Our society is built on the premise that individuals within society have various rights. When those rights are violated, there are institutions within society that step in to correct the situation such as the police, unions, civil law institutions and human rights tribunals.
While these rights-based institutions and processes are essential within society to prevent rights from being ignored or undermined, the reality is that often rights-based processes do not yield results that are entirely satisfying to either party. For example, when co-workers find themselves on opposite sides of a conflict, the result is often anger, frustration, hurt, and uncertainty. A rights-based approach determines fault and responsibility. It results in consequences and discipline. But this approach rarely addresses the damage to the work relationships. Both parties may remain distrustful, uncertain and angry.
Taking an interest-based approach means looking for solutions that meet the interests of both parties. Interests are the individual's needs, desires, concerns and fears. When working through conflict situations, it is often possible to find solutions that address the needs of both parties. When these interests are met, the individuals are able to carry on, often maintaining an ongoing relationship.
Using this type of approach in workplace conflict situations is especially beneficial because it makes the work environment better – increasing communication, enhancing relationships, and improving understanding.
By Nabil and Gayle / Harmonious Workplac
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