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Legal Observer, SoftSettle Support

We can never claim that the world is perfect, and usually the managers of a business are required to resolve conflicts between associates, subordinates, and even their own each and every staff. Hence the internal dispute resolution machinery of a business may be well equipped to face the challenges that used to occur internally in the business. The dispute resolution department may listen to the grievances and information of the associates and staff empathetically, asking pertinent questions, evaluating the personalities involved, and determining the appropriate level of intervention, a good management in charge of the in-house dispute resolution management can resolve the strife without ever having to draw their sword.

The internal dispute resolution management of a business could able to diagnose conflict before it intensifies, apply appropriate conflict resolution techniques to specific situations, and remain calm under fire. They have to learn to recognize the anger getting triggered and ways to address the affected confidently. The management has to analyse methods for resolving conflict that leave valuable relationships unscathed.  

But in this case, the internal dispute resolution management of a business failed miserably and the business forced to undergo heavy loss and suffered a huge setback apart from everything above, business could witness internal squabbles spreading like anything enough to push the business to a stooping level where business moral standards gets dropped (by doing something unfair, unpleasant)

The business management could realise only after eight months that the internal machinery for dispute resolution is quite vulnerable in persuading the fighting project leaders to come in terms and thus bringing consensus among the parting groups supporting each project leader.

At last, after one year of dispute, it was decided to take the matter to mediation. But it was found that all through India, the mediation or so called mediation does not reflect the latest scientific mediation methods but more or less a conciliation which could not be facilitative as well as evaluative.

The legal office of the business had a research over selecting a Dispute Resolution Forum providing scientific mediation methods rather than conciliation finally met with the appropriate platform in Mediator Affair to resolve this issue.

A dispute which was not dealt properly using the internal dispute resolution machinery of the company for the entire one year got resolved in a span of two days.

An inflated sense of ego can often become a hindrance tends to reduce the workplace productivity. But how can one keep it in check?

The Scientific Mediation feature adopted in the online platform Mediator Affair was sufficient enough to extract the positions and interests of the two project leaders in the separate sessions when Mediators dealt with them separately. The reconciliation of interests could help the mediator to make the confronting parties to reach the settlement.

There are just a few simple steps, but they are certainly not the only options to explore. Mediator Affair facilitated the Mediator with the art of listening, finding out the egoistic parties’ real strengths encouraging the party who felt he is ignored, and further fostering open discussions to resolve issues in order to create a more productive environment so as to reach an acceptable decision ultimately paving the way for the successful survival of the company.

Had the company refer this case earlier, they could have saved a lot of money. 

If a conflict can be resolved before it’s ever given the opportunity to escalate, then productivity will flourish and morale will remain high. Prompt and efficient conflict management has a positive effect on the bottom line. And of course, it’s always nice to avoid tug of war in a business