Alternative Dispute Resolution Paper

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Alternative Dispute Resolution Paper LAW/531 Alternative Dispute Resolution Paper Organizations and educational facilities that once relied on individual performances are evolving to more supportive learning team environments. Employees and students work in groups, offering support to each other to achieve set objectives. Although proven to be more efficient, conflicts do occasionally arise so when they do emerge, an effective team should have alternative dispute resolutions (ADR’s) in place as a means to address disputes as they occur. Academic virtual learning environments while rewarding can also cause extreme frustration. The team is reliant on its members to write and submit their portions of the assignment on time. More often that not, the teams consist of over-achievers and under-achievers. In this setting, the under-achievers under perform because they know the over-achievers will take on the extra work necessary to complete the project. While professors exercise the right to grade team members individually, typically the entire group receives the same grade regardless of individual contribution. As a result, those who deserve the grade receive the grade but those who do not deserve the same grade also receive it. This can cause disputes and mistrust within the group and these bad feelings can impede the learning process. The best ADR for this type of conflict is the case evaluation method. “In case evaluation, the evaluator (a neutral) gives an opinion on the strengths and weaknesses of each party's evidence and arguments” (NA, P.1). In an academic environment, the neutral party could be the professor or a professor on staff at the university. Both parties present their arguments and evidence while hearing the opposing viewpoints. Sometimes, understanding the opposing viewpoints can lead to resolution. If it does not, the neutral

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