Mediator Style and the Question of “Good” Mediation: A Call for Theoretical Development

Noce, Dorothy J. Della

doi:10.1111/j.1750-4716.2012.00116.x

Cited by 7 publications

(16 citation statements)

References 19 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…A possible limitation of this work is the fact that the data analyzed were gathered through a self‐administered questionnaire. As noted in other self‐report studies, the answers to such surveys are likely limited by biased self‐representation, especially since it involves subjects who are sophisticated in analyzing conflict situations, or in the case of less experienced mediators, lack sufficient self‐awareness of their work or a shared vocabulary (Della Noce ). It may be that, in such a delicate time to establish their professional standing, mediators may not have been entirely honest or may have deceived themselves in reporting the number of mediations handled or the settlement rate.…”

Section: Resultsmentioning

confidence: 99%

Italian Mediators in Action: The Impact of Style and Attitude

Cominelli

Lucchiari

2017

Conflict Resolution Qtrly

View full text Add to dashboard Cite

Abstract:We analyzed a questionnaire sent to Italian mediators. We sought to investigate three areas: style of mediation; personal attitude towards the conflict; effectiveness in leading the parties to a negotiated agreement in mediation. We found no significant correlations between the style of mediation and the attitude of the respondents to the conflict. Respondents with a post-graduate training in economics or accounting achieved higher rates of settlement. The style of the mediator may be of some use as a paradigm of orientation, but has no sufficient predictive value to be confirmed as a key to the functioning of the mediation.

show abstract

Section: Resultsmentioning

confidence: 99%

Italian Mediators in Action: The Impact of Style and Attitude

Cominelli

Lucchiari

2017

Conflict Resolution Qtrly

View full text Add to dashboard Cite

show abstract

“…Motivated by a belief in mediation consumers' rights to understand the service they are being promised, and by the need to engage tailored evaluation and training, mediation leaders have been calling for better definition of mediators' practice approaches or styles for over 25 years (Bush, ; Charkoudian, ; Charkoudian, de Ritis, Buck, & Wilson, ; Della Noce, ; Golann, ; Pruitt, ; Riskin, ; Welton, Pruitt, & McGillicuddy, ). In the context of advocacy for more reliably high‐quality services across the alternative dispute resolution field, Bush () and other leaders in transformative mediation (see Bingham, ; Della Noce, ) have called for evaluating mediators within their own style framework, ensuring that mediators are not judged based on use of skills they do not support, and that the field as a whole is strengthened by a diversity of practice styles.…”

Section: Why Define Mediation Approaches?mentioning

confidence: 99%

Defining Inclusive mediation: Theory, practice, and research

Harmon-Darrow

Charkoudian²,

Ford³

et al. 2020

Conflict Resolution Qtrly

View full text Add to dashboard Cite

The Inclusive approach to mediation was created in Maryland in the 1990s to bring the radical inclusion already deeply woven into the community mediation movement to the mediation table as a core belief and practice. Community mediation includes all places (neighborhoods where the dispute occurred), times (convenient to the participants), problems (even if illegal), and people (not just those on a court filing) involved in the conflict. In Inclusive mediation, this inclusivity is applied in the mediation process, welcoming all ideas without filtering or changing them, and working with all types of expression without designing or enforcing communication guidelines.

show abstract

“…More specifically, the altogether 25 or so different mediator styles identified in literature can be grouped into five: neutral, relational, transformative, analytical and pressing. Only the last one seeks agreement as the goal, while the others aim to maintain or improve communication and understand the underlying causes of the dispute [36].…”

Section: Mediator Style As An Antecedent Of Conflict Outcomesmentioning

confidence: 99%

“…Only recently has the third-party role as a mechanism controlling either the process or the outcomes [26] attracted interest. As a result, more accentuated note on mediator role has emerged when monitoring whether a mediation practice is competent, ethical or effective [36].…”

Section: Mediator Style As An Antecedent Of Conflict Outcomesmentioning

confidence: 99%

“…The subsequent study of mediator approaches has been undermined by a lack of robust conceptualization and theoretical framework. Further, mediator styles have often been examined through self-reports where goals, values, repertoires, tactics or skills are easily mistaken for styles [36]. The paucity of evidence available is therefore debilitated by respondent bias that could be avoided with observational research, but unfortunately, behavior coding is time-consuming and expensive.…”

Section: Mediator Style As An Antecedent Of Conflict Outcomesmentioning

confidence: 99%

See 1 more Smart Citation

Conflicts as Triggers of Personal Growth: Post-Traumatic Growth in the Organizational Setup

Lappalainen

2019

SciMed. J.

View full text Add to dashboard Cite

Organizational bullying and harassment constitute severe adversaries inducing trauma in their targets. As their occurrences began to proliferate alarmingly in the postmodern era, they started attracting academic and practitioner interest due to their implications for individual health and organizational productivity. More recently and coinciding with the adoption of facilitative conflict mediation methodology in organizations, incivility has increasingly been explored through the growth its consequences can potentially trigger in individuals. Thus far, conflict research has abounded in studies of e.g. mediator style, mediation process phases, disputant behavior and conflict types, while the longer-term influences of conflicts and the related mediation have attracted less research attention. This empirical investigation explores the negative undercurrents in team communication through their underlying causes and impacts on individuals. Second, it presents workplace conflict mediation as an instrument restoring team harmony and disputant egos. Finally, it analyzes the positive outcomes associated with conflict mediation and the way it changes individuals’ interaction styles. The findings are based on a qualitative investigation of conflict disputant perceptions, adopting participant observation (n=58) and a qualitative survey (n=42) of disputant perceptions to analyze expectations placed on mediator style and the socio-emotive load experienced during the mediation process. The results corroborate earlier findings indicating that the nondirective mediator style is frequently associated with discomfort in the conflict solution situation and less frequently with immediate satisfaction with the mediator style. Fortunately the nondirective style entails positive and longer-enduring organizational outcomes. Generally the findings confirm the key tenet of the restorative paradigm, describing the facilitative approach as an instrument promoting individual growth and organizational learning. Thematically, such renewal materializes as motivation for self-growth and skilling in self-reflective ability and communication.

show abstract

Mediator Style and the Question of “Good” Mediation: A Call for Theoretical Development

Cited by 7 publications

References 19 publications

Italian Mediators in Action: The Impact of Style and Attitude

Italian Mediators in Action: The Impact of Style and Attitude

Defining Inclusive mediation: Theory, practice, and research

Conflicts as Triggers of Personal Growth: Post-Traumatic Growth in the Organizational Setup

Contact Info

Product

Resources

About