SHRM-SCP Exam Dumps : SHRM Senior Certified Professional

[Reference: SHRM defines social conflict as conflicts arising from interpersonal interactions and competition among peers (SHRM, Managing Workplace Conflict)., Types of Workplace Conflict:, Horizontal Conflict: This involves conflicts that occur between employees or departments at the same organizational level. It often involves disagreements about tasks, responsibilities, or resources., Vertical Conflict: Involves conflicts between different levels of the organizational hierarchy, such as between managers and their subordinates., Reference: SHRM categorizes conflicts into horizontal and vertical based on the organizational hierarchy and the nature of disagreements (SHRM, Types of Workplace Conflict)., Conflict Resolution:, Importance of Resolution: Resolving social conflict is crucial for maintaining a positive work environment, employee morale, and productivity., Strategies: Effective conflict resolution strategies include open communication, mediation, and team-building activities to foster better relationships and understanding among peers., Reference: SHRM emphasizes the importance of conflict resolution strategies in maintaining a healthy workplace (SHRM, Conflict Resolution Strategies)., Comparing Other Conflict Types:, Horizontal Strain (B): While negotiations between unions and management failing can lead to conflicts, this is more specific to labor relations rather than general workplace conflict., Intraorganizational Conflict (C): This often involves formal disputes, such as litigation, but is not the best description of typical workplace conflicts., Subjective Conflict (D): This type of conflict can indeed have multiple solutions, contrary to the statement in the option., Reference: SHRM outlines different types of workplace conflicts and their characteristics (SHRM, Understanding Intraorganizational Conflict)., References:, SHRM. (n.d.). Managing Workplace Conflict. Society for Human Resource Management., SHRM. (n.d.). Types of Workplace Conflict. Society for Human Resource Management., SHRM. (n.d.). Conflict Resolution Strategies. Society for Human Resource Management., SHRM. (n.d.). Understanding Intraorganizational Conflict. Society for Human Resource Management., ]

[: SHRM guidelines emphasize the importance of having anonymous reporting mechanisms to encourage the reporting of unethical behaviors without fear of retaliation.,  Proactive Data Monitoring: Management should engage in proactive data monitoring to detect anomalies and irregularities in financial transactions. This includes regular audits, real-time transaction monitoring, and data analytics to identify patterns indicative of fraud., Reference: According to SHRM, continuous monitoring and analysis of financial transactions are crucial for early detection of asset misappropriation and fraudulent activities.,  Employee Training and Awareness: Educate employees on recognizing and reporting fraudulent activities. Awareness programs can help employees understand the types of fraud and the importance of reporting them., Reference: SHRM recommends regular training programs to inform employees about fraud detection and the use of tip lines.,  Internal Controls: Strengthen internal controls to prevent and detect fraud. This includes segregation of duties, authorization processes, and regular reconciliations., Reference: Effective internal control systems, as outlined by SHRM, are essential for minimizing opportunities for asset misappropriation.,  Regular Review and Follow-Up: Management should review the reports from the tip line and the findings from proactive data monitoring regularly. Immediate follow-up on any red flags or suspicious activities is critical., Reference: SHRM highlights the importance of timely investigation and response to fraud allegations to maintain a secure and ethical workplace., , ]