dispute system design
What is Dispute System Design?
In order to be truly effective, dispute system design must be thoroughly thought out and carefully constructed.
Dispute system design (DSD) is the process of identifying, designing, employing, and evaluating an effective means of resolving conflicts within an organization.
As business becomes more global and complex, we may be faced with such difficulties as costly labor unrest and high turnover, distribution of responsibilities, or verbally abusive supervisors. Dispute system design is one way to address such human-resources problems.
Dispute system design is typically grounded in conflict-solving strategies such as interest-based negotiation, in which parties share the interests that underlie their grievances and try to jointly negotiate a solution that satisfies all parties.
One of the main goals of dispute system design should be to support low-cost, less invasive approaches to managing workplace conflict before moving on to more costly, riskier approaches. For example, an organization might encourage or require employees in conflict to engage in mediation before moving on to an arbitration hearing.
It also requires shared appreciation of the dynamic quality of relationships: how “what I say affects what you think, which affects what you say and then what I think next, and so on.” Without that kind of insight, each teammate will feel blameless for the problems that plague the group.
Setting up a dispute system can be a complex process, but it will almost inevitably promote a more efficient means of managing workplace conflict than a case-by-case approach.
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