Abstract and Keywords
The Introduction to the Handbook sets out the context for the book by outlining the growing incidence of innovations in conflict management. These are commonly represented under the rubric of “alternative dispute resolution” or “ADR” practices. Innovations in conflict management encompass grievance and problems involving individual employees and collective disputes between employers and trade unions. The field of ADR can broadly be understood as a series of conflict management practices that represent alternatives to employment litigation or resort to employment tribunals or agencies mandated to administer employment rights but that also provide alternatives to conventional grievance processes in organizations or modes of third-party involvement in dispute resolution. Innovations in conflict management have been driven by developments in employment rights, the rising costs of employment litigation or of state-provided third-party facilities for conflict resolution, challenges to conventional collective bargaining, new forms of work organization, and new approaches to human resource management (HRM). The literature in the field tends either to involve prescriptive textbooks, often with little empirical underpinning, or academic research published in specialist journals. In this book some of the world’s leading scholars in the field examine the context of innovations in conflict management, ADR and conventional practices for managing individual and collective conflict, case studies of forms of ADR in practice, and developments in conflict management in major countries in the global economy.
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