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by John Ford
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Today's News November 2003
Blogs Are you concerned about the health of your organizations con ict Danielle Pond
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Oakland Mediators to know how to access the system, to understand the options available to them.
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5. Are people skilled at using interest-based options such as mediation? Yes/No
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6. Are people skilled at using rights based options such as investigations and
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SUPPORT STRUCTURES
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1. Are people available to provide help to disputants e.g. to give advice, represent them,
serve as mediators? Yes/No

2. Does your organization have the resources (time, money, people) to deal with
con ict? Yes/No

3. Does your organization have a senior management champion? Yes/No

4. Do people have someone to talk to in con dence? Yes/No

5. Does your organization have an con ict management oversight team in place?
Yes/No

6. Does your organization have an evaluation program in place? Yes/No

REWARDS AND CONSEQUENCES

Consequences, rewards, incentives, recognition.

Performance Review.

1. Can disputant air their grievances fully in their own terms without consequences?
Yes/No

2. Do disputants participate in decision-making and shaping dispute resolution

outcomes? Yes/No

3. Do people get feedback and information they need when they need it? Yes/No

4. Does the organization reward a collaborative approach? Yes/No

5. Do performance reviews consider con ict management and resolution skills? Yes/No

6. Are their consequences for con ict avoidance? Yes/No

PROCEDURES AND OPTIONS

The written and unwritten rules that determine how con ict is processed. Interest and
rights based options. All problems are addressed.

1. Do procedures exist and are they followed consistently? Yes/No

2. Are procedures available to handle the full range of disputes that occur? Yes/No

3. Are interest-based options (e.g. Mediation) are available? Yes/No

4. Are rights-based options (e.g. Investigation, Arbitration) are available? Yes/No

5. Are processes well designed? Yes/No

6. Do people get feedback and information when they need it? Yes/No

Organizational Con ict Management Diagnosis

Scoring Legend

After you have answered the yes/no questions, total your score for each of the six
criteria. Transfer that score to the scoring legend. You can then plot the values on the
grahpic that is provided.

The background questions can be used to modify the scores generated in the yes/no
section.

Culture:

1 2 3 4 5 6

Unhealthy Healthy

Expectations:

1 2 3 4 5 6

Confused Clear

Skills & Knowledge:

1 2 3 4 5 6

Incompetent Competent

Support Structures:

1 2 3 4 5 6

Blocking Supportive

Rewards & Consequences:

1 2 3 4 5 6

Unmotivated Motivated

Procedures & Options:

1 2 3 4 5 6

Inappropriate Appropriate

CopyRight: John Ford, 2002.

Biography
 John Ford is the author of Peace at Work and founder of the HR Mediation Academy.
He mediates; trains; and consults to organizations that have accepted the inevitability
of con ict and are seeking to approach it with greater clarity and con dence. He was
the managing editor of Mediate.com from 2000 to 2011, and is a past president of the
Association for Dispute Resolution of Northern California. 

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