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The negotiated performance appraisal (NPA) is a tool for improving communication between supervisors and subordinates and is particularly useful as an alternate mediation model because it preserves the hierarchical power of supervisors while encouraging dialogue and dealing with differences in opinion.
Negotiation is a dialogue between two or more parties to resolve points of difference, gain an advantage for an individual or collective, or craft outcomes to satisfy various interests. The parties aspire to agree on matters of mutual interest. [1]
A 1996 paper argued that the book's distinction between "interests" and "positions" was a problem. [26] There can be a difference between objective interests (that help an individual) and subjective interests (that the individual perceives to be helpful, but that may not be).
Expert determination is a procedure where a dispute or a difference between the parties is submitted, by mutual agreement of the parties, to one or more experts who make a determination on the matter referred to them. The determination is binding, unless the parties agreed otherwise, and is a confidential procedure.
Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution.Committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of group (e.g., intentions; reasons for holding certain beliefs) and by engaging in collective ...
Third party mediation of the conflict opens avenues for communication between group members in conflict. It allows members to express their opinions and request clarification of other member's standpoints while the mediator acts as a form of protection against any shame or "loss of face" that either disputant may experience.
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.
Some use the term dispute resolution to refer only to alternative dispute resolution (ADR), that is, extrajudicial processes such as arbitration, collaborative law, and mediation used to resolve conflict and potential conflict between and among individuals, business entities, governmental agencies, and (in the public international law context ...