That third parties help to resolve industrial conflict quickly, easily, and cheaply
Do not have the intention or motivation to reach agreement by themselves, need so much time to solve the problem and time is money. By taking up so much time it may result in a strike and low productivity costing the employer money.
Companies face problems on an everyday basis be it internally or externally, the timely resolution of industrial conflict is not only a major concern for the employer but for the employee as well. Firstly what is Industrial conflict? Industrial conflict is a term which refers to all expressions of dissatisfaction within the employment relationship, especially those pertaining to the employment contract, and the effort bargain. The resolution of Industrial conflict is of prime importance. One popular method is Alternative Dispute Resolution, Section 2A of the Administrative Appeals Tribunal Act 1975 “.. Tribunal must pursue the objective of providing a mechanism for review that is ‘fair just economical informal and quick.”
The ADR processes are defined in section 3(1) of the AAT Act ,as procedures and services for the resolution of disputes, which includes: Conferencing, mediation, neutral evaluation and conciliation but does not include Arbitration or court procedures and services. It is very hard for two people to sit down and come to an agreement if both think they are in the right, even by some miracle if an agreement is made in all likelihood this would not only mean they were distracted for the period but also lead to a decline in productivity which ultimately proves to be too costly for the company. Industrial conflict can be solved by ADR , but if not dealt properly forms of protest, including absenteeism, frequent job-changing, negligence, and even accidents at work might become common practise . Industrial sociologists have also regarded spontaneous walk-outs and strikes as examples of informal industrial conflict, as well as the constant opposition to management expressed in workgroup norms regulating output, restrictive practices, secrecy, or other guarded treatment of superiors
Today, I would like to talk to you about the Conflict Resolution Process. I believe this process begins by determining whether there is an actual probem, once determined that there is an actual problem all parties must analize the problem, clarifing all their preceptions, brainstorm for possible solutions, and create or cose the solution that is benifitial for everyone. Then this solution must be ...
MARSHALL, G. (1998).
Industrial conflict .Encyclopedia.com . Retrieved (2010, September 7) from http://www.encyclopedia.com/doc/1O88-industrialconflict.html
Commonwealth of Australia, . (2006, June). Alternative dispute resolution guidelines. Retrieved from