Difference between revisions of "Mediation"
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| − | '''Mediation''' is an approach to dispute resolution that regards disputing parties | + | '''Mediation''' is an approach to dispute resolution that regards disputing parties as having equal rights throughout the dispute resolution process. After an exploration of the causes of the dispute by each individual with a mediator, the parties in dispute attend a meeting with the mediator to negotiate a solution. The only documentation produced by mediation is the agreement between the disputing parties at the end of the mediation process. |
| − | For further information see: [http://shura.shu.ac.uk/6446/ Ridley-Duff, R.J. and Bennett, A. (2011) Towards Mediation: a theoretical framework for alternative dispute resolution, | + | Mediation therefore supports a culture of direct democracy, not representative democracy (where elected officials make decisions), or management prerogative between the employer's agent (i.e. a manager) making a decision. The starting premise of mediation is that both parties must find a solution together and that neither party can impose their interpretation of events on the other party. Where mediation fails to produce a solution, disciplinary and grievance procedures - or court proceedings - are still available. |
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| + | For further information see: | ||
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| + | * [http://shura.shu.ac.uk/6446/ Ridley-Duff, R.J. and Bennett, A. (2011) Towards Mediation: a theoretical framework for alternative dispute resolution, ''Industrial Relations Journal'', 42(2): 106-123]. | ||
Latest revision as of 11:44, 29 January 2019
Mediation is an approach to dispute resolution that regards disputing parties as having equal rights throughout the dispute resolution process. After an exploration of the causes of the dispute by each individual with a mediator, the parties in dispute attend a meeting with the mediator to negotiate a solution. The only documentation produced by mediation is the agreement between the disputing parties at the end of the mediation process.
Mediation therefore supports a culture of direct democracy, not representative democracy (where elected officials make decisions), or management prerogative between the employer's agent (i.e. a manager) making a decision. The starting premise of mediation is that both parties must find a solution together and that neither party can impose their interpretation of events on the other party. Where mediation fails to produce a solution, disciplinary and grievance procedures - or court proceedings - are still available.
For further information see:
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