrators, covering a wide spectrum of legal and technical aspects of intellectual property.
• Arbitration allows parties to choose elements such as applicable law, language, and venue, ensuring neutrality and avoiding home court advantage.
• The decision of the arbitral tribunal is final and enforceable, with the parties agreeing to comply without delay.
• Strategies to improve cooperation among co-workers include nurturing a teamwork approach, providing resources, training, encouraging socialization, clarifying roles, and resolving conflicts swiftly.
• Workplace fairness is emphasized through the need for a good, fair, and exemplary work environment, promoting respect and collaboration.
• Workplace investigations are essential for addressing disciplinary or grievance issues, ensuring fairness, gathering evidence, and determining the next steps.
• An investigation plan outlines the scope, timeframes, personnel, evidence sources, confidentiality, and potential actions regarding the investigated employee.
• Common reasons for conducting a workplace investigation include threats/violence, substance abuse, employee misconduct, theft, and harassment.
• The investigation steps involve deciding if an investigation is necessary, preparation, conducting the investigation, handling witnesses, and determining post-investigation actions.
• Confidentiality is crucial during investigations to avoid damage to reputations, undermining success, hiding misconduct, facing liability, or potential retaliatory actions.
• The investigator should possess the right mindset, professionalism, independence, competence, objectivity, and prevent retaliation, ensuring timeliness in the process.
• Carrying out an investigation involves being fair and objective, following workplace policies, gathering information, evaluating allegations, establishing facts, and preparing for interviews.

Employee Relations and Company Policies in Qatar

• Company policies in Qatar aim to establish conduct rules for employees and employers, protecting their rights within the framework of Qatari laws.
• The psychological contract in employment is defined as reciprocal obligations between the employee and the employer, influencing morale, loyalty, and productivity.
• Different forms of employment in Qatar include full-time, part-time, collaborative, portfolio, casual, fixed-term, contract, platform work, job sharing, apprentices, trainees, commission, piece-rate, and voucher-based work.
• The concept of management rights includes the authority to direct organizations and employees, guided by legislation, collective agreements, past practice, and Qatar Labor Law.
• Legislation such as Law No. 14 of 2004 and Law No. 17 of 2020, which sets a minimum wage for all private-sector workers at 1,000 Qatari Riyals per month, affects management rights.
• Urban Outfitters faced controversy in 2015 when the company owner asked staff to work for free, causing public outcry due to the CEO's net worth and the low wages of the employees.
• Employees in Qatar need to be aware of their rights within the organization and expect fair treatment in decision-making processes.
• The scenario examples provided involve issues such as a coworker using personal items without permission, an employee causing damage, and complaints about a staff member's strong perfume causing headaches.
• The psychological contract in employment encompasses the employee's belief in reciprocal obligations with the employer, aligning personal and organizational goals for effectiveness.
• The psychological contract is also about the employer's perceived promises to the employee, influencing the availability of skilled personnel and employee growth.
• Management rights in Qatar are affected by legislation, collective agreements, past practice, and the Qatari Labor Law, setting minimum wage standards for private-sector workers.
• The concept of rights in the law is defined as the legal or moral entitlement to do or refrain from doing something, rooted in shared human values such as fairness, respect, and dignity.

Health and Social Care Services in Qatar and Ethical Considerations for Social Influencers

• Aman organization in Qatar contributes to raising public awareness and knowledge against violence, offers protection and rehabilitation services, and aims to limit family violence and disintegration.
• Behavioral HealthCare Center Daam in Qatar focuses on enhancing, promoting, and supporting behavioral health within the community, providing services for individuals with gender identity disorders, and developing a highly trained team in behavioral and cognitive therapy.
• Youth social care services in Qatar include foster care, group homes, educational support, counseling, and mental health services, often funded by government agencies, non-profit organizations, and private donations.
• Elderly social care services in Qatar may include home care, assisted living, nursing homes, medical care, and socialization activities, usually funded by government programs such as Medicare and Medicaid, as well as private insurance.
• Legislation in health and social care is crucial for protecting vulnerable individuals from exploitation and ensuring their safety and well-being.
• Duty of care in health and social care refers to the legal obligation to act in the best interest of individuals, especially vulnerable people, to ensure they are treated fairly.
• Influence is the ability to affect the thoughts, attitudes, behaviors, or decisions of others, while an influencer is a person with a significant following and credibility in a specific domain capable of impacting the opinions, attitudes, and actions of their audience.
• Social influencers have a strong relationship with their communities and are perceived as trustworthy, knowledgeable, likeable, and relatable by their followers.
• Social influencers can employ informational and normative influence to shape beliefs and decisions and target health-related behaviors such as promoting healthy eating, encouraging physical activity, advocating for vaccination, or raising awareness about mental health.
• Strategies to engage social influencers in promoting health campaigns include collaboration, tailored content, and authenticity in communication.
• Ethical considerations when using social influencers to promote health behavior change include disclosure and transparency of financial relationships with brands or organizations to maintain trust.
• Ethical considerations also encompass potential conflicts of interest and the need to ensure that the information provided by social influencers is accurate and evidence-based.