Cornell University

Scheinman Institute on Conflict Resolution

456 ILR Research Building, 607-255-9298

Conflict assessments within and between organizations

An analysis or diagnosis of the kinds of conflicts that arise within and between organizations is a necessary prelude to the design and development of a conflict management system. We recommend that organizations examine the sources and nature of their conflicts, how these conflicts are currently managed and resolved, who is accountable within the organization, and whether the stakeholders are satisfied with current means of conflict resolution. As part of our consulting service, we can help organizations conduct this review.

Integrated conflict management systems

Conflicts erupt everywhere within organizations. Often, the best way to prevent, manage, and resolve the discord is an integrated approach that focuses on its root causes, encourages dissent, builds collaborative problem-solving into the organization's culture, and assures a coordinated response through a variety of options to whatever conflicts arise. We work with clients on designing and implementing these integrated systems.

Implementation and Evaluation

Conflict among employees and between employees and supervisors is inevitable within organizations. Alternative dispute resolution processes, including mediation and arbitration, can help parties resolve their differences. We serve as process facilitators and design consultants for labor and management partners who choose to develop and implement ADR systems to address intra-organizational conflicts. 

We also provide evaluation of processes already in place to manage conflict. 
Recent projects include the evaluation of workplace programs for the U.S. Equal Employment Opportunity Commission.

Contact the Institute for further information:

ilrcr@cornell.edu

607.255.0704