The challenges of the times we live in are such that hardly a week passes by without employers and employees or employee representatives, having locked horns over either a dispute of right or a dispute of interest.Most of them eventually reach some settlement. However, whether or not they eventually settle, some end up with a soiled relationship, one characterised by deep-rooted conflict which will have escalated to an extremely strained level.
While they would have been pained by the experience, many parties are not known to, post the event, do anything to try to normalise or improve the relationship. If anything, some become, or give the impression, of being sworn enemies, seemingly forever. At that time the parties will have gone beyond mere differences of interests (which themselves can be negotiated). The relationship will have become one which is attended by deep motivations, values and needs which appear irreconcilable. Unfortunately, due to the purpose of their existence, the parties cannot afford to remain so for 'too long'. This is where RbO (Relationships by Objectives) programme can prove useful. It may come at the instance of either the employer or employee representatives. I have been asked to write about this issue, as those interested did not see a similar article I wrote a year or so ago.
