mediation and arbitration

compromising and collaborating

accomodation and avoiding

Manager did not set clear objectives and expectation of the project scope.

Manager arrange a meeting with Employee privately and was asking non-relevant personal questions during office hour.

Employee schedule a meeting with Manager to catch up on his Performance Appraisal.

Employee A deliberately give the wrong information to employee B for presentation to Manager.

A type of hit in baseball

A type of bowling in cricket

A type of protest in a democracy

A collective refusal by employees to work

Increasing work output to show dissatisfaction

Refusing to take breaks during work hours

Deliberate reduction of work output by employees as a form of protest

Implementing new technology to speed up production

High wages, excellent working conditions, generous benefits, and disputes over promotions

Low wages, poor working conditions, lack of benefits, and disputes over contracts

Lack of parking space, long lunch breaks, too many vacation days, and disputes over office supplies

Good management, fair treatment, flexible hours, and disputes over company picnics

It increases productivity by motivating employees

It has no impact on productivity

It can decrease productivity by slowing down work processes.

It only affects the quality of work, not productivity

The key difference is that a strike involves workers working extra hours, while work-to-rule involves workers refusing to work overtime.

The key difference is that a strike involves workers refusing to work at all, while work-to-rule involves workers performing their duties exactly as outlined in their contracts without any extra effort or flexibility.

The key difference is that a strike involves workers following all rules strictly, while work-to-rule involves workers being flexible with their duties.

The key difference is that a strike involves workers performing their duties exactly as outlined in their contracts, while work-to-rule involves workers refusing to work at all.

It is a method of public protest against management decisions.

It is a formal legal process that mandates a decision.

It involves a neutral third party helping both sides reach an agreement.

It allows one party to impose their solution on the other.

Longer duration of disputes

Increased employee turnover

Improved workplace relationships

Heightened tensions between management and staff

To allow one party to dominate the discussion

To create a public record of the dispute

To facilitate open communication between conflicting parties

To provide a binding decision by a neutral third party

A strategy to escalate conflicts to higher authorities

A formal court proceeding to settle conflicts

A method of resolving disputes through informal discussions

A process where a neutral party makes a binding decision

Mediation involves a neutral party making a decision, while arbitration does not.

Mediation is a legal process, while arbitration is informal.

Mediation is always conducted in public, while arbitration is private.

Mediation focuses on facilitating dialogue, while arbitration results in a binding decision.

File a formal complaint with HR

Speak to their immediate supervisor

Discuss the issue with coworkers

Contact a lawyer

To provide a formal process for employees to express dissatisfaction

To promote competition among employees

To ensure all employees are treated equally regardless of their complaints

To allow management to ignore employee concerns