By John Michael Haynes, Gretchen L Haynes, Larry Sun Fong
This mediation how-to handbook brings jointly the collective knowledge of 2 of the field’s most famed founders, John Michael Haynes and Larry sunlight Fong. The e-book not just covers more than a few mediation instances, but in addition uniquely offers suggestions from the consumers as they examine the classes and record on what labored most sensible for them. starting with a evaluate of the theoretical underpinnings of the Haynes version of mediation, the e-book then provides six case reports with each one demonstrating a number of of the organizing rules of mediation. The classes tested replicate different mediation parts at the moment being practiced—business, employment, local, adoption, schooling, and relations. The e-book is going past easily reporting what mediators adventure because it stocks the insights and motivations of Fong and Haynes. This well-rounded process comprises the exploration of the consumers’ ideas, supporting readers to include profitable organizing rules into their very own mediation practices.
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Additional info for Mediation: Positive Conflict Management
When she finally answers that she would like him to be able to care, the mediator explores with her what the father would have to know and how he could attain that knowledge about caring for the daughter. The line of questions about the future promotes different thinking. We can see examples of this type of question in every case in this book. It is a central tenet of mediation. The Parent-Teen dialogue ends with a strong plea to look at the changes coming for all of the family: What do the members want to happen in the future?
The pitfalls of the latter approach are illustrated in the Sexual Harassment chapter. The mediator directs his first question to the professor (the defender) who can only deny any problem and, in order to make a case, attacks the motives of the complaining student. The mediator quickly turns to the student for data and develops the essential story of the mediation. When the professor’s turn comes a second time he has a story to work from and his behavior is less an offense, but still more so than if he had not been asked to go first.
These differences can be productive when dealing with the world outside of the business, when the parties can choose which is the best person to negotiate with the outside. However, the different styles and skills can be destructive to the partners’ relationship when these interfere with their ability to problem solve within the organization. We are of the opinion that many disputes in mediation are more about how people argue than what they argue about. Our experience leads us to pay close 16 Mediation attention to the how of the argument since, if we can improve the way people deal with the conflict and the strategies they use to reach their goals, the easier it is for them to resolve the what of the argument.