It's already well established that having the appropriate work culture and strategy for maintaining good working relationships are critically important for the effective delivery of business objectives. As far as employee relations are concerned, the approach adopted must ensure that conflicts or disputes are kept to a minimum or even better, resolved, as soon as possible and with the least impact on the business.
The way conflict is dealt with currently by most organisations is one whose primary focus is to judge a situation and deliver an outcome. It does not always consider the issues to be solved depending on the type of issue (whether it is just a difference of opinion or it has reached an entrenched stage) as explained in this paper from ACAS. Many HR professionals also invite employees to raise grievances formally in order to deal with them, the informal stage being left for the manager to handle.