Assignment 5-Module 5 Alternate Dispute Resolution Program at Doha Engineering Company Doha Engineering Company is developing a new Alternate Dispute Resolution Program (Conflict Management). The three-step program is voluntary and starts with bringing in a supervisor to resolve a dispute. If that doesn't work, it moves to mediation with a third party from HR. The FAIR program is typical for the programs many organizations are developing and implementing as part of their employee Relations Policy. The program also includes an internal appeal process. This goal is to avoid going to legal courts and solve the disputes within the company. Since the new program has been implemented, disputes have been solved in an average of 12.5 hours and problems were solved in 90 % of the cases. 8 % of the cases went to arbitration and 2 % only went to court. The Employee relations Officer in the company stated: "Mediation is really a teaching experience for people in the workplace. We sit down and we actually listen. We give everybody a chance to talk. We try to identify problems, and then we brainstorm for alternative solutions that satisfies all parties." The company, however, introduced a compulsory arbitration agreement. In other words, the cases that are not solved by mediations, the company forces the employees to go to arbitration and the company chooses the arbitrators which the employees are not happy with. Although arbitration offers significant benefits with respect to speed, cost and specialized expertise of arbitrators, some fear that it may unfairly favor employers as employees have no control over who can be the arbitrator. 1- List two advantages and two disadvantages of the Alternate Dispute Resolution Program? (4 marks) 2. In module 5 we discussed three types of mediation. What type of facilitation is being used in this company? Explain why. (2 marks) Assignment 5-Module 5 Alternate Dispute Resolution Program at Doha Engineering Company Doha Engineering Company is developing a new Alternate Dispute Resolution Program (Conflict Management). The three-step program is voluntary and starts with bringing in a supervisor to resolve a dispute. If that doesn't work, it moves to mediation with a third party from HR. The FAIR program is typical for the programs many organizations are developing and implementing as part of their employee Relations Policy. The program also includes an internal appeal process. This goal is to avoid going to legal courts and solve the disputes within the company. Since the new program has been implemented, disputes have been solved in an average of 12.5 hours and problems were solved in 90 % of the cases. 8 % of the cases went to arbitration and 2% only went to court. The Employee relations Officer in the company stated: "Mediation is really a teaching experience for people in the workplace. We sit down and we actually listen. We give everybody a chance to talk. We try to identify problems, and then we brainstorm for alternative solutions that satisfies all parties." The company, however, introduced a compulsory arbitration agreement. In other words, the cases that are not solved by mediations, the company forces the employees to go to arbitration and the company chooses the arbitrators which the employees are not happy with. Although arbitration offers significant benefits with respect to speed, cost and specialized expertise of arbitrators, some fear that it may unfairly favor employers as employees have no control over who can be the arbitrator. 1- List two advantages and two disadvantages of the Alternate Dispute Resolution Program? (4 marks) 1 2- In module 5 we discussed three types of mediation. What type of facilitation is being used in this company? Explain why. (2 marks)