Methods of Effective Arbitration Research Assignment Paper (Essay Sample)

Methods of Effective Arbitration
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Methods of Effective Arbitration
Arbitration is a form of resolving conflict in human resource management whereby a dispute is submitted or listened to by an expert or skilled individual who then decides the outcome (Blake, Browne & Sime, 2016). The arbitrators decision is often private and binding although parties can seek advisory opinions in some cases. Three methods can be used to make the typical arbitration procedure more effective. These are: Mediation, neutral evaluation and settlement conferences.
In mediation an impartial individual is referred to as a mediator and helps both parties to agree on a mutual acceptable resolution (Brubaker et al., 2014). The mediator need not to listen to both sides of the story like in arbitration but helps both parties to communicate and come up with an outcome. Mediation may be useful when either parties or employees have a good relationship which they wish to preserve or emotion keeps getting in the way of resolution. However, mediation may not be appropriate if one of the parties does not wish to compromise or cooperate (Brubaker et al., 2014).
In neutral evaluation, each conflicting party airs its case to a neutral individual referred to as an “evaluator” who is an expert. The evaluator subsequently gives his view on strengths and weaknesses of each side’s arguments or evidence and advises them how the conflict can be solved (Toolkits, 2015).An advantage of this method is that it is helpful when solving issues which requires special expertise. However, it may not be appropriate when there exists emotional barriers to solving the conflict (Toolkits, 2015).
Settlement conferences can either be mandatory or voluntary in an organization. In both forms of settlement conferences conflicting parties together with their representatives meet with a “settlement officer”. Unlike in arbitrary whereby the arbitrator ...