SIA courses changing
Come back and see us as we will have all of the information for the new changes in the SIA training for 2015
Over 34 Courses and Growing
We are proud to say we can offer over 34 courses from awarding bodies such as City & Guilds, Highfields Award body of compliance, BPA and SIA Courses.
With very satisfied students from all over the country, we must be doing something right. But don’t take our word for it, read what they are saying on our testimonials page.
First Aid Training London – HSE Approved Certificate
If you require compliant First Aid Training in London then Pass Training’s convenient training center in East London is ideal. Situated close to Tube and buses.
New Door Supervisor Training For SIA Licence
Get your new door supervisor training certificate and SIA licence at Pass Training Consultancy in easy steps. Get trained for door security career in the private security industry. View our courses on our SIA Security training page.
Clamping and Towing Away Banned
Clamping and towing away is now illegal on private land without lawful authority in England and Wales. At the same time, POPLA, the new independent appeals service is launched.
As the industry accelerates the drive to regulate all, and drive out those who previously have given parking a really bad name, this new law may put some out of business and raise questions for others, the BPA have an FAQ section on their website that may answer these.
View a list a BPA Approved Operators
Courses To Suit All
Schedule or Bespoke Training Courses.
Pass Training Consultancy know that not all companies or individuals will be able to attend one of our schedule courses so can run bespoke courses throughout the UK.
Conflict Management Training Courses
HABC Highfields Approved Centre
Pass Training Consultancy is a HABC Highfields Approved centre offering Level 2 Award in Door Supervision, Level 2 Award in Security Guarding, SIA courses, Level 2 Award in CCTV Operations (Public Space Surveillance) and more. View the list of our courses on ‘Our Courses‘ page.
Workplace conflict can be expressed in the form of particular kind of conflict that takes place in workplaces. The conflicts that are found in workplaces can be a result of hierarchical arrangement of organisation, long hours that is spent by various employees at workplace as well as difficulties that are related to movement to a dissimilar workplace. Boston University FSAO stated that the reasons for workplace conflict can be differences in style or personality as well as personal problems like childcare issues, substance abuse as well as family troubles. The other factors for workplace conflict are related to management, budget, leadership, as well as disagreement with reference to core values.
Colorado University highlighted the reasons behind workplace conflict as diverse values, contrary interests, poor communication, scarce resources, poor performance as well as personality clashes. It is also largely seen that workplace romances are also very unsafe as they also result in a large amount of conflict within the organisation and this is being agreed by 76 percent executives as well as 81 percent human resource experts. Public exhibit of fondness makes the associates uncomfortable and it may also lead to being alleged for favoritism in case of supervisor-subordinate association causing workplace conflict. Passive aggressive conduct is found widespread in case of managers as well as workers which are believed to be harmful for the productivity and also for unity of the team causing workplace conflict.
The workers may opt for disruption of projects as well as establishment of argumentative environment contributing to workplace conflict. In case of managers it may result in suppressing the creativity of the team. It is for this reason that it becomes important to keep a check on performance expectations and distribute important tasks to different responsible people. Unresolved workplace conflict is found associated with miscommunication which the outcome of confusion and negative response for co-operation, missed deadlines, quality problems, delays, condensed creative collaboration, as well as increased strain among human resources. When the problem of workplace conflict is not properly looked after, it may also result in reduced consumer satisfaction, interruption to flow of work, split camps, distrust as well as gossip. Constantino assisted organizations to opt for designing their ad hoc conflict management systems while Rizzo, Tosi, Caroll laid emphasis on brining improvements in organisational practices. A lot of managerial actions can also lead to workplace conflict.
This is comprised of the practice of giving surprises to employees by top management in relation to some projects. They are not acknowledged in relation to the continuing activity by senior managers. Various managers in the organisations believe that they are only possessed with the rights to take decision. Hence they do not pay heed to the desires of the employees which contribute to increased workplace conflict. The important reason behind workplace conflict is also related to disagreement related to given resources. Various departments manage to get hold of adequate financial resources in comparison to others. This results in increased differences in between heads of different departments. The personal differences in between managers are based on background, race, caste, as well as professional jealousy.
Workplace aggression is found to be a particular kind of aggression that forms part of place of work. Workplace aggression is comprised of different behaviours that range from verbal acts to corporeal attacks. Workplace aggression is discovered to be definite kind of counterproductive work behaviour and is highlighted as several act of physical assault, aggression, coercive behaviour which results in harm on emotional or physical grounds in work setting. A number of researchers also highlight that workplace aggression is comprised of efforts made for harming former coworkers, colleagues, present employers as well as past boss. Workplace aggression also includes behaviours that are intended to cause harm to a different person in workplace. Neuman as well as Baron emerged with three dimensions which cover the array of workplace aggression as:
1. Obstructionism including behaviours that holds back an employee from performance of their job.
2. Expressions of unfriendliness including behaviours which are principally symbolic or verbal in nature.
3. Overt aggression including cruel acts.
Baron and Neuman opt for classification of workplace aggression on the basis of three dichotomies as Direct-indirect, Verbal-physical as well as Active-passive. Large parts of aggressive behaviours which are enacted in workplace on targets are regarded as concealed in nature. Bjorkqvist, Osterman as well as Hjelt-Back stated covert behaviours as those which mask the destructive behaviour from target. Overt aggression is comprised of behaviours which do not conceal aggressive intent and are found revealing in their purpose. Covert aggression is largely found to be indirect, verbal as well as passive in nature. Workplace aggression is found to take the shape of covert behaviours. It is largely seen that folks in workplace tend to go through long-drawn-out exposure with each other which means victims get extra time for retaliation which in turn increases danger aspect ratio. The place of work are of communal nature and hence others presence may punish aggressor on causing harm to prey. This is the reason why individuals prefer to get covert shape of aggression. Predictors related to workplace aggression takes place at both individual as well as organisational level.
The examination of organisational factors as alterations in work environment, supervision and observation, organisational justice, as well as precise job characteristics is carried out here. The examination of alcohol consumption, gender as well as age is carried out at individual level. The relation of fair formal organisational actions is found contributing to workplace aggression in opposition to supervisors. Baron and Neuman also discovered that certain alterations that are brought in work environment may also lead to enlarged aggression that further contributes to heightened stress as well as anxiety. The improved monitoring systems, pay cuts, enlarged diversity, alterations in management as well as more application of part-time workers suggests more workplace aggression. Gender has emerged as important predictor related to workplace aggression.
Males are found to be committing more aggressive acts among other men. Clear as well as unambiguous policies in relation to workplace aggression may largely assist in the reduction of aggression in organisations. Employees who learn about punishment received by workplace aggressors tend to report least amount of workplace aggression. Conflict Management Training