Workplace conflicts harm the company’s productivity and culture. Addressing the disputes helps an organization to run effectively. The commonly used dispute resolutions in business are mediation, negotiations, and arbitrations. Conflict resolution methods influence the relationship between stakeholders.
Mediation in dispute resolution involves the engagement of a neutral mediator in finding a constructive discussion. The technique promotes a greater degree of control between stakeholders. The parties have an equal say in settling the conflict. For example, in ABC Company, Jane should have mediated the dispute between Kareem and Thomas on the decline in job productivity to avoid termination choices later (Southern New Hampshire University, 2016). The mediation process does not guarantee the realization of agreement between parties involved in the dispute, and thus, in most cases, it ends up in court.
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Negotiation is a business dispute resolution method that involves a discussion between parties aimed at reaching an agreement. The technique helps in building better relationships between employees. Utilizing proper negotiation methods fosters goodwill regardless of the differences between stakeholders involved (Smith, 2015). A good negotiation leaves dispute parties satisfied and ready to work together. For example, in ABC Company, Thomas could have negotiated with Kareem about balancing his duties and prayer. Negotiation might not be effective because it lacks the legal protection of stakeholders involved. The method is based on the discussion between co-workers on the need to end their dispute. Parties might not obey the agreement between them, thus making it ineffective. For example, in ABC Company, the negotiation method could not be guaranteed between Kareem and company on how he can pray and at the same time ensure he delivers his work effectively.
Arbitration involves the submission of a disputed issue to an impartial person for a resolution. The method is beneficial because it is done more formally. The arbitrator conducts hearings based on presented testimonies, exhibits, and documents (Nikfarjam, 2015). For instance, if ABC Company were to utilize the technique concerning Kareem's case, Thomas would have presented testimonies from other employees and statements of how Kareem's job delivery had declined (Southern New Hampshire University, 2016). The method lacks transparency since the arbitrator may make their decision without issuing an explanatory or written opinion. Such may leave room for biasness.
References
Nikfarjam, P. (2015). The rise of the workplace ombudsman. Canadian HR Reporter. ProQuest Central, 14.
Smith, J. (2015). Challenge of contract provisions a no-go for Nova Scotia engineer. Canadian HR ; ProQuest Central, 5.
Southern New Hampshire University. (2016). WCM 620 Final Project Case Study. https://learn.snhu.edu/d2l/lor/viewer/viewFile.d2lfile/182245/5271,1/
