BEFORE ABSTRACT

This research paper examines the nature of conflict resolution within a faith based organisation, specifically the South Caribbean Conference of Seventh-day Adventists. The paper traces the historical development of the organisation as an employment institution and examines the conflict resolution policy implemented by the organisation. It also examines the efficiency of this policy and its relevance to todays rapidly changing Industrial Relations climate. It seeks to ascertain by eliciting employee responses the answers to questions such as; their level of knowledge regarding policy implementation, the impact of conflict resolution training on workplace industrial relations, the level of employee satisfaction with current conflict resolution practices and alternative options available to workers for resolving workplace conflict. The research paper examines the available literature on the subject and uses this literature to help contextualise the research findings. The research highlights the peculiar problems faced by the organisation relevant to conflict resolution in the workplace and adopts an essentially qualitative examination of the data obtained. Emanating from the research findings which were indicative of significant deficiencies in the established conflict resolution practices of the organisation, several recommendations were proffered regarding strategies which may be employed to amend the existing and entrenched problems. The research suggested significant changes particularly in the areas of consultation and inclusion. The research engaged in the discovery and highlighting of prevailing conflict resolution issues, it also sought to inform future decisions which may redound to the benefit of the organisation and its workers.

ADJUSTED ABSTRACT This research paper examines the nature of conflict resolution within a faith based organisation, namely the South Caribbean Conference of Seventh-day Adventists. The paper traces the historical development of the organisation as an employer and examines how its Conflict Resolution Policy has been implemented over time. It also examines inter-alia- the efficiency of this policy and its relevance to todays rapidly changing Industrial Relations climate. It seeks to elicit employee responses to questions such as; their level of knowledge regarding policy implementation, the impact of conflict resolution training in workplace industrial relations, the level of employee satisfaction with current conflict resolution practices and alternative options available to workers for resolving workplace conflict. Further the paper examines the available current literature on the subject and uses same in an effort to contextualise the research findings. The research highlights employee/employer related problems and how The Organisation employs Conflict Resolution Strategies. In so doing however an essentially qualitative examination of the data obtained has been adopted. Emanating from the research findings which were indicative of significant deficiencies in the established Conflict Resolution practices of The Organisation, several recommendations were proffered regarding strategies which may be employed to ameliorate the existing and entrenched problems. The research highlighted the need for significant changes particularly in the areas of consultation and inclusion. It further laid bare prevailing conflict resolution issues.

Based on the findings, future decisions can be informed and may redound to the benefit of the Organisation.