Dispute resolution paper
Abstract Dispute and conflict are common problems that may affect organization efficiency and productivity. If properly handled, dispute can be a positive force towards a better work environment and relation. This paper will use a hypothetical workplace dispute to apply the various theories and assessment tools for resolving conflict. ... I reached the conclusion that dispute resolution is efficient if mangers in charge of resolving conflicts possess the dispute resolution skills and the dispute resolution plan to be proactive in pre-empting or anticipating disputes if possible, or worse case scenario detecting conflict at early stage. A Dispute Resolution Plan For an organization to be effective and efficient in achieving its goals, its workforce need to have a shared vision and clear objectives of what they are striving to achieve. ... In this paper I will analyze a real life example by detailing the characters involved, the conflict nature and outcome on the business and finally how it was resolved. To illustrate I will use a hypothetical workplace dispute. ... In our hypothetical dispute, Sara tried to use this technique by using her status as a Full time employee, as well as the fact that she knows the management team to play it to his own benefit and fortify her ambition or wish to lead. ... How the management should resolve the dispute? Mcnamara said conflict resolution is based on three rules. The parties involved in a dispute must be willing to resolve their dispute, not all conflicts can be resolved and conflict is a good force and not a negative one. ... Is that enough to resolve the conflict I described in my hypothetical dispute? ... From prevention to early intervention, the management could than move to resolution if all failed. Conflict resolution should follow agreed mechanisms to collectively discuss and resolve issues. ... If applied to the dispute above, it would have provided a democratic process to achieve integrative problem solving, equity and fairness to find ways to co-operate among the various team members. ... If team members can not resolve the dispute among each other, the manager should intervene and act on behalf of the organization. ... The role of a manager is to maintain responsibility for problem solving and conflict resolution at the level of those who own the challenge. Several roles taken on by the manager as the person resolving a dispute, include understanding each participant’s perspective; setting ground rules for improved communication; coaching participants on effective interaction styles; equalizing power; and helping participants plan for future interaction.