Overview[ edit ] Industrial relations examines various employment situations, not just ones with a unionized workforce. However, according to Bruce E. Kaufman, "To a large degree, most scholars regard trade unionismcollective bargaining and labour— management relations, and the national labour policy and labour law within which they are embedded, as the core subjects of the field. However, it is generally regarded as a separate field of study only in English-speaking countries, having no direct equivalent in continental Europe.
It sounds funny that conflict resolution is a legitimate career path. Isn't conflict resolution just another way of saying "solving arguments" or something to that effect? But it is actually big business and a rapidly expanding professional field, especially on a macro-level.
There are literally dozens of professional organizations around the globe dedicated to conflict resolution, dispute resolution or Employment conflict management and its legitimacy as a standalone field has grown rapidly since the turn of the century. Sometimes called alternative dispute resolution, conflict management helps bring together people who are at odds.
The goal is to have them look at both sides of an argument and reach a level of consensus without resorting to litigation. Conflict costs money and time, whether it involves two people in a legal dispute, workers and management or individuals or groups in the community. A conflict resolution mediator helps to negotiate a compromise rather than go to court.
Mediation Conciliation Consensus building Finding common ground is difficult and takes a very special set of skills.
Conflict resolution mediators help parties assess their current positions and help them decide a mutually advantageous outcome to the disagreement. Individuals and groups have been using arbitrators, third-party neutrals and mediators for decades, especially in union negotiations with management.
Over the last 20 years there has been a major increase in the use of neutral arbitrators for a variety of disputes in the workplace and in the community. Gather people together and you will have disputes.
It seems to be part of the human condition. As life gets more litigious and complex, the need for people to work in conflict management keeps growing. Mediators in Human Resources help businesses resolve problems with employees.
Arbitrators help union and management reach an agreement and avoid a strike. Corporations, schools, government agencies and community groups use them to reach consensus more quickly, before problems escalate. Unlike some counseling-related careers, states have not yet written specific legislation pertaining to the conflict resolution career field, thus, there is no minimum threshold of education that an aspiring mediator must achieve.
But when it comes to undergraduate degrees, subjects such as business, public administration, social science or judicial administration all overlap with the field.
There are no set education standards or federal licensing, though individual states may set their own training requirements. Many schools offer conflict resolution training.
In many cases, an internship is required. There are also organizations like the International Mediation Institut e that have created what they call "global professional standards" with the idea of creating universal guidelines for quality in the field.
Read more about conflict resolution degrees.
Conflict resolution involves a wide variety of arenas. That makes the field relevant in numerous settings. The mediator is also called an arbitrator, conciliator, facilitator or ombudsman, depending on the setting and the circumstances.
Though the people and settings vary, all need certain important skills. They must have trained and finely tuned critical reasoning expertise, reflective listening, emotional detachment, the ability to get along with people from diverse backgrounds and with a range of personalities, and know how to organize groups and help with decision making.
They set up hearings and provide interested parties with information about how to settle disputes. They can create systems for corporations, law firms, courts, unions and agencies to help them resolve conflicts.
People who work in the field can choose from many specialties, including:Conflict Management UCR promotes a positive approach to resolving problems in the workplace through both informal and formal conflict management. Consultative services are offered to managers, supervisors and non-represented employees on a variety of issues that impact the workplace.
Conflict costs money and time, whether it involves two people in a legal dispute, workers and management or individuals or groups in the community. A conflict resolution mediator helps to negotiate a compromise rather than go to court. I. REPORTING.
This Directive requires each agency to report annually on the status of activities undertaken pursuant to its equal employment opportunity program under Title VII and activities undertaken pursuant to its affirmative action obligations under the Rehabilitation Act.
Conflict Management Learning Team A: Dana Stinson, Timothy Bird, Sterling Richards, Diana Loutensock LDR/ October 5, Richard Hartley, M.A. Conflict Management Training Program Our consulting firm, Conflict Professionals, specializes in training all levels of managers (executive, mid- and entry-level) in the art of managing conflict within their teams and organizations.
Occupational Employment and Wages, May Arbitrators, Mediators, and Conciliators. Facilitate negotiation and conflict resolution through dialogue. We represent individuals against powerful interests.
Sanford Heisler Sharp, LLP has obtained excellent outcomes across the United States representing C-Suite executives, attorneys (including general counsel, partners, and associates), and directors and managers seeking to resolve contract and employment disputes with their employers.