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A total of 57 personnel from UP Mindanao gained valuable insights into the advantages of resolving disputes internally, discovering that addressing grievances within the organization is far less burdensome than pursuing prolonged legal proceedings.
This was the key takeaway from the Online Orientation on Conflict Resolution conducted by the Office of the Vice Chancellor for Administration, in coordination with the University Legal Office, on June 5, 2025.
Legal Officer Atty. Charmaine P. Valentin, who served as the resource speaker, introduced participants to various methods of grievance resolution, namely: conciliation, mediation, and arbitration.
In conciliation, a neutral third party—called the conciliator—brings the disputing individuals or groups together, facilitates open discussion, and supports them in formulating a mutually acceptable solution.
In mediation, the mediator takes a more active role in guiding the disputing parties towards an agreement. In some cases, the mediator may also propose a resolution to the conflict.
In arbitration, an arbitrator or panel of arbitrators is authorized to make a final and binding decision after hearing all sides, thereby formally resolving the dispute.
Grievance resolution may follow either a voluntary or compulsory path. In the voluntary mode, both parties agree to submit their case to a mutually chosen arbitrator or panel. In the compulsory mode, all available remedies under current policies and laws are exhausted, typically in situations where disputes have become deeply entrenched or irreconcilable.
According to Atty. Valentin, communication is the cornerstone of effective conflict resolution. “Parties need to remain calm, adopt active listening, express feelings without blaming, maintain open attitudes, refrain from threatening behaviour, and recognize other people’s viewpoints and feelings,” she emphasized.
She also warned against common pitfalls in the process, including poor accessibility, lack of transparency, perceived bias, procedural delays, and disregard for cultural practices. One of the most critical issues, she added, is insufficient follow-up. “This pitfall happens when the parties are not ensuring the implementation of resolution outcomes. Unresolved outcomes will result in repeated grievances,” she said.
