...Third Party Conflict Resolution January 17, 2013 Third Party Conflict Resolution In the negotiation process, the use of third-party conflict resolutions often comes into play when parties cannot seem to reach an agreement regarding resolving mutual interests. These types of third-party conflict resolutions are: arbitration, collaboration, litigation and mediation. For the Seatcor Manufacturing Company, the use of third-party conflict resolution is necessary. The researchers of Team A have reported collaborative ideas of this case by (1) analyzing the possible intervention strategies, (2) applying what is thought to be the best strategy, (3) explained how the best strategy should resolve the conflict, and (4) developed a contingency plan in case the best strategy does not work, or is rejected. Intervention strategies Possible intervention strategies include negotiation, mediation, arbitration, litigation, collaboration and hybrids. Two types of hybrid intervention strategies are mediation – arbitration and arbitration-mediation. • Negotiation - There are four elements to the negotiation process, which include managing interdependence, engaging in mutual adjustment, creating or claiming value, and managing conflict. Negotiations consist of two or more parties be that individuals, groups, or organizations. A conflict of needs and desires exist between parties and the parties chose to negotiate. Parties expect a “give and take” process that is fundamental...
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...|School of Business | | |MGT/445 (3 Credits)Version 1 | | |Organizational Negotiations | | |Puerto Rico Campus | Copyright © 2009, 2006 by University of Phoenix. All rights reserved. Course Description This course provides an overview of negotiations in an organizational setting. Students learn negotiation processes and strategies, the role of stakeholder interests in negotiation, and how to apply these concepts to the workplace. Students also examine conflict management techniques and emerging negotiation trends in globalization and technology. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class....
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...Conflict Resolution and Peacemaking University of Phoenix PSY/400 Dr. Abstract Conflict resolution is a method of facilitating a peaceful resolution of a conflict. It is also knowing how to manage and reduce if not resolve a dispute or a conflict. Japan has been employing a strategy in trying to resolve their current conflict with China through a non- violent means and this is through a simple handshake. The Japanese has been negotiating for the handshaking to happen with the goal of striking a mutually satisfactory deal. Key words: handshake, conflict management, negotiation, collaboration. The current tension between China and Japan over disputed islands in East China Sea has been a cause of concern by political and economic leaders in the Southeast and East Asia Regions. However, the tension could be lessened by nonverbal gestures and niceties as asserted by Katie Shonk in her Harvard-published article on November 5th, 2014 entitled “For Conflict Resolution in Asia, A Simple Handshake Could Go Far” (Shonk, 2014). A simple but significant gesture, a handshake between Japanese Prime Minister Shinzo Abe and Chinese President Xi Jinping is what the Japanese officials hope will happen during the regional economic summit in Beijing scheduled this month. There are two major factors that have caused the strain in the relationship between the two countries. First is the refusal of Xi to meet with Abe. It was surmised that “Xi would not engaged in formal...
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... Copyright © 2009, 2006 by University of Phoenix. All rights reserved. Course Description This course provides an overview of negotiations in an organizational setting. Students learn negotiation processes and strategies, the role of stakeholder interests in negotiation, and how to apply these concepts to the workplace. Students also examine conflict management techniques and emerging negotiation trends in globalization and technology. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Cellich, C., & Jain, S. C. (2004). Global business negotiations: A practical guide. Mason, OH: Thomson/South-Western. Coltri, L. S. (2004). Conflict diagnosis and alternative dispute...
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...THIRD INDIA-EU SEMINAR ON EMPLOYMENT RELATIONS AND RESOLUTION OF CONFLICTS (NEW DELHI – SEPTEMBER 22-23, 2008) India and European Union (EU) have entered into a Joint Action Plan to have a policy dialogue and cooperation in the fields of employment and social policy to share experience, periodic exchange of views and information on the following issues:(i) Labour and employment issues, including employment policies, restructuring, the global employment opportunities and requirements for trained manpower; (ii) Human resource management in particular through training and skills development; and (iii) Social Security. 2. In line with the Joint Action Plan, the Ministry of Labour & Employment, Government of India has signed an Memorandum of Understanding (MOU) with the European Commission to strengthen dialogue and exchange of views and information on issues of common interests within the area of employment and social policy such as: skills, training and employment, social security, occupational health and safety; workers’ participation in management; and other relevant issues jointly identified. The structured dialogue consists of exchanges of experience, best practice, views and information on topics of common interest, trends and policy developments related to the above areas. As a part of this structured dialogue, it has been agreed upon to organize a joint seminar on mutually identified issues every year. These seminars will bring together EU and India government...
