Marasigan, Jon Karl I.

1. How has the ombudsman decreased conflicts at Sigmet?

2. Would you feel comfortable using an ombudsman to resolve a conflict with a coworker?
Why or why not?
3. What could companies do to maximize the effectiveness of an ombudsman?
1. Sigmet had trouble managing their staff to keep them from having conflicts with each
other. They hired an ombudsman to try to reach a resolution with the staff. What she did
was to ask around, how their day was, how are things going for them, and what makes
them upset. She counsels them by listening to what the employees have to say, she asks
questions and even suggest solutions to help solve the problem.

From there, she was able to hear the problem straight out of the employees, an
example being an employee is frustrated and tired of a co-worker’s unsolicited opinions.

2. I would definitely be open to any idea as long as it is ethical, practical, and effective. An
ombudsman solving the internal conflict within the organization is definitely a good idea
but not the first thing I would resort to. I would first want to know if I may able to solve it
for myself or to anyone within the organization. If it was ineffective, then I would
consider recruiting an ombudsman to try to counsel the staff to be able to clear the air of
their frustrations.

3. What companies could do to is to communicate with the ombudsman and try to put into
consideration and try to act on how to help the staff feel more comfortable with each
other and improve on the company’s work environment, so that they would be able to
feel that they have a voice and that their opinions make an impact on improving the
workspace. Like Sigmet, they are now enjoying themselves since they now have better
communication, with less stress and conflict between co-workers because they were able
to vent their frustrations to a neutral person who was willing to listen to their grievances.