A Labour and Conflict Consultant, Mr Austin Gamey, has advocated the use of Interest-based Negotiations to find solution to conflicts in order to minimise expenditure, save time and productive hours for maximum gains. He explained that finding solution to problems through the traditional, 'fire fighting' ways of the 18th century, might persist if the new approach of mediation was not introduced to calm nerves during labour negotiations and conflict resolutions. Mr. Gamey, an Alternative Dispute Resolution (ADR) Professional of the Pulse Institute, Africa, and also the chief executive officer (CEO) of the Gamey and Gamey Academy of Mediation in Ghana, was interacting with some media personnel in Tema. He expressed the view that the new approach was convenient and peaceful without any intimidation. The Labour and Conflict Consultant, therefore, suggested the need for workers and people in conflicts to upgrade 'their capabilities in negotiating effectively without confrontations. He called on them to involve themselves in joint principles problem-solving and consensus-building and decision-making. Mr Gamey said the Interest-based negotiations system had been formulated to focus more on issues to ensure that the problem at stake was attacked and not the personality in negotiations. He said the new approach also involved the need for an impartial, facilitator and the use of neutral .language in a relaxed atmosphere, which will enable the contending parties to overcome their difficulties in not time. The labour consultant observed that conflict resolution in Africa had continued to be difficult because disputing factions were compelled to deal with mediators or arbitrators who they did not have confidence in. He stressed that the numerous chieftaincy, land and labour conflicts in the sub-region attested to this situation, and called for change in systems and attitudes to reverse the trend. Mr Gamey emphasised that existing traditional system of conflict resolution, which was in practice now, attacked and discredited individuals during negotiations with contending parties taking entrenched positions as well as using power and pressure to achieve their desired redress. He asserted that it was necessary to ascertain the interests of both parties in order to satisfy their expectations. Mr Gamey said the legal mandate for interest based negotiations emanated from sections in the Labour Act, Act 651, 2003 especially sections 97, 98, 101 and 127, which stressed the need for contract negotiations to be done in good faith. He stated that the Act also dealt with behaviours during and after negotiation for the joint commitment of negotiating teams. Mr Gamey said parties involved in negotiations had faced difficult times because of the lack of the necessary knowledge and understanding in communicating with one another and following due procedures. The labour consultant said the quality of conversation within an organisation defined the quality of relationships that existed among opposing factions. Mr. Gamey advised facilitators in negotiations to be impartial and not have any vested interests in the outcome of the negotiations. He stressed the importance of facilitators having effective qualities capable of appreciating the dynamics of the environment in which the negotiations or conflict was occurring. Mr Gamey was emphatic that a facilitator must be a good listener, articulate, patient, non-judging, flexible and persuasive. He reiterated that at the end, results of interest based negotiations had proven to be successful and produced results for all parties involved with no loser in the negotiation. Mr Gamey advised all categories of people to embrace interest-based negotiations in conflict resolution in order to build consensus during negotiations. Source: Daily Graphic