| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "DISPUTE RESOLUTION WORKPLACE": |
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Negotiation and Dispute Resolution Within the Workplace, 2002.
A look at the process of negotiation and dispute resolution within the workplace and how the stages of negotiation work.
3,650 words (approx. 14.6 pages), 11 sources, $ 133.95
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Abstract
This paper looks at the idea of negotiating within the workplace with special reference to dispute resolution and how they can be resolved by using simple negotiating techniques with like-minded approaches and a meeting of minds. The paper begins with the stages of negotiating and uses the business model as its approach. Further reference continues with the ideology of negotiation and the psychological aspects of this meeting of minds and finishes with disputes within organizations or the workplace.
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Dispute Resolution in the Workplace, 2004.
This paper uses a hypothetical workplace dispute around a sexual harassment issue to discuss dispute resolution in the workplace.
920 words (approx. 3.7 pages), 3 sources, MLA, $ 32.95
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Abstract
This paper explains people have a tendency to assume that parties to a sexual harassment complaint cannot work together to resolve the dispute; but, by using mediation, the manager can potentially save the company?s relationship with both employees and avoid a lawsuit. The author points out that, in today?s work environment, both employers and employees are recognizing that they should not treat each other as adversaries when they must produce goods or perform services together. The paper stresses that workplace mediation presents important benefits to both employers and employees by providing fast, mutually satisfactory resolutions and by fostering mutual respect through improved communication.
From the Paper
"Mediation of workplace disputes can be very beneficial for companies that have no plans to change the structure or philosophy of their organizations. Employment litigation can be an expensive process, in terms of dollars spent, time lost, and relationships ruined. Mediating disputes as they arise in the workplace can help companies avoid those costs."
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Conflict Resolution: Solving a Workplace Dispute, 2002.
A hypothetical workplace dispute is presented and several options for resolving it are discussed.
1,165 words (approx. 4.7 pages), 4 sources, MLA, $ 40.95
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Abstract
This paper details a scenario of a fictitious work dispute between an employee and supervisor and subsequently the entire staff, after the employee was not promoted as agreed. The paper then presents four options for solving the dispute - authoritative command, problem solving, compromise and expansion of resources.
From the Paper
"The dispute occurring began between an employee and a supervisor. The employee had worked for the company for three years, working towards a position as a supervisor. This was noted in their performance review and was also incorporated into their work plan. The employee both worked and completed studies in business to assist them in gaining the expected promotion.
"After three years, the promotion became available. The employee was told by the department manager that they would not be getting the promotion but that somebody else would be hired from outside of the organization. The position was advertised and a new person recruited.
The employee enquired as to why they would not be considered for the position but was given no direct answer. The employee initiated discussion with their boss to find out the reasons for their non-promotion, but was given no specific reasons."
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Alternate Dispute Resolution (ADR) and Lawyers Ethics, 2002.
Examines the ethical responsibility of lawyers to offer their clients alternate dispute resolution to resolve conflicts.
6,466 words (approx. 25.9 pages), 22 sources, APA, $ 149.95
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Abstract
In today?s society, lawyers are encouraged to present the option of pursuing alternate dispute resolution to clients as a matter of good practice and lawyers who fail to do so may be subject to malpractice liability. This paper explores the growing popularity of alternate dispute resolution (ADR) due to the high costs, both financially and to relationships, of traditional litigation.
Subtitles in the Paper: Alternate Dispute Resolution; Ethics and Dispute Resolution; The Costs of Conflict; Ethical Issues in Choosing Whether and How to Mediate; Client Satisfaction; Methods of Dispute Resolution in Businesses; The Role of Counsel; Results of Alternate Dispute Resolution; A Lawyer?s Duty to Advise About ADR; Ethical Rules of ADR; Lawyer as Client Representative or Advocate; Lawyers as Neutrals; Conflict of Interest; Malpractice and Negligence; History of ADR; Everyday Disputes; Determining the Role of a Mediator; Conclusion.
From the Paper
"Alternate dispute resolution is a practical business and personal solution, as there are significant costs associated with different ways of resolving disputes, which often outweigh the conflict itself .
The direct costs associated with disputes include the fees of lawyers and other professionals. In 1994, nearly 18 million cases were filed in U.S. courts at a cost of $300 billion.
Productivity costs involve the value of lost time, or the cost of what those involved would otherwise be producing. Continuity cost is the eventual end of relationships that would have continued without the conflict. Emotional cost reflects the pain of focusing on emotions and the problems this can cause psychologically."
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Dispute Resolution in a Business Environment, 2002.
Examines the importance of dispute resolution experts to ensure the smooth running of a business.
2,713 words (approx. 10.9 pages), 6 sources, APA, $ 81.95
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Abstract
Over the past few decades, there has been a dramatic change in the way that businesses and courts approach dispute resolution. Businesses are now encouraged to resolve disputes by alternative methods, such as mediation and arbitration, rather than take all disputes to court.
