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Suggestions for how you can resolve business disputes

On Behalf of | Jun 13, 2018 | Business Litigation

There is little else as unsettling as catching wind of a dispute in your organization. Often, you are immediately met with conflicting stories and are left to your own resources to sort through what you have heard and understand what is going on. In many cases, finding a solution that benefits both sides require compromise and time to articulate. At Wang Intellectual Property, we have helped many businesses in California to overcome organizational disputes. 

Chances are, the last place you want to end up is in court. In fact, if you allow the problem to become too prevalent, you could cause damage to your company’s reputation which could affect your sales performance. As soon as you are made aware of a disagreement, it is imperative that you address the issue right away. According to Chron, some of your options for reaching an agreement include the following:

  • Mediation: This resource provides the disagreeing parties with the option of meeting with a third-party to discuss their differences in a controlled environment. You and other organizational leaders may be present to help identify root problems and discuss viable solutions. 
  • Management agreements: Before disputes ever arise, you can make a proactive decision to articulate a detailed management agreement. This tool is an excellent way to clarify important aspects of business operation before they become a problem when people begin to interpret them on a personal level. 
  • Negotiation: As the dust settles and emotions have tapered a little, you can work with both parties to negotiate a deal. This will require flexibility and humility of both parties but can open the door to productive and successful communication. 

When you are aware of your options for settling conflict, you can make a more confident decision about which method will work best for you and your employees. For more information about settling business disputes, visit our web page.  

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