Introduction to Dispute Resolution at Workplace

Disputes take place in the workplace. They are inevitable. But what is important is Dispute Resolution meaning. Disputes happen due to the presence of people who have different expectations, lack of information, misinformation or poor information, and allowing the emotions to drive the decisions. A dispute is among the major causes of stress for the employees. Due to this fact dispute becomes critical, whether it means avoiding disputes, arguments, lasting disputes or even litigation.

Taking simple steps for resolving the disputes immediately can help prevent several of the workplace disputes from escalating. It is easy to avoid disputes if in the early parts of the discussion steps are taken for diffusing anger and facilitating communication. The dispute resolution meaning can take place by the application of a series of steps in a thoughtful manner. Dispute resolution meaning can reduce the stress on the employees and several other problems related to health. If the managers act quickly for resolving the issues that exist between the co-workers or between the co-workers and themselves, the claims of bullying and workers’ compensation can be prevented.

Disputes have a negative influence on teamwork as well as productivity if they are not addressed. The use of techniques and strategies for dispute resolution in a workplace will help in the maintenance of an environment that is healthy. Specific skills of leadership, abilities of problem-solving and decision-making skills are needed for dispute resolution.

Dispute Resolution Techniques and Strategies

Given below are the dispute resolution techniques and strategies:

1. Defining Behaviour that is Acceptable

A positive step towards the avoidance of disputes is defining what constitutes acceptable behavior. Creation of a framework for making decisions, use of published statements for the delegation of authority, providing encouragement to sound practices of business in talent management, leadership development, team building, and collaboration will help to avoid disputes. The job descriptions should be defined clearly so that the people are aware of what is expected of them. Besides this, a chain of command that is well articulated for allowing effective communication will also help in avoiding disputes. It should be made known publically in a clear way what will and what will not be tolerated.

2. Hit the Dispute Head-On

While it is not always possible to prevent disputes, the secret to dispute resolution meaning, in fact, lies in the prevention of disputes wherever it is possible. By finding out the areas where the potential disputes might occur and intervening proactively in a decisive and just manner are likely to prevent certain disputes from cropping up. However, if a dispute does flare-up, the severity can be minimized by quickly dealing with it. The time spent in the identification and understanding of natural tensions will help in avoiding unnecessary disputes.

3. Act Immediately

Disputes do not go away. The disputes that are not resolved can stay dormant for several days, weeks or months and may explode on certain occasions. Avoiding disputes are among the major causes of the claims that are made against the companies. The workers who make such a claim usually have the feeling that nobody listened to them or took steps for dispute resolution meaning. They feel that the only choice that they have is to seek professional help.

The disputes of the workplace that are unresolved usually escalate and have a quick impact on the culture or the climate of the workplace. The entire team are affected as the disputes spread quickly and the involvement of other employees also occurs. Workplace relationships, performance, and productivity are impacted when disputes take place. Thus, the most important tip to dispute resolution meaning is to handle them sooner rather than later and not wait for it to be resolved on their own because it will only become worn with time.

All in One Personal Development Bundle(40+ Courses)

Price
View Courses

40+ Online Courses | 80+ Hours | Verifiable Certificates | Lifetime Access
4.8 (64,882 ratings)

4. Understand the WHFM Factor

It is critical to understand the position of WIIFM (What’s In It For Me) of the other professionals. It is extremely important to understand the motivations of others before weighing in the way of avoiding disputes is helping the people around you in achieving their objectives. If the disputes are approached from the viewpoint of adopting measures that will assist others to achieve their goals in the best way possible, you will realize that few obstacles are standing in your path with respect to dispute resolution meaning.

5. The Importance Factor

You need to pick your battles and avoid the disputes just for the sake of it but in case the issue is significant enough for creating a dispute, then is also very significant to resolve it. If the situation, circumstance or issue is significant enough and in case enough is at stake, people will make an attempt to do whatever is essential for opening the communication lines and closing philosophical and/or positional gaps.

6. Dispute should be Viewed as an Opportunity

Hidden inside virtually all the disputes is the potential for a tremendous opportunity for learning and teaching. Wherever, a disagreement exists, inherent potential for growth as well as development also exists. In case you are a CEO who does not leverage dispute for the purposes of leadership development and team building, a great opportunity is being missed by you. Addressing the divergent positions properly can help in the stimulation of learning and innovation in ways that are difficult to imagine. Smart leaders need to look upside down in varied opinions.

