Conflicts are an inevitable part of every organization, no matter if it is the United States Air Force or Minot Elementary School. Conflicts cause civic unrest and cost organizations time and money. A well-designed and well-trained peer mediation program can help solve conflicts when they occur, thus bringing those individual back to work or learning.
Peer mediation is more commonly used in school environments. Many people grew up with a peer mediation program as a part of their school. The basic idea behind peer mediation is to first develop a force of trained peer mediators. Once this group of individuals has received the training the peer mediator can now mediate conflicts between two or more people or groups.
My current organization does not utilize a peer mediation program. In the United States Air Force the use of peer mediation is nearly non-existent and the only formal mediation process is between civilians contractors and the military, mainly in contract negotiations. The implementation of a peer mediation program would be a great start to help resolve conflicts between people.
I found myself in a conflict last week and thought to myself, that it would be nice to have a third party help mediate a conversation I was about to have with my business partner. Since this wasn’t an option available to me, I had the conversation on my own. I do not believe that this talk was successful and if I had had a trained third party mediating our conflict I believe that the conversation and outcome would have been much different. Instead of me talking sternly to the individual and him not admitting to his faults, maybe we could have shared our frustrations and found a conflict free agreement on how to handle a certain si...
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... narrative style involves the mediator to get the parties to write thee conflict down as they see it as a story. Once the story is completed the parties work with the mediator to write a new story (Foster 3003).
In conclusion, a peer mediation program has benefits that could help any organization. Important to an effective peer mediation program is and effective and thorough training plan. The development of this plan should be comprehensive and deliberate. In addition, to the training aspect of this program, developing and recognizing the strengths’ and weakness’ of the mediators is important. Other factors such as the environment and personalities have impactful bearings on the direction of the mediation. Lastly, choosing the correct style of mediation for the situation is necessary. Some styles will work better than other and they are all scenario driven.
In considering the probable benefits of mediation, Ridley-Duff & Bennett (2011) argues it would be helpful to consider various critical underlying theoretical questions: What is the reasons the negotiation failed? What are the barriers of effective resolution conflict by negotiation? Mediation saves time, money, promotes communication and cooperation, provides an environment to voluntarily resolve disputes, private and confidential, can reduce hostility and encourage healthy relationships, stress, can result in a win-win solution (Clarkson, Cross, Jentz & Miller,
When might a supervisor benefit from using trained mediators, such as NCRC mediators, rather than mediating a conflict him- or herself? Why would the experts be important in these situations?
Bodine, J. Richard, K. Donna, and Crawford. The Handbook of Conflict Resolution Education: A Guide to Building Quality Programs in Schools. San Francisco: Jossey-bass, 1998. Print.
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
Ott, Marvin C. "Mediation as a Method of Conflict Resolution: Two Cases." International Organization 26.04 (1972): 595-618. JSTOR. Web. 3 Dec. 2013.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Narrative therapy is a form of Gestalt therapy because it focuses on the clients’ personal responsibility. Narrative therapy helps the client’ navigate their own issue and come up with solution that they will be able to honor and stick with. They are both a form of psychotherapy and
...s, Parents, Teachers Team up to Work on Conflict Resolution Skills: [FINAL Edition]. Seattle Times, p. B4. Retrieved March 21, 2015, from ProQuest Central database. (Document ID: 49058162).
Helping people, whether it is through difficult times or to just achieve a goal, is one of the most rewarding of human experiences. However, with it being so rewarding, there is significant difficulty behind successfully helping someone. Luckily there are people that specialize in helping such as peer counsellors. Although helping does come naturally for some, certain things can be learnt to make one a better helper.
The career cluster on which I chose to do my report is that of arbitrators, mediators, and conciliators. Individuals in these positions are facilitators of negotiation and conflict resolution through dialogue, and they are charged with the duty of resolving conflicts outside of court by achieving mutual agreement of all of the parties involved. Mediation is one of the forms of alternative dispute resolution meant to resolve any and all disputes between two parties with concrete effects. Mediators reduce the cost of the United States judicial system, making courts cheaper for both the state and the plethora of plaintiffs and defendants who bring cases into the court system. If a case is resolved before going to court through mediation, a considerable amount of time is also saved by all of the parties involved, including potential juries, judiciaries, and attorneys.
The mediator is quite similar with broker whereby to be as a liaison officer. Different from the role of advocate, mediator will be the liaison officer that will make some groups of people voluntarily to participate the agreement to achieve the well-being. According to Dwiyantari (2013), the mediator is whereby the social worker will be as a contact represents looking for acceptable understanding and to intercede the parts of contentions incorporate talk about any issues with the trade off and convincing way. The role of a social worker as a mediator act like the third party that promotes well-being due to the disputes that occur caused by an issue or conflict. According to Stein (2004), the social worker that is impartial, the third party will be easier to find a resolution of quarrel by promoting agreement for clients. In this case, a social worker is non-judgemental because they will bring the conflict to “win-win situation”. For examples, a social worker will locate similar qualities from the persons that required to the contention and dodge the "win-lose circumstance", social worker likewise helps the persons that required in the contention to concede the authenticity of each other, and help them to recognize their basic intrigue (Waluya, 2007). Similar to the role of advocate, mediator roles help the service users or clients non-judgemental and fight for service users and clients
This statement introduces the mediator and the parties, commends the parties for their willingness to participate to seek a solution and address their relationship challenges, defines the mediator's function, describes the mediation procedures including mediator impartiality and neutrality, , explanation of the proposed mediation procedure, confidentiality, and an explanation of private caucuses (meetings), describes the meeting format and schedule, and proposes behavioural guidelines/ground rules for the sessions. The mediator may then address any questions from the parties, and seek a confirmation of a joint commitment to begin. The mediator then shifts the attention to the opening statements of the
Mediation is an extension of the negotiation process and shares some similarity with conciliation process.
A school of approximately 450 students from middle to low income families reduced their harassment problem by introducing peer mediation. Firstly, changes were introduced within the student council, where a representative from each grade level was elected. Secondly, teachers were to demonstrate a positive role towards the new behaviour management system, and this in turn helped towards their ‘Working It Out’ process, with students getting involved in dealing with the harassment issue. Thirdly, a peer mediation team was setup that dealt with harassment that is more interpersonal. Mediation is now occurring on a regular basis and most issues brought to the mediators are resolved easily. The school intends to continue to expand on the mediation team-training students as others leave school.2
Peer groups allow children or teens to have freedom apart from the supervision of their parents