Many businesses that use alternative dispute resolution systems do so without developing a systematic approach to creating ADR initiatives. Companies fail to recognize that ADR programs change the entire company culture. This conflict management system design course provided our class with an understanding of the organizational conflict prevention and resolution system through a fictional technology called Pacifine. The exercise we completed in class provided us with case studies and practical applications of the conflict management systems described. This reflection will address a framework created for using an enterprise approach to introduce an alternative dispute resolution program in the workplace. The first step companies should take when integrating a conflict management system is to identify the issues that an ADR can address. One of the company's main concerns is the financial cost of litigation related to employment disputes. Some of the negative aspects of employment disputes are difficult to measure in dollars. Other concerns that arise during employment disputes include the hours spent on cases, workplace disruption, and the negative impact it has on relationships. This first step is important because it determines whether an ADR system can benefit a company. In our class exercise we examined several complex problems 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 conflict. These issues should be conflicts that result in wasted time, reduced productivity, and decreased sales or revenue. Internal conflicts include dissatisfaction… middle of paper… points to develop a holistic picture. The four frames outlined in Bolman and Deal's Reframing Organizations include: structural, human resources, political, and symbolic frames. Each frame offers advantages, but also has some weaknesses (Bolman and Deal, 2013). You need to think about multiple frames to understand the full picture of the situation. Using a wide-angle lens that includes all four frames to evaluate situations is the way to promote good leadership skills. Single frame leaders will fail, but good leaders will examine the situation multiple times to find the best frame to apply. Works cited Bolman, L., & Deal, T. (2013). Restructuring Organizations: Artistry, Choice, and Leadership, 5th Edition. San Francisco: Jossey-Bass.Lipsky, D., Seeber, R., and R. Fincher (2003). Emerging systems for managing conflict in the workplace. San Francisco: Jossey-Bass.