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Titel og dato i sidefod: 1. Vælg ’Indsæt’ i topmenuen 2. Vælg ’Sidehoved og Sidefod’ 3. Skriv dato / titel på præsentation ind i sidefodfeltet 4. Tryk.

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Presentation on theme: "Titel og dato i sidefod: 1. Vælg ’Indsæt’ i topmenuen 2. Vælg ’Sidehoved og Sidefod’ 3. Skriv dato / titel på præsentation ind i sidefodfeltet 4. Tryk."— Presentation transcript:

1 Titel og dato i sidefod: 1. Vælg ’Indsæt’ i topmenuen 2. Vælg ’Sidehoved og Sidefod’ 3. Skriv dato / titel på præsentation ind i sidefodfeltet 4. Tryk ’anvend på alle’ CONFLICT MANAGEMENT As a matter of Safety at Work Red Cross Asylum Department Denmark RED CROSS/ / CONFLICT MANAGEMENT1

2 Overskrift maks 2 linjer Sidste linje tekst The purpose of the presentation How we handle conflict management in the Red Cross Asylum Department in Denmark The challenges we have in the field of conflict management How we see conflict management as a very important issue in the working environment How we work preventively with conflict management – What we are doing today and what we're working to make in the future RED CROSS/ / CONFLICT MANAGEMENT2

3 Overskrift maks 2 linjer Sidste linje tekst The working environment consultant Ensure consolidation and development of the Asylum Department’s work environment Provide guidance, advise and information about health and safety issues for managers, safety representatives and all staff at the different centers Ensure that we comply with health and safety legislation RED CROSS/ / CONFLICT MANAGEMENT3

4 Overskrift maks 2 linjer Sidste linje tekst Facts about the organization The gender distribution of the staff RED CROSS/ / CONFLICT MANAGEMENT4 We have about 825 employees We have about asylum seekers accommodated

5 Overskrift maks 2 linjer Sidste linje tekst Facts about the organization RED CROSS/ / CONFLICT MANAGEMENT5 Each employee has an average of 12 days of sickness a year

6 Overskrift maks 2 linjer Sidste linje tekst Facts about the organization Management Region 1 Centers Region 2 Centers Region 3 Centers Region 4 Centers Region 5 Centers Administration RED CROSS/ / CONFLICT MANAGEMENT6

7 Overskrift maks 2 linjer Sidste linje tekst Conflicts with threats and violence described in the quantitative data From the annual workplace risk assessment, we know that 35 percent of employees have been subjected to threats through the past year From the annual workplace risk assessment, we know that 7percent of the employees have been subjected to physical violence through the past year From the annual workplace risk assessment, we know that 8procent of the employees have been subjected to sexual harassment through the past year RED CROSS/ / CONFLICT MANAGEMENT7

8 Overskrift maks 2 linjer Sidste linje tekst Conflicts with and without threats and violence from january to june 2013 Data from the electronic reporting of conflicts shows: 73 incidents of threats against staff 16 cases of violence against staff 184 reports of inappropriate behavior 20 reports of self harming among asylum seekers 21 cases of threats among asylum seekers 73 cases of violent incidents among asylum seekers 95 cases of vandalism and damage to the inventory RED CROSS/ / CONFLICT MANAGEMENT8

9 Overskrift maks 2 linjer Sidste linje tekst Typical conflict situations We manage desirable values We perform a control or power function We are in contact with potentially outward responding asylum seekers (mentally vulnerable) RED CROSS/ / CONFLICT MANAGEMENT9

10 Overskrift maks 2 linjer Sidste linje tekst Reactions to seriously conflict situations The three double experience Own sense of guilt Others reactions The conflict itself RED CROSS/ / CONFLICT MANAGEMENT10

11 Overskrift maks 2 linjer Sidste linje tekst The reactions strength and duration depends on 1.Who we are as people 2.Our private circumstances 3.The nature and severity of the episode 4.About the episode could be predicted 5.The surroundings way to handle the incident (help/support) 6.Previous experience with similar episodes 7.Whether we experienced to have control of the situation RED CROSS/ / CONFLICT MANAGEMENT11

