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dc.contributor.authorLipsky, David B.
dc.date.accessioned2020-11-17T17:31:06Z
dc.date.available2020-11-17T17:31:06Z
dc.date.issued2007-01-01
dc.identifier.other12327317
dc.identifier.urihttps://hdl.handle.net/1813/76032
dc.description.abstractThe U.S. industrial relations system has undergone a historic transformation over the past three decades. One of the most significant features of that transformation has been the dramatic rise of alternative dispute resolution (ADR) as a means of addressing workplace conflict. ADR can be defined as the use of arbitration, mediation, and other third- party techniques instead of litigation to resolve workplace disputes. In the view of some experts, the rapid diffusion of ADR in employment relations, especially in the non-union sector, has represented nothing less than a revolution in dispute resolution. The ADR revolution has spread to many other types of disputes, including family, consumer, construction, and financial disputes. In many ways, transferring the resolution of workplace disputes from public to private forums constitutes the de facto privatization of the American system of justice.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: © Labor and Employment Relations Association (LERA). Reprinted with permission. All rights reserved.
dc.subjectconflict resolution
dc.subjectalternative dispute resolution
dc.subjectemployment relations
dc.subjectworkplace disputes
dc.titleResolving Workplace Conflict: The Alternative Dispute Resolution Revolution and Some Lessons We Have Learned
dc.typearticle
dc.description.legacydownloadsLipsky108_Resolving_workplace_conflict.pdf: 98 downloads, before Oct. 1, 2020.
local.authorAffiliationLipsky, David B.: dbl4@cornell.edu Cornell University


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