Problem Statement

The article offers an evaluation of the impacts of dispute resolution techniques on the retention of employees. It defines the retention of productive and committed employees as being the dream of any organization. It paints the high employees turnover as being a major set back to organizational performance levels (Brubaker et al. 2014).

Purpose Statement

The article analyses the relationship between dispute resolution approaches and organizational justice. Contrary to just complying with laws, there is the emphasis on being just and committed to boosting the welfare of the employees (Wallensteen, 2018).

 Conceptual Framework

The article adopts a quantitative study of Eigen & Litwin (2014)which has over 1, 000 locations in the USA. It offers an ideal illustration of the factors that drive the commitment and productivity of diverse employees. There is an analysis of the longitudinal data that provides a glimpse of the trend in the past relationship of the employees and the management.

Research Questions

1. what is the connection between dispute resolution and organizational justice
2. Canemployees’productivity and commitment be improved through organizational justice?
3. What are some of the procedures that contribute to efficient and quick dispute resolutions in organizational settings?

Interview Questions

1. Are there sufficient dispute resolution measures in the organization?
2. What is the employees’turnover rate in the past year?
3. Do you believe organizational performance is linked to dispute resolution?

Alignment between these components, including areas of misalignment

There is a close alignment between the indicted factors as they form the basis of creating a positive organizational culture. Past studies indicate that there is a higher number of employees involuntary leaving organizations as compared to those that retire. The trends suggest that there is a strained relationship between the workers and the management.

However, there is also a misalignment as the article fails to pinpoint some of the specific dispute resolution methods and the contribution they would have on an organization. These evaluations are critical in the creation of organizational policies and strategies (Camelo et al. 2015).

Recommendation

While the article has made significant steps in shedding more light on the problem statement, there is the need to conduct extensive studies that would seek to determine ways that sustainability and productivity can be attained (Wallensteen, 2018). There is also the need to evaluate the role of communication structures in creating a positive organizational culture. These measures would come in handy in improving the welfare of the workers as well as ensuring that there is the attainment of the set organizational goals.

References

Brubaker, D., Noble, C., Fincher, R., Park, S.K., & Press, S. (2014). Conflict resolution in the workplace: What will the future bring? Conflict Resolution Quarterly, 31(4), 357–386. https://doi.org/10.1002/crq.21104

Camelo-Ordaz, C., García-Cruz, J., & Sousa-Ginel, E. (2015).The influence of top management team conflict on firm innovativeness.Group Decision & Negotiation, 24(6), 957–980. https://doi.org/10.1007/s10726-014-9424-4

Wallensteen, P. (2018). Understanding conflict resolution. SAGE Publications Limited.

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