Which conflict-resolution approach relies on direct dialogue between parties to reach a compromise, without a third party?

Which conflict-resolution approach relies on direct dialogue between parties to reach a compromise, without a third party?

• A. Arbitration
• B. Mediation
• C. Negotiation
• D. Avoidance

Answer: (C)

Direct dialogue between the parties to reach a compromise is negotiation. In this approach, each side explains what it needs and why it matters, listens to the other side’s interests, and exchanges concessions to arrive at terms both can accept. There’s no third party making decisions, so the parties control the process and the outcome, and they can tailor solutions to fit their specific situation. This also helps preserve working relationships because the focus is on collaboration rather than someone else imposing terms. This stands in contrast to approaches that involve a third party: arbitration has a judge or arbitrator decide the outcome, mediation uses a neutral facilitator to guide discussion without deciding, and avoidance means simply not addressing the issue. In HR contexts, negotiation is common for things like salary terms, workload changes, or resolving interpersonal conflicts, because it supports flexible solutions and mutual agreement.

Direct dialogue between the parties to reach a compromise is negotiation. In this approach, each side explains what it needs and why it matters, listens to the other side’s interests, and exchanges concessions to arrive at terms both can accept. There’s no third party making decisions, so the parties control the process and the outcome, and they can tailor solutions to fit their specific situation. This also helps preserve working relationships because the focus is on collaboration rather than someone else imposing terms.

This stands in contrast to approaches that involve a third party: arbitration has a judge or arbitrator decide the outcome, mediation uses a neutral facilitator to guide discussion without deciding, and avoidance means simply not addressing the issue. In HR contexts, negotiation is common for things like salary terms, workload changes, or resolving interpersonal conflicts, because it supports flexible solutions and mutual agreement.