There  is no one conflict resolution  system that can be said to be perfect for all conflicts.
Every conflict resolution process  has its limitations in whipping out results that offer the
maximum benefit. Factors  influencing the result of a process are, nature and extent of
conflict, needs  and limitations  of  all parties,  time-period  and situations  surrounding
the  conflict  and  parties  at that moment.
For  any  one  particular conflict, negotiation might be the best,  for another it might  be 
mediation; for  yet  another it might  just be litigation! For another conflict, a mix of two or 
three  processes  might bring the  most advantage.  Where a scheme of conflict resolution
is suggested, PeopleGrid will be with the client till the point of complete resolution. Necessary
support,  guidance  and  training  will  be provided to the client to  address  the conflict and take
it to a most beneficial resolution. An analysis of what kind of conflict resolution process is best suited
to bringing our Client the best and most benefit is an aspect that requires immense expertise and experience. We at PeopleGrid affirm that this is an area we excel in!
Mediation  is  a  process  where  a  neutral  and impartial third-person, called a 'mediator',
facilitates conflict resolution   between two or more persons-with-conflict. Mediation as a
method  of  conflict  resolution  is  known  to  be  highly  successful  in bringing persons
separated by conflict closer. This is a process of conflict resolution that is very informal
vis-à-vis the court system and allows parties to choose their own solutions. The process
offers  complete  confidentiality and moderately high control over  the enire process. The  
parties are  allowed  to  walk  out of  the procedure whenever they please. The mediator is
only a facilitator  who  helps the parties to find remedies by  themselves,  but  surely plays a 
catalystical  role  in  getting  the  parties to  communicate  with each other, their own problems,
needs and desires.
                                                   Business and Commercial Mediation is a processed used to resolve conflicts that occur within business and
                                                      commercial relationships.  The  conflict  may  be  about tangible or non-tangible matters that form a very
                                                          integral  part  of the  business  or  commercial  set-up .Conflicts may relate to rights and opportunities,
                                                           property,  tools  and constituents, or  contractual  agreements.  The  conflict  can  also be one of non-
                                                           compatibility between members of two friendly-businesses or dependent ones.
                                                         Mediation  has  proven  to be a  very effective tool  in  enhancing  economic  growth  of  companies and
                                                       business  centers  Conflict is  a factor that  scowls at growth and winkles out valuable time and resources
                                                   that would have been used for profit-making purposes.
                                                   Community  and  neighborhood  mediation has become popular because of social and  political movements
                                                      that aim at enabling community members to resolve their own conflicts rather than to take it into the court
                                                          system.  The  community and neighborhood in which we live has a very big role to play in our everyday
                                                           existence.  The  conflict  can  be the most  routine  to the  most impacting. It can be about noise, pets,
                                                           nuisances,  property  maintenance,  boundary  disputes,  or in  terms  of  harassment,  threats,  minor
                                                         assaults  etc.  Mediation  is  a  very  efficient  solution  to any  and  all  of  these problems, because the                                                         principle  ambition  of  mediation  is  to  bring  people  together. To the point that our interaction with the                                                       community and neighborhood is an everyday one it makes “happy resolutions” all the more important!
                                                   Conflict within a marriage or other romantic relationship is normal. But it remains healthy only as long as the
                                                       conflict is under the control of the relationship. Disagreement, silent hostilities and nasty arguments are a                                                           part of  every  relationship.But once a conflict moves beyond the grip of the relationship it tries to infect                                                            the relationship with venom; venom  that can slowly kill the relationship! Couples and Family Mediation                                                            deals  with all areas  of  the personal  relationship and also involves  areas  like marriage, divorce and                                                           child-custody mediation.    PeopleGrid’s   effort is always  towards saving and strengthening an intimate                                                       relationship.But where it   cannot   be ‘saved’ we ensure that the break up is smooth and friendly, causing                                                     the least  pain  to all interested and affected. Especially  with relationships  that   are close  and intimate, a                                                 conflict resolution process like mediation that offers the privilege of privacy and confidentiality is best suited.
                                                   Workplace   conflicts  happen  for  any  number of reasons. The  conflict  can  be  between a  superior  and
                                                       subordinate,  or  between  colleagues.  PeopleGrid  helps  these  persons-in-conflict manage  difficult                                                           conversations and address conflict in meaningful and productive ways. We try to formulate the                                                            mediation process in such a way that it is able to facilitate progress towards recognized goals and                                                            objectives. This is also a process of empowerment which gives the employees confidence and a                                                           feeling of importance within the workplace. It would definitely have an impact of leading to greater work                                                       output.
Step 1: Client meets with or sends brief  of  the  conflict  to our First-Information Executive.
Step 2: The  matter  is placed before  the Board  comprising heads  of all divisions, and
the  Board  is  headed by one Advisor  from  our  Panel of Advisors. At this meeting the
applicability  of  the  particular  conflict  to  each of those areas will be decided, and on
that basis a team is built to handle the matter. 
For example, for a conflict that involves sharing  of  properties  between siblings,  the 
team will consist of members from the law (sharing of property), psychology (sibling and
family  factor)  and  finance  and  accounts  (sharing  of  monetary  wealth).  As  another 
instance,  where the dispute is between two  companies as regards sharing of  intellectual
property,  the  team  will  consist of  members  from   business  administration  (internal  and
external  functioning  of  companies),  finance  and   accounting  (revenue  sharing),  actuarial  
science  and  risk  management  (assess the risk of / honoring or dishonoring agreement) and law
(review of legal documents).
Step 3: The so constituted team will call for a meeting with the Client, and decipher the facts and nuances of the conflict and also decrypt what the Client wants from resolution of the conflict.
Step 4: Based on what the Client wants and the potential of the conflict to offer such a solution, the team decides upon, or tailor-makes a conflict resolution plan that will be most conducive to offering maximum benefit and advantage to the Client.
For example, where a Client comes with the idea of filing a law-suit to solve the conflict, and it appears to the team from examination of the conflict that the benefits derived from litigation is limited, it will be suggested to the Client that litigation may not give the best results and to go in for another mechanism such as negotiation with the opponent.
Step 5: Where any form of conflict resolution is suggested, necessary grooming and/ or strategy is offered to the Client for the execution of conflict resolution.