UN Ombuds Reports on Reorganization Efforts

In his first annual report, newly appointed United Nations Ombudsman, John Barkat, provides an update on the transition to a single integrated and decentralized office. Most notably, the office has been given the authority to expand from 9 employees in New York to 33 employees spread among eight UN locations worldwide. Selection of additional staff is expected by the end of 2008. The report also summarizes systemic issues identified in 670 cases opened between August 1, 2007, and July 31, 2008. (UN Bibliographic System, Document Symbol: A/63/283.)

Related posts: UN Budget Increases Funds and Scope of Ombuds Office; Barkat Appointed U.N. Ombuds; Job Posting.

Conflict Resolution Day Teleconferences

If your organization is not participating in a Conflict Resolution Day event on October 16, consider attending a free teleconference sponsored by the Association for Conflict Resolution, in partnership with the United States Institute of Peace and George Mason University’s Institute for Conflict Analysis and Resolution.

• “Conflict Resolution, Democracy, and Policymaking: Lessons and Challenges” -- A teleconference geared to practitioners from 5-6:15 p.m. EDT
• “Working for Conflict Resolution and Peacebuilding: How Can I Make a Better World?” -- A second teleconference geared to undergraduate and graduate students from 2-3:15 p.m. EDT

(ACR Update.)

Related posts: Plan Now for Third Annual Conflict Resolution Day; Gallaudet Ombuds to Mark Conflict Resolution Day; Conflict Resolution Day at University of Colorado Features Ombuds.

Organizational Responses to Workplace Bullies

Attorney, mediator, and therapist Bill Eddy observes that there is little that individuals can do when bullied and concludes that workplace culture must reject bullying. Just as programs aimed at reducing playground bullying focus on the school environment, workplace bullying needs to be addressed at the organizational level. He offers some suggestions for a comprehensive approach.

• Policies Against Bullying
• Prevention of Bullying
• Staff Training
• Confidential Lines of Communication: “There needs to be independent resource people for reporting bullying to the organization and to the leadership.”
• Counseling: “It would help employees and organizations to have a resource person for bullied individuals to use to discuss bullying experiences in confidence.”
• Consequences
• Healthy Workplace Laws

(High Conflict Institute.)

Although Eddy does not mention Ombuds in particular, Ombuds routinely provide confidential lines of communication and counseling. Indeed, there are no other organizational resources better suited to respond to bullying problems.

Related posts: NYT Career Couch: If Bullied, Visit Ombuds; Workplace Bullying More Harmful than Sexual Harassment; Online Bullying an Emerging Issue for Ombuds.

Ombuds Prompts Changes at University of Iowa

In response to the latest annual report by University Ombuds Cynthia Joyce, UI faculty are revising their code of conduct. According to a new code faculty leaders are developing, "(Faculty) will not use threatening, intimidating or abusive language; and not engage in conduct that creates a hostile work environment ... and comply with the university policy on violence." The revision is endorsed by provost's office and comes in response to the Ombuds' report of increasing disrespectful behavior among faculty, staff and students. The UI Ombuds Office is also planning to focus on outreach to students this year. (Iowa City Press Citizen; Daily Iowan.)

This type of upward feedback and institutional response exemplify the unique benefit of an Organizational Ombuds. No other ADR mechanism provides this kind of early warning and opportunity for systemic change. A credible and effective Ombuds program has clearly benefited the University of Iowa. The proposed changes in the faculty code will improve the campus climate for many.

Related post: University of Iowa Ombuds Issues Annual Report.

Saying the Right Thing in a Difficult Situation

Gretchen Rubin who blogs at The Happiness Project, offers eight tips for finding the right thing to say in a difficult situation.

1. Try to identify the real problem;
2. Don’t assume that you know what’s going to happen next;
3. Find the right level of questions to ask;
4. Don’t react with judgment;
5. Resist the temptation to show empathy by drawing a comparison to your own painful experience;
6. Acknowledge the reality of other people's feelings;
7. Follow their lead; and
8. Think about what a person needs to hear.

Ombuds generally know these tactics, but it's helpful to have this thoughtful and well-organized summary for visitors, especially those who will take the time to read materials after a consultation. (The Happiness Project.)

Related posts: Advice for Stopping a Nag; Tips For Raising Difficult Subjects.

Ombuds as Antidote to Office Conflict Over Politics

Kansas State University professor Diane Swanson says that talking about politics at work isn't inherently a bad thing. "I personally think that it's good for morale for employees to feel they can have their own opinions and express them freely over coffee or on break," said the professor of management. However, she acknowledges that the fine line between the right to free speech and appropriate expression can be difficult to walk and disagreements are likely. If politics does cause workplace conflict, Swanson says that employees might want to get help from an Ombuds or conflict resolution specialist. (The Manhattan Mercury.)

NIU Ombuds Dispels Rumors of Office's Demise

In response to recent confusion on campus, Tim Griffin reports that the Northern Illinois University Office of the Ombudsman still exists. It has not been closed, its name has not been changed and it continues to serve students, faculty and staff. (Northern Today.)