The dynamics of a diverse work force characterized by organizational change, competition, and complex communication are drawing attention to interpersonal conflicts among workers. Organizational change, for example, alters the status quo and requires members of an organization to work together in new ways and under new rules.
Competition compounds issues of power and escalates conflicts of personalities and behaviors.
The complexities of communication make it more difficult for culturally, economically, and socially diverse workers to resolve the issues and problems they encounter on the job. These conditions have generated a need for new types of training and employee development programs to help workers acquire skills in conflict management. The increase in conflicts occurring in the workplace and in society as a whole has created a strong interest in new ways of avoiding the costly and destructive outcomes of relationship dysfunctions. Litigation and legal negotiation are two of the most expensive and time-consuming ways to resolve a conflict between parties as they require court action and the involvement of legal counsel. Arbitration, another method for resolving conflict, involves a neutral third party to settle disputes among parties in a subjective manner.