Workplace Mediation Articles
(8/19/16)F. Peter Phillips
The ABA Business Law Section has about 50 substantive committees, many of which include subcommittees addressing dispute resolution in their field. In the past several months, many members of these various entities undertook a collaborative effort to “cut across the solos.”
An article, from the Harvard Law School Program on Negotiation entitled “Salary Negotiations”, focuses on negotiating the best salary possible, some of its points are equally applicable to negotiations in general.
The other day I heard a story about a mom that had decided to go back to school to get her Masters Degree to further her career.
I received an interesting update from Civility Partners last week on bullying, citing research showing that “education, government and healthcare are three industries where bullying seems to really thrive.”
Please join Mediate.com in recognizing the importance of effective conversations and mediation by supporting a National Mediation Act. This is the shift in social consciousness, American exceptionalism and American leadership that we and the world now most need.
With expanded participation of women in the workforce, there is a need to adapt the workplace to pregnant and breast-feeding workers.
Sometimes as part of an investigation, you have to determine whether a policy is inherently flawed or whether a manager is applying it incorrectly – intentionally or not.
Coming into a role where you are expected to get others to work together efficiently and effectively to create the best possible product or service isn’t an easy task.
A good Integrated Conflict Management System covers a spectrum of dispute resolution practices from formal, to informal, and developmental.
(6/27/16)Dr. Lynne C. Halem
Business partnerships are similar to marriages. Consider the problems encountered by these two very different partnerships.
“Hey Mick, what are you doing hammering on that boulder?” To which Michelangelo responded, “There’s an angel inside and I’m trying to let it out!”
The C-suite, the Board, senior management – call it what you will, those at the top of an organisation are as prone to conflict as the rest of us. But even more than the staff base, senior management are reluctant to use mediation.
It seems lately everyone is trying to classify disputes. Well, never let it be said that I wasn't one for jumping on the bandwagon.
Workplace bullying is a growing international problem. It is more than a one-time incident. It is a pattern of behavior between a bully and another worker which can demoralize, isolate and trigger illness in the target of the bully.
One of the most common illusions that new coaching clients have is that by working with me they can somehow find tricks or techniques to convince the other person to think and behave differently.
Disabled people are significantly more likely to experience unfair treatment at work than non-disabled people.
When employment relationships take a turn, there can often feel like there is no way back. However, mediation can be a powerful tool in rehabilitating working relationships.
I used to get into small verbal arguments with other members using the machines, partly out of my own impatience, and partly because they were violating the rules of courteous use.
Michael Z. Green (Texas A&M) recently spoke on “Civility and Mediation as Workplace Responses to Conscious Disregard of Racially-Biased Behaviors.” Like this title, Michael’s talk was provocative, stuffed with information, and at once idealistic and critical.
This video produced by CMP Resolutions quickly describes a sample grievance process.
The stress of conflict has ramifications we’re only just beginning to understand: We can apparently “catch” someone else’s stress physiologically.
When an organization is looking for someone to help them with persistent conflict or antagonistic patterns of interaction between people at work, the need for love isn’t likely to come first to mind.
It seems there might be some confusion about the differences between discussion and dialogue, and between mediation and facilitation, so let’s try to clarify the different goals of each process, because they each require different skills and tactics.
One might assume that using a “planned early dispute resolution” (PEDR) system should be a “no-brainer” for businesses that regularly litigate because litigation-as-usual undermines so very many business interests.
(2/29/16)Stanford School of Business
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This is an instructional video produced by the Stanford School of Business. It covers the process of negotiation by Joel Peterson.