This paper shows that effective dispute resolution is vital to the reputation of businesses, as well to the growth of trade and investment. Many methods of dispute resolution attempt to resolve conflicts that do not involve an alleged violation of law. This paper discusses Alternative Dispute Resolution (ADR) which refers to any form of mediation or arbitration and their use in resolving disputes and is largely used amongst companies worldwide to resolve business disputes. The paper shows that many ADR approaches are very flexible and include early neutral case evaluation, facilitation, conciliation, mediation, arbitration, negotiation, or any other dispute resolution method that may be appropriate for a particular dispute. The paper looks at the reasons behind the increasing popularity of ADR including the fact that a growing number of legal mandates require the use of mediation and arbitration to resolve disputes.
From the Paper
"Companies around the globe have used arbitration and mediation to settle a variety of disputes. For example, in the United States, arbitration and mediation are often used to settle labor disputes that are rooted in conflicting interpretations of existing employment contracts, construction disputes between general contractors and subcontractors relating to construction damage claims, or between contractors and owners relating to the nature of work and payment clauses in employee contracts, and shareholder disputes concerning the valuation of stock in closely held companies (Riskin, 1997, p. 277-279)."
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Mediation and Dispute Resolution, 2005.
This paper examines different forms of alternative dispute resolution and makes a case why mediation is the best of these alternatives to litigation.
1,202 words (approx. 4.8 pages), 2 sources, MLA, $ 41.95
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Abstract
This paper discusses how in an increasingly heterogeneous American society, the formality of courts and their adherence to the traditional adversary model has led to the recent emergence of several methods of alternative dispute resolution (ADRs). It examines how some of these methods, which include mediation, negotiation and arbitration, provide an alternative to litigation and have several advantages. It attempts to show that mediation is the most effective form of alternative dispute resolution, by examining the current system, the adversarial system and what aspects of this system create the need for alternative forms of dispute resolution. It also compares its advantages to the other forms of alternate dispute resolution.
From the Paper
"In examining the reasons for the need of alternative dispute resolution, it is necessary to analyze the current method of resolving conflict in the American legal system. This system, known as the adversarial system, bases its existence on the central tenet "that conflict resolution is best achieved through an adversary process" (Levett Notes). This consists of two parties in a courtroom represented by an appointed advocate who is familiar with the law. The advocate presents his client's case before the judge, an independent fact-finder who weighs the merits of the case and evaluates their consistence with the law. This system is different from the inquisitorial system, which is used primarily in Europe, and has several crucial distinctions from the adversarial system."
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Alternative Dispute Resolution, 2006.
A discussion regarding alternative dispute resolution as opposed to taking legal action.
1,280 words (approx. 5.1 pages), 5 sources, MLA, $ 43.95
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Abstract
This paper discusses the advantages of taking alternative dispute resolution rather than legal action and the specific conditions under which it is more beneficial. This paper shows us that the advantages of alternative dispute resolution are not universal, nor automatic, but should be the result of early screening and careful decision making.
Contents:
Overview
Overview of Alternative Dispute Resolution
Reported Advantages of Alternative Dispute Resolution
Recommendations
Conclusion
From the Paper
"Alternative dispute resolution describes the settling of disputes outside of a traditional legal arena (Legal Information Institute). Alternative dispute resolution can be used in almost any type of situation. This can include family, neighborhood, housing, and environmental disputes. Dispute resolution can be used in a number of business situations, including personal injury, employment, and consumer disputes (Center for Analysis of Alternative Dispute Resolution Systems). Alternative dispute resolution is also sometimes called dispute resolution or appropriate dispute resolution (Center for Analysis of Alternative Dispute Resolution Systems).
Alternative dispute resolution is actually a catch-all term that refers to a number of different processes used to resolve disputes. In reality, there are a number of different types of dispute resolution processes. These include arbitration, early neutral evaluation, mediation, a mini-trial, negotiation, neutral fact-finding, ombuds, private judging, settlement conferences, a summary jury trial (Center for Analysis of Alternative Dispute Resolution Systems), and conciliation (Legal Information Institute). Arbitration and mediation are the most common forms of disputer resolution (Legal Information Institute)."
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Alternative Dispute Resolution as a Tool in Public Policy, 2003.
A comprehensive overview of alternative dispute resolution methods and approaches.
