{"id":1782,"date":"2016-07-05T13:05:44","date_gmt":"2016-07-05T17:05:44","guid":{"rendered":"http:\/\/www.businessconflictmanagement.com\/blog\/?p=1782"},"modified":"2016-07-11T16:15:07","modified_gmt":"2016-07-11T20:15:07","slug":"cprs-third-volume-on-employment-adr","status":"publish","type":"post","link":"http:\/\/www.businessconflictmanagement.com\/blog\/2016\/07\/cprs-third-volume-on-employment-adr\/","title":{"rendered":"CPR’s Third Volume on Employment ADR"},"content":{"rendered":"

Last year the International Institute of Conflict Prevention and Resolution (“CPR”) published a new volume, Cutting Edge Advances in Resolving Workplace Disputes<\/em><\/a>. It is a fine book, an deserves to be a steady reference to practitioners and systems designers in the field.<\/p>\n

<\/p>\n

The book is a joint publication of CPR and Cornell’s Scheinman Institute, and reflects the leadership of Jay W. Waks<\/a>, Chair of the CPR Employment Disputes Committee, and Nancy L. Vanderlip, former senior counsel to several corporations and Chair of the Subcommittee charged with the project. It is a compendium of essays contributed by members of the Committee, each a contribution to the thought-leadership at which CPR is unparalleled.<\/p>\n

David Lipsky<\/a> of Cornell writes an overview of how corporations use ADR in employment, presenting useful findings from corporate surveys conducted in 1997, 2011, and 2013. He concludes that a growing number of companies rely on ADR as their principle approach to employment disputes, embracing a wide array of ADR techniques. In a subsequent chapter Lipsky focuses on the evolution of Integrated Conflict Management Systems and notes intrinsic organizational obstacles to their adoption, independent of their benefit.<\/p>\n

Judy Cohen<\/a> offers a chapter on approaches to stakeholder engagement in developing and nurturing such systems, including examples of companies’ roll-out materials and online resource centers. In that theme, Michael J. Wolf<\/a> offers an approach to the use of online tools in service of workplace dispute identification and resolution. These range from web conferencing to sophisticated online dispute resolution platforms.<\/p>\n

Employee hotlines are the subject of Stephanie Morse-Shamosh<\/a>‘s chapter, which itemizes the many considerations in determining a hot;line’s function, attributes and trustworthiness. Mary Rowe<\/a> and Randy Williams<\/a> write on the practice — still too infrequent, in the view of many observers — of the organizational ombudsman.<\/p>\n

Finally, Cynthia S. Mazur<\/a> introduces a practice to which I have not previously given enough thought — the skills of a “conflict coach” in service of the goal of preventing, rather than resolving, conflicts that too often — and in her view unnecessarily — absorb institutional resources through formal mediation or arbitration.<\/p>\n

While I served as Executive Vice President and Interim President of CPR, the Institute published two books in this area: What Jay Waks in his introduction calls the Fat Book<\/a> and the Skinny Book<\/a>. This newest publication is perhaps the Goldilocks Book — just right!<\/p>\n

 <\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

Last year the International Institute of Conflict Prevention and Resolution (“CPR”) published a new volume, Cutting Edge Advances in Resolving Workplace Disputes. It is a fine book, an deserves to be a steady reference to practitioners and systems designers in the field.<\/p>\n","protected":false},"author":3,"featured_media":1797,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[11],"tags":[],"class_list":["post-1782","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-conflict-resolution"],"aioseo_notices":[],"_links":{"self":[{"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/posts\/1782","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/comments?post=1782"}],"version-history":[{"count":1,"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/posts\/1782\/revisions"}],"predecessor-version":[{"id":1783,"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/posts\/1782\/revisions\/1783"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/media\/1797"}],"wp:attachment":[{"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/media?parent=1782"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/categories?post=1782"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.businessconflictmanagement.com\/blog\/wp-json\/wp\/v2\/tags?post=1782"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}