Workplace mediation is becoming an increasingly popular dispute resolution method to settle interpersonal employee conflicts, including harassment and bullying complaints. There is a direct ratio between the quality of relationships across the workplace and long-term effectiveness and success. Mediation addresses complex relationship difficulties head-on so that working relationships can be restored. Fostering a philosophy of mediation as a culture and a "co-entrepreneurial" business model, Doherty and Guyler consider what mediation is, why it is necessary and how it works, including the main principles of operation and the 6-step structure of a mediation meeting. They analyze the reasons for conflict and suggest useful everyday communication skills to help defuse anger or aggression. Real case studies look at specific complaints of bullying, of sexual harassment and of racism, generational conflicts within family businesses and boardroom conflicts between chairmen and CEOs.

This book is about conflict resolution through mediation, from a psychological perspective. Although written in part from the point of view of litigation, the objective is to demonstrate how an appreciation of the psychological aspects of conflict and an understanding of the emotional strategies people adopt in dispute situations can assist both lawyers and non-lawyers in resolving conflicts. The book consists of three sections- a theoretical analysis of conflict and conflict resolution; a practical, legal and experiential explanation of mediation; and thirdly a series of mock mediations, comprehensively analysed from the viewpoint of the mediator and the parties, providing tips and guidance on the dilemmas and pitfalls that mediators encounter. The book is based on three fundamental tenets: that conflict is ever present, and cannot be eliminated but can be worked with; that the attitude and stance of the mediator towards the dispute can be of significance to the outcome; and above all that the use of psychotherapeutic tools can facilitate a paradigm shift in the parties' approach to conflict. The authors demonstrate how the mediator can move parties in dispute from a position of intransigent adversity to a working alliance, and thereby achieve a 'good enough ' resolution.

This revolutionary book shows how mediators and lawyers can help parties to escape the way conflict has them trapped and to work together toward meaningful and lasting resolutions that deeply respect their humanity. Through the telling of ten riveting stories of real mediations in diverse settings, the principles and methodologies of this dynamic approach to conflict come alive. In so "Challenging conflict," the authors also challenge the conflict resolution field to reach for more. Book jacket.

This volume aims to provide a detailed explanation of the effects of cooperation and coordination on international multiparty mediation in conflicts. Contemporary scholarship stresses that the crucial ingredients for a successful multiparty mediation are ‘consistency in interests’ and ‘cooperation and coordination’ between mediators. This book seeks to supplement that understanding by investigating how much the ‘consistency of interests’ and ‘cooperation and coordination’ affect the overall process, and what happens to the mediation process when mediating parties do not share the same idea and interest in finding a common solution. At the same time, it explores the obstacles in achieving coordination and coherence between various mediators in such an environment and how to surmount the problems that multiple mediators face when operating without a ‘common script’ in attempting to mediate a negotiated settlement. The study investigates three distinct mechanisms (both on the systemic and contextual level) that have the potential to deter defection from a (potential) member of the multiparty mediation coalition: geo-political shifts, changes in the conflict dynamics, and mediators’ ability to bargain for a cooperative relationship. As the number of states and international actors that are involved in mediation increases, a careful assessment is necessary not only of their relative institutional strengths and weaknesses, but also of how to promote complementary efforts and how to synchronize the whole process when one actor is transferring the responsibilities for mediation to others. This book will be of much interest to students of mediation, conflict management, war and conflict studies, security studies and IR. The Open Access version of this book, available at https://www.routledge.com/International-Multiparty-Mediation-and-Conflict-Management-Challenges-of/Vukovic/p/book/9781138087897, has been made available under a Creative Commons Attribution-Non Commercial-No Derivatives 4.0 license

Provides mediators and other professionals who use mediationsuch as lawyers, therapists, and personnel managerswith comprehensive, step-by-step instruction in effective dispute resolution strategies.

This collection of articles examines mediation in a range of situations including international relations, informal mediation by private individuals and by scholars and practitioners, as well as the superpowers as mediators.

Mediation is a strong force for change that continues to grow as an alternative process for conflict management. The Third Edition of Mediation: Empowerment in Conflict Management is practical and concise, making it appropriate for college classes and training programs. The book has a clear set of theoretical principles, ideal for anyone interested in learning mediation skills. Mediation is explored as a dispute resolution option that allows conflict to be an opportunity. Special emphasis is given to the use of effective communication in mediation. New to the third edition are circular causation and modeling behaviors, dialogic communication, managing difficult behavior, mediating large groups, online dispute resolution, and pre-mediation. The book is perfect for those wanting to become certified mediators, but it is valuable for all readers— providing life skills to improve approaches to conflict in professional and personal relationships.