The Peacekeeping Task Force - Organization Example of Excellence Towards Conflict Resolution

 

The Peacekeeping Task Force (PKTF) is set to expand its organizational structure with the addition of a crucial role: an Organizational Ombudsman. This move comes as PKTF experiences significant growth, with approximately six Liaisons transitioning from training to in-office status and two new physical office locations opening for in-person meetings throughout 2024 and early 2025.

While PKTF has historically appreciated the effectiveness of outsourcing ombudsman services, the organization has decided to prioritize hiring an internal ombudsman. This decision stems from the desire to have an in-house expert who can actively participate in training meetings with Liaisons-in-training, in-office Liaisons, and Staff Directorate during future Service Management meetings.

 

Internal vs. External Ombudsman: A Comparative Approach

 

The key difference between internal and external ombudsmen lies in their relationship to the organization:

1. Internal Ombudsman:
• Employed directly by the organization
• Deeper understanding of organizational culture and dynamics
• More readily available for immediate consultation
• May be perceived as less independent by some employees
2. External Ombudsman:
• Contracted from outside the organization
• Potentially viewed as more impartial
• May bring fresh perspectives from diverse experiences
• Limited availability and potentially higher costs

 

PKTF's decision to hire an internal ombudsman reflects its commitment to fostering a robust conflict resolution framework within the organization.

 

 

The Growing Need for Conflict Resolution

As PKTF expands its operations and increases its Liaison workforce, the potential for organizational challenges naturally rises. While PKTF does not anticipate frequent need for arbitration, analysis has consistently indicated the necessity of having a retainer option for conflict resolution services.

Examples of situations where an ombudsman's expertise might be crucial include:

• Liaisons feeling disregarded or overlooked in their service efforts
• Disputes over a particular compensation for time during service opportunities
• Allegations of unfair selection processes for assignments
• Sexual harassment incidents during duty or meetings
• Interpersonal conflicts affecting team dynamics
• Misunderstandings regarding roles and responsibilities

 

Inclusive Conflict Resolution

PKTF's ombudsman service will be available not only to internal staff but also to external parties who may have grievances against PKTF Liaisons or Staff Directorate. This inclusive approach demonstrates PKTF's commitment to transparency and fairness in all its operations.

 

Leading by Example

By establishing this ombudsman role, PKTF aims to set a precedent for other Land and Soil Jurisdiction State Assemblies developing their own peacekeeping functions. This proactive step underscores PKTF's dedication to maintaining the highest standards of conflict resolution and organizational health.

 

Certification and Ongoing Development

PKTF is seeking a Certified Ombudsman for this position. While continuous certification is not mandatory, the successful candidate will be expected to provide evidence of initial certification and demonstrate ongoing personal research and development in the field, aligning with industry standard practices.

The official job posting for this exciting opportunity will be released in the coming weeks, extending into February 2025. PKTF encourages all qualified individuals with a passion for conflict resolution and peacekeeping to consider this unique role in shaping the future of global peacekeeping efforts.

 

As PKTF continues to grow and evolve, the addition of an Organizational Ombudsman represents a significant step towards ensuring long-term organizational stability and effectiveness in its vital peacekeeping mission.

The Most Effective Means For Conflict Resolution

 The evening was felt less comforting than it would have been as the sun went over the crystal blue, cloudless horizon for me yesterday.

It was myself, along with a complete roster of The Continental Marshals invited to a special meeting for a particular growing American State Assembly to the south. I must say this meeting was quite unique! However, regardless of the rarity of those having attended, the theme of the cause for the meeting itself was the familiar "Conflict Resolution" issue.

And, I must also say these particular conflicts are largely - similarly internal by nature of the details, and are (almost entirely) the same relative conflict details my team and I have witnessed other Assemblies struggle through, and who have now also arrived at the other end with impressive perseverance!

The genre continues to be an all-too familiar selection among the people. The theme of the scenario is also well known. The stage has been set. The only differences in this occasion, though are the simply location of the altercation and the people involved are - themselves fairly new to the scene.

The remedy, however, for the repeat occurrence of train wreck type drama scenarios is (and will always appear to be) a proper and complete internal conflict cooperative resolution asset service.

A possible abstract depiction of a State-elected Marshal-at-Arms and State Assembly-appointed Ombudsman Service 

If only for the fact that the Federation of States thought it best to have both The Continental Marshals Service and The Peacekeeping Task Force in special attendance to offer help by sharing joint perspectives on the issues - was, indeed an interesting, and uniquely productive opportunity!

This particular Assembly has reported to have been grappling with such issues for a significant amount of time already (perhaps for well over a year). And, although those currently serving within the Assembly does appear to be active and eager to grow their Assembly, they currently lack one or two elements built to help restore harmony amongst mounting issues.

Please meet:

• The State-elected Marshal-at-Arms 

&

• The State Assembly-appointed Ombudsman Service

Without both these service providers; one State-elected to maintain singular loyalty to the State Assembly organization itself.

...and the other (a separate and impartial organization) an Assembly-appointed role built to offer an exclusive environment by effectively intercepting bonified grievances to a proper setting - thereby shielding the General Assembly meeting floor from excess internal issues.

And, of course, this then sets the entire service journey of Conflict Resolution into a very impressive productive motion!

Needless to say, without both internal peacekeepers working in correct tandem to deal with real, or perceived conflict, then this (as well as any other government service structure) will falter, become stagnant, grow bitter towards serving members, accuse others, one to another frequently for any negative progress, and so on.

Regardless of the scenario. Regardless of the Assembly. Regardless of the genuine honesty of the people and caliber of their Citizenry. Without an existing, balanced team of internal Assembly peacemakers geared around providing Conflict Resolution will always - always struggle unnecessarily!

To all other American State Assemblies currently without:

Please consider placing immediate focus on the service role of State-elected Marshal-at-Arms & Assembly-appointed Ombudsman Service.

If there be a learning curve for either, or both service roles, then this is another fine opportunity to exercise self-governance by seeking knowledge and comprehension on how these two service measures work together providing excellent results of resolving most all internal conflicts.

We encourage reaching out to other industry leaders, other successful State Assemblies, as well as the annals of history to find valuable information on how these two Assembly peacemakers work together, and how they are designed to function as a most cohesive unit.

pktfnews.org