Third Party Mediation in Conflict Resolution

In this paper I will discuss the conflict that is occurring at General Hospital, the conflict management styles that are evident in the case, and how General Hospital could have used teams to address the cost reductions needed to stay competitive. I will also describe how the CEO of General Hospital, Mike Hammer can us negotiation skills to get buy-in for the cost reductions and finally I will recommend a strategy for Hammer to resolve the problem.

The practice of settling human conflicts through intermediaries has had a rich history in Western and non-Western cultures and therefore a broad range of forms and functions. The conflicting parties in most of the societies and at all stages of social interaction have had access to external actors to whom they approach when they come to the conclusion that they are incapable to handle their different opinions by themselves. In this case, an ordinary response to identify contradictions in objectives and values be-tween adversaries is to enter into a process of negotiation in order to achieve an agreement on such differences, which is mutually acceptable. In consequence, negoti-ation seems to be a universal, human

Throughout this course thus far we have generically discussed the various models of mediation(in particular facilitative),skills and tasks needed by a mediator to conduct a successful mediation. The facilitative approach we have been studying, via theory and in-class exercises has afford us some great insight into mediating into a variety of domestic conflicts from family to business disputes.However,there is a whole other subfield in mediation ,which we have not discussed and that is international mediation. International mediation also has a variety of forms. Cases for mediation can range from a conflict between two states, an ethnic conflict that, has bought violence within a particular state, or perhaps a business dispute between

After hearing from all parties involved in the conflict, participants are sometimes able to come up with a resolution for the problem they are facing

Employees generally seek union representation because they feel their workplace rights from their employer is not being met, or that they have an unfair disadvantage in regards to any needs or workplace desires. They turn to unions to help bridge the gap and ease the power differential that exists between employers and their employees. In order for a group of employees to obtain representation, they must undergo an election process to choose their union or decide if they, as a unit, want a union at all (Cox, Bok, Gorman, & Finkin, 2012). Here, we will discuss the history of and changes to the manner in which employee votes have been counted to determine an outcome in these elections.

Employees generally seek union representation because they feel their workplace rights from their employer are not being met, or that they have an unfair disadvantage in regards to any needs or workplace desires. They turn to unions to help bridge the gap and ease the power differential that exists between employers and their employees. In order for a group of employees to obtain representation, they must undergo an election process to choose their union or decide if they, as a unit, want a union at all. Here, we will discuss the history of and changes to the manner in which employee votes have been counted to determine an outcome in these elections.

This appeal arose out of the formation of two void agreements, The Mediated Settlement Agreement (the “Mediated Agreement”) and the Agreed Amended Final Judgment of Paternity (the “Agree Final Judgment”), as stablished by well settle common and statutory law. Consequently, relevant facts as to the formation and parties involved in the formation of such agreements and the subsequent modification to this agreement are relevant to the outcome of this appeal.

The task of creating a Mediation venue on the UNTD campus, has met with some resistance, not intention, but resistance just the same. In order for the venue to be set up on campus, the Provost of the Human Services Department, Dr. Lacy and Professor La Crisia Gilbert, also if the venue receives any type of federal funding, the CFO’s office has to been involved to regulate the funds. Professor La Crisia Gilbert, will be our faculty advisor, and students will run the venue.

Chapter 18 was about the strategies for multiparty mediation. A mediation may start as a simple child support case can end up becoming a multiparty mediation, when children and new spouses come into the picture. A multiparty mediation may be conducted in different formats; formal whole-group format consists of cross table negations between different people. This format is good for introduction, opening statements, creating an agenda, and trying to identify needs and interest. It is not effective for deep probing, agreements, or refining proposals. Another format is a Caucus, this is one of the major formats that can be used for teams to work out differenced and develop agreements that can be brought back to the rest of the people in mediation.

The following wars have been divided between 1.) Wars caused by ethnic issues and 2.) Wars not caused by ethnic issues. After determining the cause of war, I will focus on particular aspects of the war predominantly the death toll, how long the war lasted, if core states got involved in the conflict and if so how far removed were they from the region of conflict. Finally and most importantly, I will compare and contrast the two types of wars (1.) Wars caused by ethnic conflict and 2.) Wars not caused by ethnic conflict) and determine how these wars were ultimately resolved. More specifically, I am determining if wars caused by ethic issues are resolved by internal means or whether they are resolved by external factors such as core states or states that have an invested interest in the matter.

You have asked be to review your file in the above-mentioned matter. Moreover, you have asked me to review the mediation binder in a substantially similar case involving the same insured that is named as a defendant in the litigation at issue here. Upon reviewing these materials, you have instructed me to have a conversation with you about preparing additional reservation of rights letters, and how to proceed going forward.

Description of the various conflict management techniques used, the third parties that were active in attempts to resolve the conflict, and the outcomes of these conflict management efforts.

I recently acted as a mediator in an assessable mediation role-play. Our group composed of two members assuming the role of co-mediators and two others acting as disputing parties. The dispute was between Clarrie Cocky (‘Clarrie’) and the Rural Community Bank (‘the Bank’) over the settlement of Clarrie’s debt with the Bank. Due to Clarrie’s delay in his interest payments for the last two years, the Bank had pressured Clarrie to either pay the full debt or his farm would be sold. Both parties had voluntarily attended mediation to resolve the dispute.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

|In Lesson 3 you will learn another communication skill that in conjunction with Empathic Listening and I Message will help you |