7. Separately Meet with the People involved in the Dispute and then Gather the Group

A clear understanding of the issues is needed prior to intervention. The perceptions of people differ about what has taken place. It is therefore important to have an understanding of their perceptions so that you can focus on the things that are significant for each person and accordingly find a common ground.

A meeting has to be arranged with all the parties that are involved in discussing the issue. Everyone should get a chance to speak. All the sides need to be heard so as to gain a complete understanding with respect to the dispute. A group meeting needs to be held and a resolution that can satisfy everyone has to be expedited.

8. Stay Calm, do a Reality Check and Identify the True Impediment

“Nothing gives one so much advantage over another as to remain always cool and unruffled under all circumstances.”

Thomas Jefferson

Escalation leads to disputes and anger leads to escalation. When people are angry, they top listening to understand and but rather they listen so that they can argue. It is essential to remain calm and look at the bigger picture as well as its implications. Eventually, all disputes are resolved and therefore you need to begin solving the problem. The mediator needs to bring the people back to reality by way of taking their attention away from the minor issues and focus on the major issue. In all the disputes you need to ask yourself, “What is the true motivating factor here? What is really keeping this person from agreeing to a solution?”

9. Listen to Understand and then Speak Out

The best way of solving or settling a dispute is to carefully listen to what the involved parties have to say. This will make you get an understanding of the nature of the dispute. Their reason or point may turn out to be true. You need to learn about the underlying interests of the people by letting them speak and listening to their perspective about the issue till you find the thing which is standing in the way of dispute resolution meaning.

For diffusing the anger of the people, you need to listen to them. Hear them till the time they can speak and let them give vent to their feelings till they can and until they start calming down. The person will ultimately slow down and start feeling safe enough and trust you with the actual reasons for their frustration. After this, you can start troubleshooting the solutions.

10. Accentuate the Positive

It is vital to find out the common points or create some common points between the persons involved in the dispute. It will be helpful as well as empathetic to say “I know what you are going through. I have had a similar situation just recently. Let me see what I can do about this.” This will help in bringing the situation to normal. It helps in telling the other person that he or she is not the only one going through it and that his or her reaction to the issue is normal. This will help in instantly calming the person.

11. Attack the Problem and not the Person and be Impartial

The focus should be on what is needed by the people and what is significant for them and not on attempting to make a judgment regarding who is right and who is wrong. Usually, the contributions to the situation have been made by both parties. The dispute can quickly escalate if the judgments are made regarding who is right or wrong and specifically making comments on this judgment.

Your points are likely to be heard in a clearer manner if your comments can be depersonalized and point just at the issue. Instead of accusing the people of “always messing things up,” it would be a better idea to say “We’ll have to take a closer look at why this keeps happening.” In a majority of the statements that are made by us in the case of a dispute, we are actually trying to fight with our own anger and there is a temptation to add a zinger into the point that we are attempting to put across. You will be heard in a better way and also improve the chances of dispute resolution meaning in the way in which you want it if you can take that zinger out by catching yourself.

Thus, the blame game needs to be avoided. Assigning of blame is helpful in the case of dispute resolution meaning only when you assign it to yourself. If the goal is to resolve the dispute and fix the problem, it will not help to find out who’s fault it actually was. It is a costly diversion because a person usually checks out of the discussion if he feels blamed. The focus needs to be on what can be done by you as well as others for solving the problem to make things better and not on pointing the fingers and make them worse.

You should not take sides or display any type of opinion which is favorable for one person in comparison to the other person. The situation has to be accessed from every side so as to reach a solution that is fair as well as reasonable.

12. Focus on the Future and not on the Past

Instead of focusing on what had gone wrong or what should have been done by the other person, the secret to dispute resolution meaning is to think of it as problem-solving and focus on the steps that can be adopted for resolving the problem. After this has been done, the organizations can look into the past and analyze where things had gone wrong and how can efficiency and quality control be improved. However, whenever there is an issue that has a customer who is angry or an employee who is disgruntled, everyone is only interested in the solution.

The bottom line is that resolutions can be normally found for disputes whenever there is a sincere desire for resolving them. One will achieve success in building rapport by using the approaches such as offering the other cheek, forgiveness, compromise, empathy, compassion, being an active listener, finding common ground, service above self, and several other approaches only if one has a strong underlying desire. However, when everything fails, and it is not possible to close the positional gaps, the issue can be resolved by doing the things that are right and not by playing favorites.

Quiz Result
Total Questions	Correct Answers	Wrong Answers	Percentage