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...Introduction…………………………………………………..3 3. Literature Review of Articles……………………………… .4 4. Antecedents………………………………………………….10 5. Costs and benefits of conflicts………………………………12 6. framework ………………………………………………….14 Executive summary The purpose of this report is to deal with the conflict resolution strategies of organizations. The study of articles used in this report reveled certain conflict resolution strategies that can be used in this report we shall discuss about both the advantages and disadvantages of the conflicts. How management can tackle the conflict management situation using management resolution techniques is discussed in the articles. Conflict situation prevails in almost every organization the report brings out certain useful tools which can assist the management in conflict resolution. The report deals with various aspects and causes of conflicts occurring in the organization. There are different levels of conflicts occurring at different levels of organization .The report also deals with interpersonal skills that managers require in order to mange conflicts within the organization. It also describes the constructive and destructive conflicts. And it provides a brief framework for the management to work with when conflict situation arises. ...
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...2.2 Conflict resolution and mediation in a primary care trust Workplace conflict has become increasingly focused on individual employment dispute, policy makers have placed a particular emphasis on workplace mediation, however the broader impact of mediation has been ignored. Here we introduce of an in house mediation scheme, it explains mediation impact on workplace relations and dynamic conflicts between union and management. The processes of dispute resolution cannot be divorced from the pattern of workplace relations Therefore outcomes of individual disputes are subject to processes of negotiation and re-negotiation and conditioned by what Edwards P (2000) calls the politics of the management of labor, this underlines the importance of examining mediation through a lens that accepts that the management of individual conflict should reflect a balance of workplace power. Importantly the expansion of mediation could be seen as...
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...inside the organizational premises. Team work defines the harmony and patience essential to be present in members for the reason of achieving goals in association with team. Research can be down specifically to the conflicting resolution by collaborative attitude building through group activities; making it useful in organization to avoid union based grouping for the reason of enhancing employee productivity Team Building and Conflict Resolution Conflicts reflect the difference in the opinions and ideas that may arise among the group members either due to any cultural barrier or any other workplace hatred due to unequal distribution of power and recognition for performance. Therefore it shows that individual work related activities are subject to give raise to conflicts due to above stated actions. However, in any case if it arise, it is better to go for team building strategies for conflict resolution with minimum emphasis on giving leverage for the expansion and strengthening of conflict as it may enhance the differences among the employees followed by decreasing productivity. Team building exercise that I have chosen for the resolution of conflict inside the organization is ‘Acid River’ which is a group based activity in which team members try to solve a big puzzle under the supervision of a leader with visionary ideas as it requires unique way of...
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...KAMAL RAJ (33231125) For the partial fulfillment of the requirement for the Degree of Master of Business Administration University of Madras [pic] Department of Management Studies, University of Madras, Chepauk- 600005. JUNE-2011 PROJECT REPORT-sample.docx (Size: 35.96 KB / Downloads: 25) 1 INTRODUCTION Conflict is a natural and very typical phenomenon in every type of human relationship, and at every level: from intrapersonal (the realm of psychology) to global. Conflict, is one form of social interaction that involves at least two parties who disagree. The two parties argue with each other and dispute issues they both care about. Conflicts occur between persons, organizations, communal groups, and states, reflecting relationship within a family, a community, and an international system. Interest disputes are immediately provoked by broken agreements, unobserved norms, and competition in the use of resources. Conflicts can be long lasting, destructive, or a combination of the two . One of the key-questions regarding conflicts is how to manage and resolve them. As modern societies have become more complex, problems of managing conflict have become cardinal, with broad implications for human well-being and social change. Motivation In this age of extensive market competition, the need to improve the internal conflict management capabilities of the organizations , is far more greater asset than any other capability , in order to realize...
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...Traditional and Non-Traditional Litigation LAW/531 May 21st 2012 Traditional and Non-Traditional Litigation Traditional and nontraditional are two sides of a coin as the main purpose of both is to reach at a resolution; however the strategies, and procedures adopted by them are different. Many cases nowadays do not reach the trial stage hence it is very crucial to understand the alternate methods of dispute resolution (ADR) just as the traditional litigation system is popular. Comparison- Traditional and Non-Traditional Litigation. Litigation is defined “as the process of bringing, maintaining and defending a law suit”. (Cheeseman, 2010). In a traditional litigation system the decision of the disputes are decided by a judge or jury whereas in a nontraditional litigation system or ADR the decision of the dispute rests in the hands of third party, who assists the disputing parties to come to a decision. In ADRs, depending on the method used, the third parties can be arbitrators, mediators, judicial referees, conciliators. (Cheeseman,2010). Hence, in both forms of litigation, there always a third party making the final decision. Plaintiffs and defendants usually can be used by attorneys in both litigation forms; however ,this is not always necessary. Contrast between Traditional and Non-Traditional Litigation...
