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Conflict Systems Articles
Early Intervention: The First-Half Of The Conflict CycleRian ThomasThe psychic and monetary costs associated with resolving conflict in the first-half of the conflict cycle are dramatically less than the costs incurred in the second-half. Consequently, it is time that we begin to make a clear distinction between the first and second-half of the conflict cycle.
Labor Union Tackles Workplace ConflictSamara Shever RippsTension between two co-workers becomes disruptive and both face disciplinary action. A supervisor and employee cannot resolve personality differences. A union member does not agree with the union representative’s strategy in resolving a grievance. These are workplace issues that labor unions confront daily. What can a labor union do to help its members resolve conflict?
I Found A Lump, Now What? A Creative Way to Resolve Conflict With Breast Cancer PatientsPamela K. EmburyThis project was developed to focus on developing a creative response to conflict for women diagnosed with breast cancer. My own experience suggested that conflict was inherent in the institutional processes and third party roles that surround this diagnosis. Since my own diagnosis in April 2002 at the age The original purpose of this project was to explore how unmet emotional and/or physical needs may or may not have contributed to breast cancer patients’ increased feelings of conflict. of 38, I have become consumed by research for the resolution of conflict surrounding the diagnosis of breast cancer and my own experiences have been a catalyst for this project
The Tipping Point: Managing Conflict to Create Culture Change in Health CareDebra Gerardi, JD, MPH, RNIn his book, The Tipping Point, Malcolm Gladwell identifies the factors that have proven effective in creating a "social epidemic." The spread of ideas throughout society is analogized to the spread of a virus. As the awareness increases, the development of the field of health care conflict management will spread like an epidemic throughout the world. And those who are "infected" with the virus, will find themselves a part of an exciting and humanizing chapter in the historical evolution of the culture of health care.
Organizational Conflict Management Check UpJohn FordAre you concerned about the health of your organizations conflict management system? This diagnostic questionnaire is easy to complete in less than 10 minutes and provides valuable insight into how your organization is dealing with conflict.
Diligence, Consistency, and Balance: Lessons for Conflict Management Systems Design Practitioners in Fostering Sustainable ChangeEllen Kabcenell Wayne and Leah BorsaThe design and implementation of integrated conflict management systems within organizations is an innovative and challenging area of conflict management practice. It requires a new and broader conceptualization of conflict and how it is addressed within a workplace. This article explores three lessons that we, in our role as system design practitioners, have found essential to fostering sustainable changes in the way organizations approach conflict: diligence, consistency, and balance.
Is Your Alternative Dispute Resolution Program a Flea-Dip?Melissa JanisLike a flea-dip, alternative dispute resolution programs are often regarded as a single dose cure-all. The intuitive appeal of ADR and the anecdotal evidence of program success make ADR seem a panacea -- just establish the policies and procedures, and ADR will work its magic with your employees.
ADR Plus One:Developing ADR Practice Through CoachingRoss BrinkertCoaching is a powerful concept that has roots in this nation's love of sports. In recent years, coaching has been used to make sense of a variety of different supportive relationships. Conflict coaching is one type of coaching relationship. It can be used in anticipation of an interpersonal conflict or to make a thorough assessment of a conflict that has already occurred. Conflict coaching fosters an individual's clarity for how a conflict shapes.
Integrating The Internet Into Conflict Management SystemsJohn FordThe reality is that the use of email and the Internet have created new challenges and opportunities for organizations in their management of organizational conflict. The challenge of integrating the Internet into conflict management systems should not be a defensive response driven by the fear of litigation. Rather, it should aim to maximize all the Internet and email have to offer as new access points, new options, and new support structures for enhancing the satisfaction of employers, employees and the customers they serve.
On Being An Ombuds: Considerations And Suggestions For PracticeRick Russell This paper will examine the considerations that go into establishing an Ombuds Office within an organization, what constitutes the usual requirements to allow the Office to perform its functions effectively and some strategic considerations about how to implement such a plan. The paper identifies a number of pitfalls that may be encountered along the way and concludes with some suggestions of what an Ombuds Office can and cannot reasonably be expected to accomplish.
EEOC Launches Employment Mediation Pilot ProgramThe U.S. Equal Employment Opportunity Commission Cari M. Dominguez, Chair of the U.S. Equal Employment Opportunity Commission (EEOC), announced the implementation of a voluntary mediation pilot program in which private sector discrimination charges filed with the EEOC will be referred back to a participating employer's internal dispute resolution program, as appropriate.
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