SURYA.S. S.,DR. ASHA SUNDARAM,DR. THANGAMAYAN
DOI: https://doi.org/The general aspect of prejudicing the role of psychology in legal arena in organizations, HR policies, aspect of management strategies and its deployment with psychological legal laws seems not impact-able. The research aims to explain and identify the measures to determine the drawback and incompatibility of psychology and law in HR policies for women employees in Multinational and national companies in Chennai. There are several procedures adopted to resolve conflicts of disputes, there has no proper attention given to people who are the reasons for causes of conflicts. The study focuses on people who directly or indirectly influenced by the conflicts resulting in victim and face mental emotional instability and employees who do feel the stress with working culture and environment instability needs a vital support and gratitude towards determining how the research proposes the Seetha theory(safety, equality, ethical, tranquillity, humanity and awareness) framework aims to enhance emotional balance and mental health stability in work place. The psychological factors causing the conflicts are ignored and not considered for conflict resolution. The study recommends to have a psychologist (by psychometric tools) and a lawyer to ensure legal policy seeth (safety, equality, tranquillity, ethnical and humanity) framework. The guidelines suggested may address those issues of conflict and mental health disparities faced by employees and woman at very earlier stage of conflict resolution.
