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Potential Conflicts
In accordance with the previously identified fields of employer-employee relationship, many conflicts could potentially arise in organisations.
The problem can be economic like cuts in company employees, a political issue between a worker and his boss, an ethical violation being committed by the organisation, etc. generally speaking, conflict at its basic simplistic way isn't a good thing- it causes tensions, problems and isn't good for the company or its people. Be that as it may, it can sometimes accomplish some good results.
Conflicts are our way of dealing with problematic issues in our lives, and by resolving them we are eliminating the source of our problems and get past them. So although conflicts are a source of problems and negative things, they can have their part in restoring normality to our lives, making them somewhat positive. Still, it is better simply not to have them.
The terms "grievance" and "discipline"
A grievance is "the subject of a complaint filed by an employee to be resolved by procedures provided in the union contract" (Grievance, 2009). It can arise from an alleged violation of the collective bargaining agreement, law violations, etc. In unionized companies, a discipline is "a regulated part of a collective bargaining agreement and subject to grievance procedures" (Discipline, 2009).
A grievance hence arises from the alleged violation of the collective bargaining agreement, while a discipline is a part of this bargaining agreement. The manager's role in both is as follows: the manager may be the subject of the complaint filed by the employee (hence, the grievance) and therefore also be the subject to grievance procedures.
The role of HR in these matters is that it generally does the administrative part and deals with the complaints being filed and the following proceedings. I haven't been involved in either in my life.
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