Professional And Academic Knowledge At The Fairfax County 's Adr Office

In today’s organizations conflict and power are important elements to the success of any company but can also create negative long term impacts if not addressed. Organizations require enough power within the leaders to get through conflict and enough conflict within individuals to create new innovations. Not all conflict is bad but when there is conflict individuals with power must assist in aligning conflict resolution to assist in understanding for everyone involved in the conflict. The need for successful conflict resolution is vital for employees so that they are capable of moving on and understanding why the conflict was overcome.

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

2. Be able to improve communication systems and practices that support positive outcomes for individuals

More companies are turning to alternate dispute resolution (ADR) as an alterative to the judicial system for settling employee disputes. There are some clear advantages and disadvantages to ADR for both employers and employees. The best-designed ADR programs are those that are fair and impartial. A good ADR program should seek to find the best possible outcome for both parties while saving time and money and preserving relationships. The least effective ADR programs tend to be unfair and perpetuate the imbalance and bargaining power discrepancy frequently found in employer-employee relationships.

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.

2. To make your communication efforts as effective as possible, focus on making them practical, factual, concise, clear, and persuasive:

Created in the early 2000s from the ashes of the non-profit community organization known as The Center for Conflict Resolution, the Center for Dispute Resolution (CDR) is an organization located within the Department of Communication and the College of Arts and Letters at Missouri State University. The goal of the CDR is to provide educational and outreach services that give people, organizations, and communities the tools they need to productively manage conflicts. This goal is accomplished by offering conflict management, mediation, training, and educational services; supporting educational and community programs; and forming collaborative partnerships with key agencies to promote alternative forms of dispute resolution and innovative programs

Integrating; this style of conflict management is concerned with identification of joint problem, confrontation of attitude and proposing the possible solution for the conflict. This style of conflict management is more effective for solving complex issues. Additionally, this style of conflict management tends to be more effective in long run. However, this style of conflict management may not be effective in managing the conflicts that surface out of differing values of employees.

The five antecedents of conflict are the “overlapping or unclear job boundaries, inadequate communication, unreasonable or unclear policies standards or rules, unreasonable deadlines or extreme time pressure, and competition for limited resources” (Kinicki A. Kreitner R.2008 p. 277).

Nevertheless, certain categories of ADR have been named and understood to involve the use of particular means and methods to produce the desired end result. These procedures include: negotiation, mediation, arbitration, med-arb, early neutral evaluation, settlement conference and conciliation to name a few. However this essay will concentrate on mediation as a form of alternative dispute resolution.

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.

The conflict presented in this case study is between two employees that perceive tension in the

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

 "Effective conflict resolution requires dealing constructively with disagreements rather than pushing them under the rug, letting them break into open warfare, or attempting to eliminate them completely.  Successful resolution of a conflict may include the following: accurate diagnosis of the nature and source of the conflict, a clear understanding of how each party is contributing to the conflict, skills and processes for defining alternatives, constructively negotiating outcomes, and creatively developing win-win resolutions" (Hagberg Consulting Group, 1).