Varieties of Alternative Dispute Resolution
In this section, we discuss a variety of Alternative Dispute Resolution techniques and approaches. It is worth emphasizing once again that an organization is well-advised to consider which technique or combination of approaches is best for its individual needs, personnel, and organizational culture.
The techniques discussed, in order, are open door policy, peer review, ombudsman, union-management model, employer-run dispute resolution procedures, mediation, mediation-arbitration, and fact finding.
While many organizations boast of an open door policy, under which workplace issues can be quickly resolved, these systems are often too informal and unstructured to be truly effective for all types of workplace disputes. An employee must take the initiative to "open the door" and meet with a member of upper management to register a complaint against a lower-level manager. Generally, employees are reluctant to engage in confrontation on their own and pessimistic in their expectation of an equitable outcome.
There may well be small, informal organizations in which the open door policy works well, but for most large organizations, it is probably not