6,558 words (approx. 26.2 pages), 21 sources, APA, $ 150.95
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Abstract
In the past, duels and showdowns were commonplace methods of dispute resolution, but things have changed. Perhaps as a reflection of a more complex society or a growing recognition of individual rights, the United States has experienced an enormous increase in the number of lawsuits filed over the last half of the 20th century. However, when people and businesses are faced with resolving problems in a fair and equitable manner, they have many other options available to them, which have become increasingly popular as court calendars continue to lengthen. Alternative dispute resolution has greatly expanded over the last several years to include many areas in addition to the traditional commercial dispute; mediation has become an important first step in the process. This paper provides an overview of alternative dispute resolution methods and approaches, a discussion of potential drawbacks and constraints, and an assessment of whether these methods are appropriate for the public sector. A summary of the research is provided in the conclusion.
From the Paper
"Some jurisdictions and courts in the U.S. require early neutral evaluation. Under early neutral evaluation, parties to litigation are required to make presentations to a neutral evaluator. The evaluator is engaged to provide both parties with an assessment of the strengths and weaknesses of their respective positions, and to facilitate disputes. Courts in some jurisdictions may have case management conferences at which time staff counsel or other court officers may take active roles in promoting settlement discussions."
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The Alternative Dispute Resolution (ADR) Process.
This paper discusses the alternative dispute resolution (ADR) process as applied to a mortgage company.
950 words (approx. 3.8 pages), 8 sources, APA, $ 33.95
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Abstract
This paper explains a distinguishing feature of alternative dispute resolution is that the decision is made by an individual who is completely impartial in that decision and who refers to some standard rights, duties, law or common-law, and then applies some credible and authoritative body of rules or precedents. The author points out the characteristics of the process is a quick solution, confidential and without prejudice, in which the parties can discuss and debate the dispute before the dispute is a locked-in condition. The paper stresses that the importance of the individual being properly informed of the legalities in the mortgage ADR process because, within the mortgage lending company sector, there are mortgage companies considered to "predators in lending," charging unnecessary premiums in insurance and excess interest.
Table of Contents
Statement of Thesis
Introduction
Characteristics of the ADR Process
Characteristics within the Mortgage Company ADR Process: A Fictitious Example
The Applied Process of Alternative Dispute Resolution
Summary and Conclusion
From the Paper
"A scenario is given in the work entitled 'First City Bank and the Press-Developing a Public Relations Strategy" is that in which a mortgage company scam has been discovered and has been published in the local paper. First City Bank is stated as being involved through having offered "allegedly high interest rate loans in low-income and minority neighborhoods as well as a high number of foreclosures in these areas." Further stated is the fact that private mortgage companies have been accused of collusion in relations with contractors and that the blame has been placed on the government within the city."
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Dispute Resolution, 2006.
A discussion on dispute resolution and its value within a company.
1,983 words (approx. 7.9 pages), 1 source, MLA, $ 63.95
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Abstract
This paper presents an example of a dispute resolution model. The writer explores a viable model for dispute resolution and provides the details of that process in this paper. The paper illustrates decision making, power of those involved, low cost for the process and how it will be effective for those that use the model.
From the Paper
"It provides the opportunity for those involved in the dispute to determine its edges and core and then place the dispute against those who have an interest and a right in seeing it resolved.
It also allows the issue of power in the workplace to be addressed. It maintains the sense of chain of command by allowing the first higher up to hear about the dispute or problem before anyone else does and provides that person the opportunity to correct it if possible. If that person is involved in the dispute however, it allows the employee to have a way to file the complaint without having to take it to the person it is about simply because that person is the next up on the chain of command ladder."
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Alternative Dispute Resolution, 2005.
A critical examination of alternative dispute resolution in the U.K. in relation to commercial and business disputes.
1,655 words (approx. 6.6 pages), 25 sources, APA, $ 53.95
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Abstract
The paper examines the various methods of dispute resolution that are available to parties and critically examines the various disadvantages and advantages of the most popular methods of alternative dispute resolution (ADR). It also examines litigation and discusses to what extent ADR has replaced litigation.
From the Paper
"The case management introduced by Lord Woolf has encouraged the use of ADR and CPR rule 44 has meant that severe cost penalties can be imposed by the courts if ADR is not considered or is refused unreasonably. This is demonstrated in the case of Dunnett , here Railtrack had successfully defended an appeal from Dunnett and sought its costs, when the trial judge had granted Dunnett leave to appeal he advised her to consider ADR, she approached Railtrack but they refused the ADR. The Court of Appeal held the parties had a duty to further the overriding objective of the CPR and that this included considering ADR, in this case Railtrack had failed to do this before the cost of the appeal had begun to accumulate. This attitude by the courts demonstrates the importance that is placed on ADR and it puts it at the centre of the civil justice system."
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Dispute Resolution, 2002.
An example of conflict or dispute resolution methods as applied to a particular situation.
1,507 words (approx. 6.0 pages), 2 sources, APA, $ 49.95
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Abstract
In this paper, the writer describes a dysfunctional (harmful) hypothetical conflict situation in an organization and applies various conflict resolution methods to resolve the dispute. The desired outcomes of such efforts and possible scenarios in which challenges are presented to the dispute resolution efforts are also discussed.
