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Dispute Systems Design
Dispute Systems Design (DSD) involves the creation of a set of dispute resolution processes to help an organization, institution, nation-state, or other set of individuals better manage a particular conflict and/or a continuous stream or series of conflicts. For an article about systems for dealing with disputes within organizations see also complaint systems. See also * Conflict management * Conflict resolution research References Carrie Menkel-Meadow, Roots and Inspirations: A Brief History of the Foundations of Dispute Resolution, ''The Handbook of Dispute Resolution'', Michael L. Moffitt and Robert C. Bordone, eds., 13–31, (PON Books, 2005). Further reading * Lisa Blomgren Amsler, Janet K. Martínez, and Stephanie E. Smith, ''Dispute System Design: Preventing, Managing, and Resolving Conflict''. (Stanford University Press, 2020). * William Ury William Ury is an American author, academic, anthropologist, and negotiation expert. He co-founded the Harvard Program on Nego ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Complaint System
A complaint system (also known as a conflict management system, internal conflict management system, integrated conflict management system, or dispute resolution system) is a set of procedures used in organizations to address complaints and resolve disputes. Complaint systems in the US have undergone significant innovation especially since about 1970 with the advent of extensive workplace regulation. Notably in many countries, conflict management channels and systems have evolved from a major focus on labor-management relations to a much wider purview that includes unionized workers and also managers, non-union employees, professional staff, students, trainees, vendors, donors, customers, etc. History There is a substantial early history of scholarly work on due process, and union and non-union grievance procedures within organizations. This work focused primarily on rights-based conflict resolution between union and non-union workers and their managers. Scholarly work has evolv ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Conflict Management
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes. Conflict resolution Conflict resolution involves the process of the reducing, eliminating, or terminating of all forms and types of conflict. Five styles for conflict management, as identified by Thomas and Kilmann, are: competing, compromising, collaborating, avoiding, and accommodating. Businesses can benefit from appropriate types and levels of conflict. That is the aim of conflict management, and not the aim of conflict rejection. Conflict management does not imply conflict resolution. Conflict management minimizes the negative outcomes of conflict and promotes the positive outcomes of conflict with the goal of improving learning in an organization.Rah ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Conflict Resolution Research
Conflict resolution is any reduction in the severity of a conflict. It may involve conflict management, in which the parties continue the conflict but adopt less extreme tactics; settlement, in which they reach agreement on enough issues that the conflict stops; or removal of the underlying causes of the conflict. The latter is sometimes called "resolution", in a narrower sense of the term that will not be used in this article. Settlements sometimes end a conflict for good, but when there are deeper issues – such as value clashes among people who must work together, distressed relationships, or mistreated members of one's ethnic group across a border – settlements are often temporary. Unproductive conflict communication cycle Unproductive conflict; this can be done by analyzing the three stages executed during this type of communication: the early stage, the middle stage, and the later stage. An argument's potential is determined within the first 3 minutes of exchange, setting ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Carrie Menkel-Meadow
Carrie Menkel-Meadow is an American lawyer and scholar of dispute resolution. In 2018, she was the recipient of the Outstanding Scholar Award by the American Bar Foundation. Early life and education Menkel-Meadow graduated with an A.B. in sociology from Barnard College in 1971 and earned her J.D. from University of Pennsylvania Law School. Career Menkel-Meadow was a Fulbright Scholar in 2007. She is a Distinguished Professor of Law at University of California, Irvine School of Law The University of California, Irvine School of Law is the law school at the University of California, Irvine. It is the fifth law school in the UC system. In September 2007, Erwin Chemerinsky was named as the law school's first dean. Chemerinsky .... Menkel-Meadow is the author of ''Mediation and Its Applications for Good Decision Making and Dispute Resolution'' (2016); ''Negotiation: Processes for Problem Solving'' (2nd.ed 2014); ''Mediation: Theory, Policy & Practice'' (2nd ed. 2013); ''Dispute R ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
William Ury
William Ury is an American author, academic, anthropologist, and negotiation expert. He co-founded the Harvard Program on Negotiation. Additionally, he helped found the International Negotiation Network with former President Jimmy Carter. Ury is the co-author of ''Getting to Yes'' with Roger Fisher, which set out the method of principled negotiation and established the idea of the best alternative to a negotiated agreement (BATNA) within negotiation theory. Background Ury was educated at Le Rosey and at Phillips Andover where he graduated in 1970. In college, Ury studied anthropology, linguistics, and classics. Ury received his B.A. from Yale and his PhD in social anthropology from Harvard. In 1979 he co-founded the Harvard Negotiation Project of which he is currently a Distinguished Fellow. In 1981, he helped found the Program on Negotiation at Harvard Law School. Books Ury co-authored ''Getting to Yes'' with Roger Fisher as a guide for international mediators. It was first pu ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |