NCJ Number
170406
Journal
Negotiation Journal Volume: 12 Issue: 3 Dated: (July 1996) Pages: 207-215
Date Published
1996
Length
9 pages
Annotation
Designers of dispute resolution systems in organizations should use an interest-based design model and complete six tasks: (1) entry and contracting, (2) organizational assessment, (3) design architecture, (4) training and education, (5) implementation, and (6) evaluation.
Abstract
The interest-based design model uses principles from organization development, dispute systems design, and alternative dispute resolution and builds on the work of Ury, Brett, and Goldberg and their paradigm of interests, rights, and power as methods to resolve disputes. A crucial factor in creating a successful system is the designer's involvement of all the stakeholders in gathering information; identifying interests; developing options; and working together to create a design that satisfies everyone's needs for fairness, participation, and resolution. Stakeholders should be actively involved through openness, participation, and feedback. Thus, the design effort applies the interest-based principles involved in the dispute resolution system itself. Notes and 5 references