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Mediation & Conflict
Transcript of Mediation & Conflict
Evolved out of International focus on peace after WW1 & WW2- United Nations
Acknowledgment of importance of individual human rights and dignity
Turn of 20th Century became formally institutionalised and recognised
Australia & New Zealand followed same development of USA
Mediation and Conflict
As defined by Wilmont and Hocker (2006), conflict can be seen as
“an expressed struggle between at least two independent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals."
Why Use Mediation?
Both formal & informal ways to resolve disputes
When disputes escalate to levels 5 & 7 of Glasl Conflict Escalation Model (1994)
Refer matter to mediation
What can cause conflict?
What is Mediation?
Neutral third party assists both people or groups to reach mutual settlement
No universally accepted model of Mediation practice
1994 Prof Leonard Riskin proposed theory of Dynamics of Mediation process
Designed Riskin's Grid of mediator orientation
The Outcome Video
Critiques and recommendations for future research
Principles underlying Mediation
Mediator perceived as impartial
Critiques of Conflict and Mediation Models
Glasl's Conflict Escalation Model 1997
Thomas Kilmann Conflict Style Model
Transformative Mediation Style
Evaluative Mediation Style
Conflict can arise due to:
Personality differences and styles
Glasl (1994) Model Conflict Escalation
How it works?
Riskin Grid (1996)
Four Models of Mediation
1. Settlement Mediation- compromise from original positions
2. Facilitative Mediation-negotiate based on needs and interests instead of legal rights
3.Transformative Mediation- dealt with underlying cause with goal of repairing relationship
4. Evaluative Mediation-reach settlement based on legal rights within expected judicial outcomes
While conflict is seen predominantly as a negative occurrence, it can also have positive changes and outcomes if handled correctly.
Conflict Escalation Model
Conflict Escalation Model by Glasl (1994)
Highest levels of assertiveness and lowest levels of cooperation.
Highest levels of cooperation and the
lowest levels of assertiveness.
Low levels of assertiveness and cooperation.
1) Recognising the problem
2) Choosing the Mediator
3) Information gathering/defining the issues
4) Introductions/Statements by parties
5) Prioritising & Agenda setting
6) Developing options
7) Bargaining and negotiation of positions
8) Reaching Agreement
9) Formalising agreement
High levels of assertiveness and cooperation.
Moderate levels of assertiveness and cooperation.
The Evaluation Video
Downfall in productivity
Increase in turnover rates
A better focus on the positive aspects and outcomes that can result from correctly handled conflict resolution.
Mediation not always voluntary