OCP - OPEN COMMUNICATIONS PROGRAM
The OCP is a program designed
for companies and other organizations that need to increase communication while
reducing conflict. In this way there are strong similarities to the above ECP;
however, the OCP places greater emphasis on organizational analysis and conflict
resolution methods. This is necessary because as a temporary program by an
outside group, results have to be more quickly understood and resolved.
The process involves two broad
approaches:
As a first step in
understanding organization difficulties and whether change is warranted, an
initial analysis is promptly undertaken. The methods can involve a review of previous
studies, interviews, questionnaires, group discussions and management meetings.
The results of the analysis can have an important impact on the direction and
results of the conflict resolution process. One benefit of the analysis is
highlighting problem areas that may be fostering conflict. Measures can then be
implemented reducing the need for some individual conflict resolution
assistance.
The other step is to put in
place a conflict resolution process for initiating change in individual
circumstances:
The process is similar in many
respects to the ECP but it is more versatile in its approach to individual
conflict situations. The independent OCP Counselors “outreach” with
employees to greatly increase the means for employees to contact them on a
confidential basis about any problem or concern. When the Counselor
“intakes” the information from the employee, he/she explains the process,
alternatives and confidentiality considerations. The “concern” is then
prioritized and matched with an appropriate conflict resolution method. The
method will vary with the problem and surrounding circumstances, such as whether
it requires a company-wide impact. Once a decision has been reached, an
appropriate corrective action is
discussed to avoid the same or similar problems in the future.
The benefits of the program
are very similar to the ECP. The process increases communication flow in the
organization so that problems can be promptly identified and resolved without
fear of retaliation. In this way healthy change is promoted. It resolves
problems internally rather than employees having to find external solutions – the press, court or regulatory agencies. The company/organization
becomes more effective since employees feel greater loyalty – that they
matter. The benefits become more important when the “stakes” and stresses
are greater – whether a merger, downsizing, poor sales or other adverse
company impact.
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