2.7.3 (HL)—Conflict resolution

Conflict resolution is a process for reaching, imposing or rebuilding agreement. Conciliation helps parties find common ground; arbitration gives a third party a decision; participation changes how decisions are made.

Choose the process according to trust, urgency and willingness to compromise. A voluntary process can preserve the relationship but may fail without good faith; binding arbitration can end a dispute quickly but leaves less control with the parties.

If both sides agree that workload data are unclear, a joint review and facilitated negotiation may repair the information problem. If a deadline is fixed and agreement is impossible, a binding decision may be necessary.

Ending the visible dispute is not the same as solving it. Check whether the agreement changes the underlying workload, fairness or communication issue.

Conciliation uses an independent facilitator to help the parties reach their own agreement; arbitration refers the dispute to a third party for a decision, which may be binding. Employee participation and industrial democracy give employees a formal voice in decisions and may prevent future conflict. A no-strike agreement trades a commitment not to strike for an agreed dispute process, while a single-union agreement lets one recognized union represent the workforce, simplifying negotiation but limiting representation choices. Judge each method by speed, party control, enforceability, trust, employee voice and whether it prevents recurrence.