Brāv Metrics review

by Remi Alli

“I had difficulty maintaining a level of peace due to dealing with new neighbors that seemed so different from what I was used to. Using ODR for a management session allotted for a [third party neutral] to intervene and quell the situation while I was at home and comfortable.”

Courts have found that hostile environments, harassment, physical and emotional environments are all consequences stemming from conflict. All too many times people have conflicts that they may internalize. 

There are multiple methods of de-escalating a situation. One of those methods are chatbot consultations. Of the chatbot consultations, another method are in-person sessions.  Over 80 percent of users received success with in-person session tools. The in-person session tools include text and video chatting capabilities along with file sharing and breakout rooms, and roughly 89 percent of those who used the tools found relief. 

Another in-person session tool employed during dispute resolution are facial tracking tools. Facial tracking tools allow us to map a mask onto a person's face and alter their voice so that privacy is maintained when dealing with a dispute. For example, this tool was used in a dispute resolution case between a disgruntled employee and an employer. By using the facial tracking tool, the employee was able to request an anonymous dispute resolution session with the employer without escalating real-life interactions. This allowed for deeper-seated sentiments to be brought to the surface due to the lack of repercussions that were present when there was no anonymity. 

People often internalize their conflicts without vocalizing their concerns - whether it be about a business deal, or workplace harassment because they fear losing their job for being insubordinate. However, this can often negatively affect worker productivity and may lead to the silencing of ideas that may have positively affected the company. Therefore, the implementation of ODR into courts often results in a much greater benefit than just resolving conflicts at a higher rate than alternative solutions. The small items that are often overlooked in day-to-day activities are caught by mediators or arbitrators and are appropriately fixed to maximize everyone’s return on investment. By allowing parties to take ownership of their conflict management, courts can empower employees to solve their own issues without intervention. The privacy that our system affords allows an employee to resolve all of their conflicts without resorting to someone else noticing, reporting and solving their issue. The ownership of one’s disputes within an organization allows for greater personal satisfaction and other benefits, including employee retention.

ODR augments traditional alternative dispute resolution by adding a scalable and flexible component, allowing traditional ADR to manage the disputes of parties while also preserving confidentiality and privacy away from public records. This allows people to save their reputations by removing the need to hire resources that would only be useful in rare situations. ODR allows courts with permanent caseloads to handle cases that they normally may not be able to handle. Innovative ODR platforms have trained its mediators in a multitude of tasks, not just conflict resolution. The safety net that certain ODR platforms provide to courts and organizations allow for rapid, efficient resolutions with minimal sacrifice.


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