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Dispute Resolution and Employment Discrimination

evances raised by their fellow employees. The peer review panel holds a hearing and rules on the grievance. Peer review panels have no power to change corporate policy. Such bodies are limited to a determination of whether a policy was followed properly.

3. Ombudsman. An ombudsman is an employee who acts as a confidential resource and facilitator for other members of an organization. The ombudsman hears and investigates problems and concerns that are not readily resolved through other organizational channels. The ombudsman attempts to influence management to act on the complaint and, an ombudsman can recommend changes in systems and processes.

4. Conflict management system. An organizational conflict management system relies on specially trained people to resolve issues through a variety of techniques such as counseling, mediation and team intervention. The goal of a conflict management system is to resolve conflicts constructively before they escalate into full-blown disputes.

Two external ADR processes have gained acceptance by many organizations (Goldstein & Payson, 1995, pp. 36-42). These two ADR processes are as follows:

1. Mediation. Mediation is a non-binding process in which a neutral third party facilitates negotiations between the disputing parties in an effort to reach a resolution. The mediator has no power to impose a resolution on the parties. In some mediations, the neutral party may give non-binding evaluations of the case. Mediation is a facilitated negotiation process. In mediation, a neutral third party helps the parties focus on their underlying interests and aids in the communication between those with disputes. The mediator has no authority to issue a decision as to who is right or wrong, and there is no winner or loser in mediation.

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Dispute Resolution and Employment Discrimination. (1969, December 31). In LotsofEssays.com. Retrieved 12:22, March 28, 2024, from https://www.lotsofessays.com/viewpaper/1706595.html