From the Paper
"Dispute (or conflict) is one of the most common human emotions; hence it is a rare workplace or organization that is completely free from conflict. While traditional theories about workplace conflict recognized it only as a negative force that adversely affected the working of an organization, modern day theories recognize that conflict may not always be harmful. Some organizations even promote a degree of conflict among their employees, believing it to be a beneficial phenomenon for stimulating creativity and growth. It is, however, commonly observed that dysfunctional conflicts in workplace, particularly in team or group situations cause significant distress and adverse emotions among the people involved. If such disputes remain unresolved for some time, they are likely to take a heavy toll on employee morale and result in personal, social and economic costs."
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Online Dispute Resolution, 2004.
Study of emerging theories of dispute resolution concerning the online environment.
9,788 words (approx. 39.2 pages), 7 sources, APA, $ 199.95
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Abstract
This study takes a critical look at the current trends of Online Dispute Resolution (ODR) and possible alterations that can be made, based on behavioral characteristics of participants and the impact they have on the interaction. Specifically the study measures behavioral differences of participants who negotiate in online environments.
Structure of ODR
Theory of ODR
Pros and Cons of ODR
Current ODR Implementations
Conflict and Negotiation
Conflict Behavior
Psychology of the Internet
The eBay ODR Experiment
From the Paper
"ODR represents a field of conflict resolution that uses a network, namely the Internet, to facilitate communication between parties in a dispute. This environment provides an economical way for the participants to have contact without the necessity of meeting face-to-face. Ethan Katsch (2000) argues that ODR is here to stay because it creates a solution for parties in conflict that are at a distance and need speedy resolution. It fills the void of jurisdictional uncertainties that are created when the Internet makes the walls of countries invisible. Legal authority over conflicts is managed by the contractual agreements obtained in the mediated settlements of the parties."
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Dispute Resolution, 2003.
Describes a hypothetical workplace dispute and applies various conflict resolution theories and tools to resolve the dispute.
1,628 words (approx. 6.5 pages), 1 source, MLA, $ 53.95
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Abstract
Using a fictitious work dispute, as well as Stephen P. Robbins text entitled "Organizational Behavior", this paper discusses various theories which might be applied to work through the dispute and resolve it. The paper begins by describing the hypothetical workplace dispute - a disagreement over the terms of a new employment contract between a professional sports league?s owners and players. It then defines the term 'conflict', using both Robbins' definition of conflict from the text, as well as the author's own interpretation of conflict. The paper thereafter discusses the desired negotiation outcomes from the perspective of both the players as well as the owners concerning the dispute. It does this by discussing Robbins' distributive bargaining and integrative bargaining, as well as forms of negotiation. The paper then talks about several decision-making biases that hinder the dispute resolution effort, citing several scenarios that could result because of these different biases. Finally, the paper concludes by summarizing everything in a final paragraph.
From the Paper
"While it would be preferable for the players and management to seek an integrative solution to their workplace dispute that will result in positive benefits for all, they will have to overcome several decision making biases that may hinder their negotiations. The biggest problem they may run into is engaging into is an irrational escalation of commitment. Robbins defines this as a situation where people continue a previously selected course of action beyond what rational analysis would recommend, because of the time and money they have already invested in pursuing that action (Robbins 585). Because of the emotional highs on both sides and the public scrutiny that are placed on the negotiations, both sides may be reluctant to give any ground or demonstrate any weakness at the negotiation table. Thus, both sides might willingly jump off a cliff together and engage in a work stoppage that will be detrimental to both of their interests."
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Alternative Dispute Resolution, 2008.
A look at the role mediators can play in employee dispute resolution.
1,052 words (approx. 4.2 pages), 4 sources, APA, $ 36.95
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Abstract
This paper illustrates how effective in-house or outside mediators can be in resolving disputes between labor and management in large organizations. The paper specifically focuses on the dispute between General Motors and the United Auto Workers regarding the generous pensions and health care settlements to retirees and current workers that were bankrupting the firm. The paper explains the resolution that was worked out between the two parties and notes that, as a result of the mediation process, it was revealed that the two parties had more in common than might be originally perceived, as both GM and the UAW knew that if GM had to declare bankruptcy, GM's workers would lose even more.
From the Paper
"During the one recent example of very public labor negotiations between General Motors and the UAW, GM told the representatives of the United Auto Workers union that generous pensions and health care settlements to retirees and current workers were bankrupting the firm. Although the UAW resisted, GM threatened that if the company went bankrupt the suffering of working and retired GM employees would be even greater, as they would lose everything. Eventually, under a deal conducted through formal, mediated negotiations the union agreed that GM's health-care costs for union members, retirees and their families would be increased, and employees agreed to pay more for their health care and benefits, in exchange for an agreement with GM that kept some of the original benefits intact. "
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