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Mediation is a negotiation facilitated by a third-party neutral. It is a structured, interactive process where an independent third party, the mediator, assists disputing parties in resolving conflict through the use of specialized communication and negotiation techniques.
Put simply, the mediator can be thought of as a disinterested guide directs the disputants through the process of developing a solution to a disagreement. [1] For conflicts with negative interpersonal relationships on a low escalation level, relationship building can help transform the nature of the relationship and improve the communication ...
Neutral fact-finding is a process where a neutral third party, selected either by the disputing parties or by the court, investigates an issue and reports or testifies in court. The neutral fact-finding process is particularly useful for resolving complex scientific and factual disputes.
Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution.Committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of group (e.g., intentions; reasons for holding certain beliefs) and by engaging in collective ...
Articles listed here may need more work than usual to approach a neutral point of view. For articles that are currently unbalanced, see NPOV dispute instead. Articles on this list should be checked from time to time to monitor developments in the presentation of the issues.
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The third party neutral (the 'arbitrator', 'arbiter' or 'arbitral tribunal') renders the decision in the form of an 'arbitration award'. [1] An arbitration award is legally binding on both sides and enforceable in local courts, unless all parties stipulate that the arbitration process and decision are non-binding.
Organizational factors such as leadership, management, budget, and disagreement about core values can also contribute." [ 3 ] University of Colorado–Boulder cites as primary causes of workplace conflict as poor communication, different values, differing interests, scarce resources, personality clashes, and poor performance .