1.

Collective bargaining is a process where representatives of employees, often labor unions, negotiate with
employers to determine the terms and conditions of employment. It involves discussions and negotiations on
topics such as wages, working hours, benefits, and working conditions. The goal of collective bargaining is to
reach an agreement that satisfies both parties. Follow up question: Have you ever been involved in any
negotiation process? How did you handle it? 2. Grievance procedures are formal processes that organizations
have in place to address and resolve employee complaints or grievances. These procedures provide a structured
way for employees to report any issues or concerns they may have regarding their employment. Grievance
procedures typically involve several steps, such as filing a complaint, investigation, mediation, and possible
arbitration or legal action. Follow up question: Have you ever faced a situation where you had to file a
complaint or grievance? How was it resolved? 3. Industrial Relations Agreements are contractual agreements
between employers and employees or their representatives, such as labor unions. These agreements outline the
terms and conditions of employment, including wages, working hours, benefits, and dispute resolution
procedures. Industrial relations agreements help establish a harmonious relationship between employers and
employees and provide a framework for resolving conflicts and disputes. Follow up question: Do you think
industrial relations agreements are effective in maintaining a positive work environment? Why or why not? 4.
Dismissal is considered unfair when it violates the laws, regulations, or employment contracts that protect
employees' rights. Some common reasons for unfair dismissal include discrimination, retaliation, violation of
employment terms, or failure to follow proper disciplinary procedures. It is important for employers to ensure
that any dismissal is justified and carried out in a fair and legal manner. Follow up question: Have you ever
witnessed or experienced a situation where a dismissal was unfair? How do you think it could have been
handled differently? 5. The elements of successful grievance procedures include clear communication, prompt
and thorough investigation, impartiality, confidentiality, and a fair and unbiased resolution process. Clear
communication ensures that all parties involved understand the grievance procedure and their rights and
responsibilities. A prompt and thorough investigation helps gather all relevant facts and evidence. Impartiality
ensures that the grievance is assessed objectively, and confidentiality protects the privacy of those involved.
Follow up question: Have you ever been part of a grievance procedure? How do you think these elements can
contribute to a successful resolution? 6. Strategies to resolve conflict in the workplace include open
communication, active listening, mediation, negotiation, and compromise. Open communication allows all
parties involved to express their concerns and interests. Active listening helps understand the perspectives of
others. Mediation involves a neutral third party facilitating discussions and finding mutually agreeable solutions.
Negotiation and compromise involve finding common ground and reaching a resolution that satisfies all parties
involved. Follow up question: How do you typically handle conflicts in your personal or professional life? Do
you think these strategies are effective? 7. Interpersonal conflict can occur in organizations due to various
reasons such as differences in values, personalities, communication styles, competition for resources, or
conflicting goals. It often arises when individuals have different opinions, interests, or expectations, leading to
misunderstandings, tension, and negative emotions. Interpersonal conflict can affect morale, productivity, and
relationships within the organization. Follow up question: Have you ever been involved in an interpersonal
conflict at work? How did you handle it? 8. Organizational conflict can arise due to various factors such as
differences in organizational goals, limited resources, power struggles, poor communication, or conflicting
priorities. It can occur between different departments, teams, or hierarchical levels within an organization.
Organizational conflict can have both positive and negative effects. While it can stimulate innovation and
creativity, if not managed properly, it can lead to a toxic work environment and hinder organizational
effectiveness. Follow up question: How do you think organizational conflict can be managed effectively to
promote a positive work culture?