CEDR will work with your organisation to evaluate and assess the underlying causes of your conflict and assist you in designing a dispute resolution system to reduce conflicts.
Workplace disputes - either within or between organisations - are inevitable, but CEDR works with all interested parties to diagnose and evaluate such conflict, incorporating a vast range of tools to not only resolve the issues but also increase business efficiency.
Leaders, Manager, HR and OD teams
We provide a comprehensive audit of the internal conflict facing your organisation, collecting and collating data on a range of contributing factors, such as employee grievances and stress-related sickness. Let our expert consultants calculate the impact of conflict affecting your organisation and then offer a range of possible solutions.
You will be able to:
- Identify where conflict occurs
- Understand how conflict manifests
- Evaluate how conflict is currently managed
- Receive expert advice on future strategies
Case study: International Bank (2013)
The cost of conflict for a typical workplace dispute in the Bank was estimated at being €600,000 in legal fees, an exit package being the equivalent of 3 years of salary and 1000 hours of management time.
CEDR first conducted an audit of the causes and patterns of conflict in the Bank and used these findings to design and lead a range of workshops to cover competencies and skills relevant for conflict management. This included a 2 day manager workshop, to develop their competency to use appropriate practical conflict management tools. A 1 day module for staff members to build competency of conflict management tools and a 5 day module tailored to HR Business Partners to obtain a deeper understanding and competency in both approach and tools, in order to be able to advise and support managers and staff in early stage conflict management.
CEDR has dedicated over 100 days to this project over 3 years.
Working with the client, CEDR first audited the organisation and then designed training courses with bank staff. This then led to a large-scale roll out of training across the organisation.
"Great for everyday life skills"
Dispute System Design
Leaders, Managers, HR and OD teams
The key to organisational efficiency is to ensure that conflict is managed effectively. CEDR consultants can evaluate your needs, then design and implement the most appropriate system for your organisation.
You will be able to:
- Institute a purposely designed dispute resolution system
- Have confidence in managing and resolving differences
- Reduce the amount of grievances within your organisation
- Improve organisational culture
Case study: International Financial Organisation (2013)
The primary objective of the consultancy was for the organization to:
(a) Assess the extent to which the organisation’s dispute resolution system were fit for purpose.
The secondary objective which resulted from the primary objective was to:
(b) Recommend ways to redesign the dispute resolution systems and processes
CEDR first conducted an audit of the causes and patterns of conflict in the organization and also the perceptions of the existing dispute resolution system (DR system). This resulted in results that were presented to the organization. This was followed by recommendations to redesign the dispute resolution system in-line with best practice.
Understanding the current DR system; surveying employees and interviewing key personnel; analyzing and collating results; producing recommendations based on the results to for redesign of the existing DR system.