HRM702-Dispute Resolution                                     Cliff Donn
Spring 2002                                                               Office R-228 Ext. 4339
                                                                                  E-mail donn@mail.lemoyne.edu

TOPICS: This course will deal with issues related to conflict and conflict resolution especially in employment settings. Particular attention will be paid to issues related to collective bargaining. The material presumes you have completed at least one graduate-level course in human resource management, normally HRM 601.

SOURCES: The texts for the course will be Roger Fisher and William Ury, Getting to Yes and Eaton and Keefe, Employment Dispute Resolution and Worker Rights in the Changing Workplace which can be purchased in the college bookstore. You will also be required to read substantial selections from Richard Walton and Robert McKersie, A Behavioral Theory of Labor Negotiations .  You can purchase your own copy of this if you would like to have it from Amazon.com or you can use it at the library where it is on reserve or you can borrow a copy from the instructor who has several for that purpose. Other references, on reserve at the library, include selections from a variety of journals including in particular the Journal of Conflict Resolution.

REQUIREMENTS: All students will take a comprehensive final examination in class on Wednesday, May 8. Each student will participate in a simulated negotiation exercise which will be worth 10% of the final grade, and each student will partipate in a simulated arbitration exercise which will be worth 10% of the grade. There will be an optional mid-term examination on February 25, which will count 20% of the final grade. Each student will give a 10-15 minute in-class presentation on a topic related to the course. That topic along with prospective sources and an outline must be approved by the instructor as part of a formal submission due on February 11. The presentation (and the material submitted to the instructor at the completion of the presentation) will be worth 20% of the final grade.

Regular class attendance and participation in class discussion are expected. Students who attend class and are prepared for discussion on a daily basis can expect these facts to be reflected in their grades. The inverse is also true. Class participation is worth 10% of the final grade.

In summary, each of the two simulations will be worth 10% of the grade (20% total), the presentation and research materials will be worth 20% of the grade, class participation will be worth 10% of the grade, the mid-term exam will be worth 20% of the grade for those who choose to take it, and the final exam will be worth the balance (30% or 50%).  If you have a documented disability and wish to discuss academic accommodations, please contact the instructor within the first week of class.

CLASS SCHEDULE: Please use this schedule to plan your reading which should be done before the relevant class.

Course Topics
 Dates


I - Course Introduction
A. Introduction
 January 14
B. Origins and Nature of Conflict
 January 28
II - Theoretical Constructs
A. Theories of Negotiation
 February 4
B. Theories of Dispute Resolution
 February 11
C. Theories of Alternative Dispute Resolution
 February 18
III - Applications
A. Individual Employment Disputes
 February 25,
March 4
B. Collective Bargaining
 March 11
C. Grievance Resolution Under Collective Bargaining
 April 8
IV - Summary and Conclusions
 May 6


CLASS ACTIVITIES

Activities Dates
   
Presentation Topics February 11
Mid-term Exam February 25
Negotiation Simulation March 18
Arbitration Simulation April 15
Class Presentations April 22,29
Final Exam May 8



EXPECTATIONS

WHAT I EXPECT FROM YOU
I expect that you will come to class each evening on time, having done the reading assignment and prepared to participate by asking and answering questions and by expressing your opinions. I expect that you will ask questions about anything you don't understand. I expect that assignments will be done and turned in on time and that they will reflect the best work you can do. I expect that you will contact me if you are having any problems in the course or if you are having personal problems which may affect your performance in the course. Overall, I expect you to work hard at getting the most out of this course that you possibly can. In accordance with the policies of the New York State Department of Education which accredits Le Moyne College, you can expect to be assigned two to three hours of outside work for each hour of class time in the course.

Regular attendance and class discussion are an integral part of this course. If you unavoidably have to miss a class you should make sure that you get the class material from your classmates. You should also expect to be assigned extra work to make up for the class discussion which has been missed.

WHAT YOU CAN EXPECT FROM ME
You can expect that I shall come to class on time each day having thought about and prepared the material. You can expect that I shall answer your questions to the best of my ability and that your opinions will be heard with respect. You can expect that your assignments and exams will be graded carefully and returned in a timely manner and that you will be given an explanation of why you receive the grades you receive. You can expect that I shall make time to see you if you need to see me and that I shall keep regular office hours.

WHAT WE SHOULD EXPECT FROM EACH OTHER
A serious commitment to learning and a serious effort toward that end.

EXPECTED OUTCOMES
The successful student will understand issues of how conflict arises and will be familiar with the literature which discusses how conflict can be resolved. The successful student will also acquire techniques for the resolution of conflict in the workplace and in daily life.



I. B. Origin and Nature of Conflict

Optional: IIIA. Theories of Negotiation  Optional:  B. Theories of Dispute Resolution  Optional:  C. Theories of Alternative Dispute Resolution  Optional:  IV. A. Individual Employment Disputes  Optional: 
B. Collective Bargaining 
Optional: 
C. Grievance Handling 
Optional: 
IV. Summary and Conclusions