Alternative Dispute Resolution: University of Phoenix Learning Team

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

People work in groups or teams everyday whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral, and ethical beliefs and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals with keeping the greater good of the team in mind. Conflict as it arises should be combated and abated through swift and thorough resolution techniques. When dealt with properly conflict resolution can give rise to a cohesive and productive team.

W. Johnson and T. Johnson informs, “The first is that by teaching students the skills, competencies, conceptual understandings, attitudes, and values necessary to resolve conflicts constructively, a safe and productive learning climate will be created.” Once students have mastered the competencies and attitudes they need to resolve conflicts, they will then have to face their own conflicts rather than avoid them. Through this process there will be both immediate and long-term goals.

Cappozzoli, Thomas K. (1995, Dec). Resolving conflict within teams. Journal for Quality and Participation. v18n7, p. 28-30

After hearing from all parties involved in the conflict, participants are sometimes able to come up with a resolution for the problem they are facing

What are potential conflicts that might arise among or between team members during this course? How will team members deal with these and other conflicts?

Jack and Jill, residents of Orlando, FL, had a nasty incident involving a hill, some water and a broken crown, in which both parties got hurt. Jack and Jill ended up suing each other in Florida state court. After a few months of nasty motion practice, Jill comes to your office and tells you that she's heard of this wonderful thing called mediation, under which she and Jack could be helped to reach a settlement. She has a few questions for you about mediation, all under Florida law:

The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to

In this writing, we will explore and explain strategies of conflict resolution and, encourage teams, individuals and society as a whole to use some of these ideas for their own resolution purposes. “In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes.” (Conflict resolution, 2008). With this in mind, individuals will have hope for a more positive team experience.

Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. K. (2008). The critical role of conflict resolution in teams: A close look at the links between conflict type, conflict management strategies, and team outcomes. Journal of Applied Psychology,

Going to trial is not the best option to resolve disputes. The majority of people use Alternative Dispute Resolutions or ADR, these procedures are less formal and controversial than going to trial to attain an agreement. Besides going to court people has the possibility to use other procedures, the most commonly used are mediation and arbitration.

Conflict can be an issue but it can also help a group come to a decision. According to the

Generally, the simplest form of alternate dispute resolution is negotiation. Negotiation allows the parties to meet informally with or without their attorney’s present to settle their dispute. This process does not require a neutral third party to be at the meeting because the parties reach a resolution on their own terms.

other’s opinions. When the conflict between the parties go unnoticed for a longer period of time, it turns into violence. Conflict between parties can either be dealt or resolved through litigation or by alternate process or processes. Normally opting for litigation is very expensive when compared to Alternate Dispute Resolution methods(ADR). Resolving disputes by ADR methods can be both financially and emotionally beneficial to the parties in dispute. Sometimes, during the process of resolving a conflict either both the parties to the dispute may win or both the parties may lose. Resolving a conflict through ADR methods are less time consuming than litigation and that is the reason why ADR methods are nowadays considered to be the most appropriate and preferred means of resolving disputes.