ALTERNATIVE DISPUTE RESOLUTION 1

Alternative Dispute Resolution

LAW/531

November 18, 2010

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Alternative Dispute Resolution

What are some potential conflicts that might arise among or between team members during this

course?

As Capozzoli states, some conflicts are caused by: "Values, Attitudes, Needs,

Expectations, Perception, Resources, Personalities" (Capozzoli, 1999). Some conflicts also arise

from differences in values, such as values from a diverse culture. Even controversial opinions

"that polarizes or divides teams or groups of people" (Capozzoli, 1999) can cause a teams'

effectiveness to become destructive if the conflict causes distractions from the original team

goal. It could also minimize morale in the team members and cause segregation among the team

into smaller groups of diverse and cultural bonds.

Mediation is the key in handling conflicts.

The following steps should be used to address all of the issues with finding a solution to

the conflict:

“1. Explore the reasons for the disagreement

2. Once the reasons for the disagreement are determined, alternative solutions must be

advanced.

3. The parties need to agree on the most appropriate solution.

4. After the best solution has been identified, it must be implemented.

6. Evaluate the solution.

7. Practice the conflict resolution process” (Capozzoli, 1999).

The first thing to do in a conflict would be to diffuse the situation. Removing the

emotions and getting to facts to get to the bottom of the conflict is how to get started. A third
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party might have to get involved if it can not be handled in house. That is, a person who does not

have an interest in any part of the team must the mediator.

Second, a non adversarial in nature process approach must be used to determine the

disagreement and "the specific reasons for the disagreement must be determined" (Capozzoli,

1999).

Third, talking about the issue with both sides and understanding the problem by using

effective listening techniques from both sides and getting each others' point of view will also

help in getting to the base of the problem. This will ensure the both sides find some common

ground.

Fourth, being open minded about the others' views and a deep understanding of the

problem. This, in conjunction with surmising viable solutions to the problems and implementing

them effectively.

Fifth, is to evaluate the final answer and check the results by looking to see if the results

helped in getting the team back on track and also to check and see if the final product assisted in

accomplishing the teams' goal.

By following those five steps will help any team accomplish its' goals set forth in its

charter. Allowing it to become effective and successful in the end.

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References

Capozzoli, T.K. (1999), Conflict Resolution – A Key Ingredient in Successful Teams,

Supervision; Nov. 1999; 60, 11; ABI/INFORM Global pg. 14.

University of Phoenix. (2004). Learning Team Toolkit. Available on the University

of Phoenix student/faculty website: http://ecampus.phoenix.edu

(November 17, 2010).