Mediation is essentially a negotiation between two or more parties with a neutral party, the mediator, serving as a facilitator. A mediator has no decision-making authority—the parties make all decisions. The process is also confidential, which in practical terms means the discussions that take place during mediation cannot be used as evidence in a subsequent hearing or proceeding. Mediation is often used after the initiation of litigation, but it is even more effective when used before formal proceedings have commenced.Click here to change this text
Arbitration is an alternative to a court trial. Unlike litigation where a judge is assigned to a case, in arbitration the parties select a private decision-maker who has had experience resolving similar problems. The parties must initially decide if they want a single arbitrator or a panel of three arbitrators. A well-conducted arbitration is faster and less expensive than court litigation. It is also a more flexible process. In their arbitration agreement, the parties may specify exactly how they’d like their arbitration conducted.
Group Facilitator is a process designed to build consensus, trust and teamwork—especially helpful when two or more groups or cultures clash. We custom design each Group Facilitation to meet the specific needs of the parties. The process can be very informal or highly structured depending on the situation and desires of the participants.
Training for conflict management raises the awareness level of an organization and provides those involved with tools for spotting and resolving conflicts at a low level before they become serious. Long-term, this kind of training improves productivity and stability. This kind of training can be tailored for an entire organization or one or more groups within as organization.
Every one of us negotiates every day, but few of us do it well. Effective negotiation is more a product of good preparation than the tactics or personalities of those involved in the negotiation. Learning how to organize one’s thoughts and evaluate options is central to effective negotiation.
Dispute Resolution Systems establish formal pathways for resolving workplace conflicts. These systems have been shown to be effective for organizations seeking to reduce conflict and litigation while increasing the bottom line. Most organizations find these systems to be very cost-effective.
Some have referred to ombuds as mediation light. An ombudsman routinely interacts with employees to help them resolve problems in a private, informal manner. An ombudsman can also serve as a bridge between management and the workforce. Most colleges and hospitals employ full-time ombudsmen. Smaller organizations may find a contract ombudsman—a part-time position—cost-effective and beneficial. Ombuds is a relatively inexpensive approach that keeps the workplace humming and can reduce costly employee turnover, poor morale, declining productivity and expensive lawsuits.
The Mediation Center also helps and coaches executives facing particular conflicts and negotiations. This service is issue specific and cost-effective.
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