To address workload distribution disputes among academic staff, open communication is crucial. Faculty members should share their concerns and perspectives in a respectful manner. Facilitating discussions can help identify underlying issues and find common ground. Implementing fair and transparent workload allocation policies, considering individual expertise and preferences, can also contribute to a more equitable distribution. Seeking input from all stakeholders and involving relevant administrators can help reach a consensus and ensure a sustainable solution.

I believe the Key principles transparency, data-driven decisions, and inclusive input while maintaining efficient decision-making. 1. Develop an equitable functionality document 2. Form a small working group of module/course coordinators to oversee draft teaching schedule/timetable 3. Open communication with the faculty on the workload 4. Engage HR when necessary to hire new part time/fractional/full time faculty 5. Assess curriculum teaching load to redesign delivery of few teaching activities

The W word is always interesting to hear. Yes, it matters, but often it's not the workload that is the real issue. There are other factors, often hidden, that come into play. The most common reasoning is about priorities - individual priorities not quite lining up with that of a department or an organisation. It sometimes crosses the boundary of attitude as well & maybe even a dislike to the tasks & responsibilities listed. The role of the team leader is to put a positive spin to the work that needs doing. This inself requires a certain skill to understand the staff member beyond the workloadl focus. To offer an olive branch and negotiate a give & take arrangement so both parties get what they are looking for... maybe now or in the future.

I often find that it’s not the workload, but often the organisational expectations pivoting to external factors and then individuals or teams to then move to meet these changes. Some individuals and teams pivot and others don’t. It’s also about cutting out what doesn’t need doing anymore and focusing what does need doing.

To resolve conflicts over workload distribution among academic staff, organize a meeting for open communication where everyone can share their concerns. Identify the root causes of the disagreements and collaboratively explore fair solutions that balance individual strengths. By fostering teamwork and compromise, you can achieve a more equitable workload distribution.