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...requirements to work; - Separation of the parties in conflict or reduction of interdependence; - Merger of units to address common challenges; - System of encouragements, rewards. The use of such methods of conflict management helps achieve common goals, and motivates employees, unites them into a single team. As in the real life is not so easy to find out the true cause of the conflict and to find an adequate way to resolve, it is advisable to choose a strategy of behavior depending on the circumstances. There are five basic styles of behavior in the conflict: - Competition or rivalry; - Cooperation; - Compromise; - Adaptation; - Neglect or evasion. When persuing conflict resolution in the workplace there are several strategies that you should try to keep in mind. By having successful workplace conflict management strategies, you will be able to reduce hostility and aggressiveness at work. This eventually leads to greater job satisfaction and growth. It is important to find a balance when seeking a resolution to a dispute. Mediation is often beneficial because there is a neutral person who helps keep communication going and also promotes common ground. You should be...
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...Workplace Conflict: Critical Thinking and Conflict Resolution Charles Weathersby Columbia Southern University Annotated Bibliography Adkins, B. (2004, 5 28). Conflict could be costing your company more than you know. Fort Worth Business Press, pp. p33-33. This article profiles the norms as far as negatives and positives of workplace conflict then proceeds with a five step strategy for management. The article also suggests ways to deal with unresolved conflict in the workplace. It also discusses the impact on the industry that conflict has in regards to productivity; Positives from the use of an effective conflict management strategy; Assessment of corporate culture. Bowling, D.; Hoffman, D. (2003). Bringing Peace Into the Room: How the Personal Qualities of the Mediator Impact the Process of Conflict Resolution. San Francisco: Jossey-Bass. Bringing Peace Into the Room discusses how a person’s own personal values assist in them being an effective mediator. This book isn’t focused on the traditional elements but rather the emotional elements. It discusses how the temperament shapes thoughts that influence the decision making process. The authors base their book on the opinions of several professionals in the field of conflict resolution such as practitioners, academics, teachers, and trainers. Every respected professional interviewed had one common denominator on the subject of mediation and that was the interaction between the parties and the mediator's...
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...for California but when this company began dealings and transactions into Italian, laws and regulations could be very different between the two environments. Regardless of location and business, there will always be some kind of disputes, whether it be suppliers, domestic or international customers, employees. Even though there are issues that do come up in business, be reassured there are always resources to resolve the said disputes. Case What are the various forms of dispute resolution available to your California Company? As shown below, there are multiple ways in which a California company can work to resolve the dispute for the issue on hand. The concern I would have with either of these tools would be if the international company would follow the same as well. Mediation This type of dispute resolution is a negotiation process to come to the best possible solution and normally includes a third party involved to keep the process moving along. Arbitration This dispute resolution is strategy that provides parties to a controversy with a choice other than litigation. Unlike going to court, the parties involved select a third party to work through the process. The tough part of this process is the third person makes the decision in the dispute and it becomes final, just as if the parties went to court. Collaborative Law This process is used many times for example in general practice, divorce or family law. This process involves of problem solving without stress, delays...
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...FOUNDATIONS OF CONFLICT MANAGEMENT Abstract The effect of interpersonal conflict on team performance will be examined, in terms of the most salient types of conflict in the workplace; whether the Chinese setting can be generalized to U.S. work environments; and recommendations for conflict resolution remedies in the workplace. Introduction Disagreement and differences of opinion are regular occurrences not only in the workplace, but in our everyday lives. In fact, disagreement is often the vehicle by which creative and cutting edge ideas are generated. Conflict is something different altogether. Where disagreement can be an expression of confidence, enthusiasm, or caring, conflict is an expression of frustration, self-consciousness, and anger. It is important to identify workplace conflict, understand how it arises and how to most effectively resolve it. Recognizing and understanding what causes conflict in the workplace during its early stages, is the key to a quick resolution of the issue. Types of Conflict The most salient types of conflict in the work place can be categorized as “substantive conflict” and “personalized conflict”. Substantive conflict deals with disagreements among members of the organization about the content of the tasks being performed or the performance itself. The conflict occurs when the members meet a specific challenge and cannot agree on the cause or a proper solution. The differing views may be based on personal opinion,...
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... Workplace conflict must be analyzed as a social phenomenon and this social context means that conflicts are caused by a wide variety of factors, including an increasingly diverse workplace. The focus of this study is on how these forms of social conflict are managed and resolved in the workplace – which has become increasingly more diverse in recent years – with particular attention to innovative perspectives that facilitate better understanding of conflict resolution and improve approaches to conflict management. Managing conflict is undoubtedly one of the most critically important dimensions of the management of the employer-employee relationship. While conflicts or disputes are a natural result of the structure and operations of the workplace, employers need efficient ways to resolve such conflict quickly and fairly to avoid the many negative costs generated by unresolved problems. As the generally weaker party in the relationship, employees need the protection provided by both formal and informal dispute management systems aimed at achieving organizational justice. This issue, as well as many others, is addressed through an extensive review of previously published literature, as well as primary research based on a survey of various organizations in an effort to determine the most effective methods of resolving conflict. Effective Methods of Resolving Conflict in a Diverse Workplace Problem Statement Scholars in organization theory became interested in...
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