Alternative Dispute Resolutions Business Management

Alternative Dispute Resolution (ADR) has emerged as an adequate alternative for traditional techniques of work-related resolutions. Alternative Dispute Resolution is an enhanced approach for resolving organizational issues, conflicts, and workplace matters without receiving services from solicitors, arbitrators, or employment courts (Poku & Adu-Gyamfi, 2014). ADR utilizes the elements of mediation and conciliation to find a compromise to a dilemma that is adequate for both parties. It presents insignificant risks for the parties and guides to a faster resolution. ADR helps Human Resource Management to accelerate cases, whereas traditional techniques or arbitration can become a rather extended and costly method. ADR can create results that are established on the interests of both parties, in contrast to binding settlements of the courts. It allows the individuals involved in the dispute to choose a method that functions for them and modify it to their needs. Both sides negotiate a resolution with the support of a trained negotiator or mediator who functions as a neutral/unbiased third party.

A process of resolution can start only after the approval of the both parties. It is understood that the mediator can also propose a resolution, which can be agreed or rejected by both parties. However, mediators simply provide recommendations to assist the conciliation process. ADR is diverse from typical types of dispute resolution. For instance, during settlement, an arbitrator concludes the results of a dispute (Poku & Adu-Gyamfi, 2014). The judgment is final and obligatory regardless of the sides' agreement or disagreement with the final outcome. As a result, the benefit of Alternative Dispute Resolution is that it allows the parties to sustain control over the disagreement. Parties are allowed to include members who play an active role in the resolution process, which encourages a "win-win" outcome that is commonly agreeable.

Negotiation or mediation...