Many businesses using alternative dispute resolution systems do so without developing a systematic approach to creating ADR initiatives. Companies don't realize that ADR programs involve changing the entire company culture. This Conflict Management Systems Design course allowed our class to understand the organizational conflict prevention and resolution system through a fictional technology called Pacifine. The exercise we completed in class gave us case studies and practical applications of the conflict management systems presented. This consideration will focus on a blueprint created for using a corporate approach to introduce an alternative dispute resolution program in the workplace. The first step businesses should take when integrating a conflict management system is to identify the issues that ADR can resolve. One of the biggest concerns businesses have is the financial cost of employment disputes. Some of the negative aspects of employment litigation are difficult to measure in dollars. Other concerns that arise during employment disputes include work hours spent on cases, disruption to the workplace and the negative impact this has on relationships. This first step is important because it determines whether an ADR system can be beneficial to a business. In our class exercise, we examined several complex issues within Pacifine and evaluated whether a conflict management system would be a meaningful alternative for the company. The second step would be to conduct a conflict audit to identify all sources of internal and external conflicts. These issues should be conflicts that result in wasted time, reduced productivity, and lower sales or revenue. Internal conflicts include dissatisfaction...... middle of paper ......points to develop a holistic picture. The four frameworks described in Reframing Organizations by Bolman and Deal include: structural, human resource, political, and symbolic frameworks. Each framework has advantages, but also has certain weaknesses (Bolman and Deal, 2013). It takes multi-frame thinking to understand the full picture of the situation. Using a wide-angle lens including all four frames to assess situations is the way to promote good leadership skills. Single-frame leaders will fail, but good leaders will examine the situation several times to find the best framework to apply. Works CitedBolman, L. and Deal, T. (2013). Reframing Organizations: Artistry, Choice, and Leadership, 5th ed. San Francisco: Jossey-Bass. Lipsky, D., Seeber, R. and R. Fincher (2003). Emerging systems for managing workplace conflict. San Francisco: Jossey-Bass.