|WORKPLACE FAIRNESS INSTITUTE|
The Workplace Fairness Institute provides people and organizations with fair, effective and sustainable solutions for preventing, resolving and managing workplace conflicts, such as Ombuds Office services and workplace education.
With offices across Canada, we are leading experts on workplace conflict management and offer media commentary, public addresses, research and analysis on contemporary workplace issues internationally.
Our resources, like the wfiJOURNAL, Workplaces That Work and Engaging Unionized Employees: Employee Morale and Productivity, advance understanding of how conflict operates in the workplace so that it can be better managed.
Our services help workplaces confront their challenges so that they can improve productivity and engagement. Through our expert analysts, we offer the following:
Ombuds and Ombuds Office Services
Team Consulting and Restoration
Workplace Conflict Audits
Workplace Mediation Services
Union-Management Partnership Facilitation
Union Mediation Services
Collective Bargaining Facilitation
Workplace Human Rights/Harassment Investigations
Unionized Employee Engagement Consulting
Conflict Management Training
What Is Workplace Fairness?
Workplace Fairness is defined as the harmony of Justice, Efficiency, Engagement and Resource Sufficiency in Workplace Conflict Management Systems. Each of these four Fairness Quotients: Justice, Efficiency, Engagement, and Resources consist of a number of elements or focuses as listed in the table below. These are the constituent parts of workplace fairness.
Workplace Fairness is that commodity most sought after by employees, managers and employers. Where a workplace meets the standards of fairness listed above, it will be a healthier, happier and more productive workplace.
Donais Fairness Theory
According to the Donais Fairness Theory, Fairness Excellence can be measured and achieved in any workplace. If your accountant can measure and predict the company's financial forecast, why not use experience and informed decision-making to assess the fairness of your company's conflict management system? We offer tools to understand and effectively modify your workplace fairness system.
The Cost and Value of Workplace Conflict
Workplace Conflict can be both positive and negative for an organization.
Workplace conflict, improperly managed, can have a tremendous cost on the health of any workplace. These costs include:
Expense of formal dispute resolution.
Decreased individual competence
Ineffective working relationships.
Impaired staff and team development.
Increased resignations and dismissals.
Emotionally charged workplaces.
Breakdown in trust of hierarchy.
Many of these factors have an effect on the bottom line of a company's performance. Conflict wastes the time of managers, human resources professionals, labour representatives and employees themselves. It effects the quality of decisions that are made because people in conflict are less likely to share vital information and more likely to get into power struggles. Poorly managed conflict can result in the loss of valuable employees and the expense of hiring and retraining new ones. It can lead to costly restructuring and even sabotage, theft and property damage. In addition, poorly managed conflict effects the health of workplace participants causing increased stress levels, and increased usage of sick leave and disability claims. In the end, conflict can lead to compromised job satisfaction, poor motivation and lack of engagement among employees, and thus low human performance.
While conflict can come at great cost to any workplace, it can also have tremendous benefits when managed properly. Conflict can be used as a catalyst for healthy competition in workplaces that rely upon competition to promote excellence. Conflict can bring underlying workplace issues into the open so that they can be resolved. Conflict can promote a better understanding of differences. When brought to the surface it can dissipate anger and raise awareness of other peoples' needs. It can also be used as a way of placing focus upon common goals. It can be lead to increased team spirit. Properly managed conflict fosters healthy dialogue and can motivate people to raise issues and discuss new ideas. Conflict challenges existing inadequacies in the workplace and can lead to a reassessment of workplace structures. Thus while poorly managed conflict is destructive, properly managed conflict can lead to workplace renewal.
At the Workplace Fairness Institute we are dedicated to helping your workplace minimize negative conflict and channel positive conflict into productive avenues for workplace excellence.
Blaine DonaisB.A., LL.B., LL.M. (ADR), RPDR, C.MED, WFA., President and Founder
BERND WELLERQ.Med., WFI Vice-President and Senior Consultant
MARJORIE MUNROE B.A., C.Med., Cert. Con. Res., WFA. WFI Co-Director Alberta
The Workplace Fairness Institute’s Alberta branch offers assessments to clients across the province. The Workplace Fairness Assessments are conducted by Marjorie Munroe (WFA) of our affiliate, the PULSE Institute, and Michelle Phaneuf. The assessments help organizations to identify and evaluate options for managing conflict and offers advice for improvement. This assessment tool compliments the toolbox of conflict management consulting services offered by our affiliate, the PULSE Institute. Founded in 2002, PULSE coaches individuals, facilitates conversations, creates meeting structure, develops leadership capacity and provides professional mediation certification. Marjorie is a member of the wfiJOURNAL Editorial Board.
Workplace Fairness Institute, Alberta
Michelle is a practicing mediator who brings 20 years experience to the Workplace Fairness Institute as a professional engineer, energy management consultant, business owner, facilitator and property owner/manager. She has acted as a consultant for many government organizations including the federal government, provincial government, City of Calgary, and other public corporations (Honeywell, Siemens,etc). She has also assisted regional health authorities, school divisions and smaller municipalities across Canada.
Michelle is currently providing conflict resolution services to government, engineering, technical and other firms through mediation, conflict coaching, group and team facilitation, public consultation and conflict training. She is a member of the Court Roster for the Government of Alberta Civil Claims Mediation Program and a coach with the Mount Royal University Conflict Resolution Program.
Members of Workplace Fairness Institute
|BRUCE I.L. ALLY||ROSETTA BELCASTRO|
|NATASHIA BENNETT-NELSON||MARY MARGARET BIEDERMANN|
|YVONNE BIENKO||DAVID CHALMERS|
|WAYNE CLARKE||SABRINA CRUCINI|
|DANA FALCONI||LINDSAY FOLEY|
|SARAH GAYER||RICHARD GOODBRAND|
|MICHAEL MAYNARD||LAVONNE McCUMBER EALS|
|JANE NGOBIA||BRIAN NORRIS|
|JASON WAXMAN||MICHELLE PHANEUF|
|COLLEEN SAWATZKY||ANDREW SUNSTRUM|
|MICHELLE VANEK||CORNELIS VAN BARNEVELD|
|NICOLA ALLEN||JENNIFER MILLER|
|CATHERINE ANNECCA||JOHN MOSKALYK|
|SAMANTHA ASHER||ROBERT NORQUAY|
|ALISON BRAITHWAITE||KEITH O'MEARA|
|VALERIE CORBIN||DIPAK PARMAR|
|SUZANNE ELLENBOGEN||TERESA PLACHA|
|TINA HAMILTON||JOANIE CAMERON PRITCHETT|
|RICHARD JOHNSON||CARINA RAMDIAL-MAHARAJ|
|MARK KEATING||SOPHIA SANTOS|
|EDWARD KING||BRITTNI STOIKU|
|ANNA KIROVSKA||CHANTAL SYMES|
|TRICIA-JO LEWIS||RUTH SYSKA|
|JASON LITTLE||EVERTON THOMAS|
|EUNICE LUND-LUCAS||ALLEYNA VUONG|
|GIULIO MALFATTI||KRISTA-LEE WALTERS|
|VICTORIA MALLOY||JACQUELINE WATSON|
|RAY MILLAR||NANCY WATSON|