Exam 14: Third-Party Intervention: Recourse When Negotiations Sputter or Fail?

Mandatory arbitration:

When outcome control is low and process control is low,managers who are required to intervene in an employee dispute should use which of the following strategies,(according to Thibault & Walker,1975)?

Alternative dispute resolution is typically used to help with commercial and employment disputes.

Define mediation and arbitration,and briefly describe the basic process used in each.

Which of the following empowers negotiators to solve their own problems and make their own decisions without being directive?

Which of the following does not have authority over the final outcome decision?

_______ gives arbitration disputants a powerful incentive to continue negotiating seriously,especially if they are concerned that the arbitrator will not accept their extreme offer.

Arbitrators have authority to make the final outcome decision.

Mediators and arbitrators should have a vested interest in the outcome of the negotiation.

Three criteria that managers should consider before choosing an employee dispute intervention strategy are:

Arbitrations are more like negotiations than court trials.

If you are involved in an arbitration,be sure to:

Arbitrators typically do not split the difference.

What is a "dispute-wise" organization? Describe "dispute-wise" policies and practices and the benefits of using them.

Mediators all follow the same model and execute it similarly.

During an arbitration,in order to defend themselves effectively against claims of unjust termination of an employee,employers must demonstrate that they have taken steps to applay__________ required criteria before firing the employee.

Briefly compare the roles of mediators and arbitrators.

The most common forms of alternative dispute resolution are:

One of the benefits of alternative dispute resolution is that it is less expensive than resolving your dispute with another party through the legal system.

Mediation and arbitration have their roots in labor-management relations.