Douglas. W. Bush, M.A. © 2007dwbush@aol.com
CONFLICT RESOLUTION
Formal and Informal Processes
Douglas. W. Bush, M.A. © 2007dwbush@aol.com
Conflict Management Processes
Generally, conflict management literature makes a distinction between two main types of conflictmanagement processes: “rights-based” and “interest-based”.Rights-Based Processes:
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A rights-based process focuses on an individual’s claims and the facts that support these claims.It is a formal way of resolving conflicts, which may involve assessing whether or not anemployee’s rights have been infringed upon.
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Traditionally, in a rights-based process, the opposite sides of a conflict are competing toconvince a decision-maker (judge or adjudicator) to decide on the outcome of the conflict in away that favors one party over the other.
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Such a process seeks to determine whether a legal or contractual right has been violated, andthe parties compete to protect their rights and/or positions. The solution to the conflict isimposed on the parties by an outside party, which typically results in one or both sides feelingunsatisfied with the decided outcome.
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The grievance procedure is an example of a rights-based process.
“I’m Right – He’s Wrong”“I rule in favor of the plaintiff in this case, awardinghim his job back with back pay.”“I win, you lose!”
Douglas. W. Bush, M.A. © 2007dwbush@aol.com
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Conflict Resolution - Informal and Formal Processes
A brief description of the formal and informal processes of conflict resolution and their appropriateness in handling disputes.
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