12 Overskrift maks 2 linjer Sidste linje tekst The Working Environment Legislation The employer has the overall responsibility for a safe and healthy working environment Jobs with the risk of violence and threats must keep a special and intensified preventive safety work Have to work preventive and systematically with violence and threats The partners of the labor market work together to prepare the exact rules of the Danish working environment Danish Working Environment Authority supervises compliance with the legislation RED CROSS/ / CONFLICT MANAGEMENT12

13 Overskrift maks 2 linjer Sidste linje tekst The local work environment organization – who are the actors? RED CROSS/ / CONFLICT MANAGEMENT13 The Works Council where each local committee sends a representative Local center committee of approximately 5 persons with representation of at least one safety representative A number of local working environment groups at the center 1 safety representative 1 safety leader The Works Council where each local committee sends a representative Local center committee of approximately 5 persons with representation of at least one safety representative A number of local working environment groups at the center 1 safety representative 1 safety leader

14 Overskrift maks 2 linjer Sidste linje tekst The different tools to prevent and handle conflict situations Policies that describe the conduct as all employees must comply in order to ensure a safe and healthy working environment – for example: - Health and safety - Threats and violence The workplace risk assessment takes the temperature of the number of conflict situations with threats and violence directed at the staff - We can keep an eye on whether the number of conflicts rises or falls year by year - do we prevent good enough? RED CROSS/ / CONFLICT MANAGEMENT14

15 Overskrift maks 2 linjer Sidste linje tekst The different tools to prevent and handle conflict situations Training and skills development for all members of the working environment groups -Health and safety training required by legislation -Conflict Management Courses hosted by the Asylum Department -Psychological first aid Courses hosted by the Asylum Department -To use the electronic reporting to obtain systematic and organizational learning - can we prevent the conflicts different or in a better way? Did we get together well enough after the conflict situation? -To put all aspects of conflict management on top of the local agenda in the center – to motivate and educate the colleagues RED CROSS/ / CONFLICT MANAGEMENT15

16 Overskrift maks 2 linjer Sidste linje tekst The different tools to prevent and handle conflict situations The psychological working environment must be on top at the agenda in the organization - We need to work more intensively and targeted with psychosocial factors that are known as foundation for a strong employee satisfaction - Trust and fairness, control and influence, meaningful work, social support, customized job requirements, reward, predictability, constructive conflict management, competent management - To combine working environment and management RED CROSS/ / CONFLICT MANAGEMENT16

17 Overskrift maks 2 linjer Sidste linje tekst The different tools to prevent and handle conflict situations Training of special conflict mentors among the Working Environment Groups -Knowledge and practical training to deal with different types of conflicts -knowledge of how to teach other colleagues in conflict management -knowledge about what psychological first aid entails, and how it is translated into local practice -Knowledge of the legal requirements in which a local action plan for threats and violence must include - and how colleagues must be involved in the learning process RED CROSS/ / CONFLICT MANAGEMENT17

18 Overskrift maks 2 linjer Sidste linje tekst The different tools to prevent and handle conflict situations Local action plans for dealing with conflicts of threats and violence -The prevention of threats and violence involves a continuous and focused effort on three different levels: To avoid episodes of violence and threats arising To handle conflicts when they occur To follow up once the damage is done, and prevent harmful effects upon the affected RED CROSS/ / CONFLICT MANAGEMENT18

19 Overskrift maks 2 linjer Sidste linje tekst The conclusion of the challenges with conflict management The number of conflicts must be reduced Interventions to reduce the conflicts must be implemented both at central and local level in the organization To avoid – to handle – to follow up at the conflicts. It is the three-legged effort We have the kvowledge and the legislation according to conflict management – so what’s the challenges? RED CROSS/ / CONFLICT MANAGEMENT19

20 Overskrift maks 2 linjer Sidste linje tekst The conclusion of the challenges with conflict management To train the working environment groups to work systematically with violence and threats To train the “Conflict Mentors” to teach the colleagues in the everyday life To train the managers in considering working environment as a management area and responsibility To train all employees to take responsibility for the psychological working environment RED CROSS/ / CONFLICT MANAGEMENT20


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