Problems solving for members and member companies

Problem SolvingAPMA is focused on development of protected professional organization and proposing member-centric philosophy for development. This means that each member will have right to be majority and his problems is organizational problem. This type of membership organizations we be called union type and even thought we are not workers union we have made policy for self protection and development of potentially healthy environment.


As APMA has been established in the age of Internet Networking the main principle of communication for APMA will not be meetings but online communication instead. Networked societies can change a lot in the society as they are mainly involving highly communicative and developed persons. And this is the main point to push union type membership with in APMA.


APMA will start social on-line dialog in the society to show a pattern of exploitation within organizations. We understand that this might be one of the important issues, and simply what we offer to recognise when a members contract has good terms that need to be encouraged and bad ones that need to be discouraged where possible. We understand that pushing on organization is not good way to made them change so we are about to share negotiating strategies that work for many Armenian companies at the time of conflicts arise. At the same time, encourage members to provide support for community organisations that are running their own projects offer to do the project management for them, or train their members in doing it for themselves. This will improve the working environment in the organizations and will establish healthy relations within community.


The idea to look at exploitation and abuse patterns in Armenian organizations is very good to show all bad examples and to show how to fix it. This is not to judge them but instead to show members how to change the situation and environment. And this leads to set up a flying squad of project managers who can respond quickly to support members when they have a problem with their own work. Show up not bad but good examples for fixing situation. This required getting to know more about conflict resolution strategies. On the other hand, if every member gets a course in conflict resolution, they will be more effective in their work and be more able to deal with aggression from others. So we are proposing a lot of one-day-workshops on conflict management including human resource management.


Of course, we will do much more for the next few years, even to start helping to care for members who have lost their jobs to help them find new work or donate to funds to help them through a bad time. Sure "Getting a better deal for our members" want be enough, and will actually sound threatening. This why, we are not focusing on union type problems management. We believe that healthy dialog and human help can make out much more than anything else.




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