15 Conflicting power relationships develop in situations where the supervisor and union stewards: Pursue different interests or goals. b. Pursue the same interests or goals. Know the same about the labor contract. . Aim to resolve labor problems. 16. The alternative dispute resolution (ADR) approach where workers with complaints are invited to raise them with their immediate supervisor is called the: Nonunion mediation approach. Open-door policy approach. Peer review systems approach. 4. Early neutral evaluation approach. 13. The alternative dispute resolution (ADR) approach where a program involving the appointment of an employee with the company to serve the role of consulting with employees who have problems and advocating on their behalf is called the Nonunion mediation approach. Open-door policy approach. Ombudsperson program 4. Early neutral evaluation approach. 1x The alterative dispute resolution (ADR) approach where a neutral person attempts to facilitate an agreement that resolves the dispute over alleged treatment and/or misconduct. Nonunion mediation approach. Open-door policy approach. Ombudsperson program Early neutral evaluation approach. 19. The alternative dispute resolution (ADR) approach which involves the appointment of a committee composed of a majority of rank- and-file employees, who are led by a human resources staff person as the facilitator is called the: Nonunion mediation approach. Open-door policy approach Ombudsperson program 4. Early neutral evaluation approach. 20. The power relationship strategy that can be employed by both the union steward and the supervisor, which focuses on the vulnerabilities of each one is called: Labor agreement analysis. Intimidation Psychological . Persuasive