Introduction
Broadly speaking, mediation is a process for resolving conflicts or disputes with the help of an independent third party, a mediator. The goal is to enable the parties to find their own solutions that address their interests and needs. Mediation can be applied to address various types of disputes, and Dudley Cahn and Ruth Anna Abigail precisely illustrate this in their book, “Managing Conflict Through Communication.” There are several essential aspects of meditation, such as managing family arguments, applying it in the workplace and in real life, and examples from authors that should be discussed. Additionally, several key concepts warrant mention, along with their practical applications in conflict management.
Benefits of Mediation
A great example of the practical application of mediation is a conflict between an older man and a woman. It can serve as a tool to facilitate communication, promote mutual intelligibility, and help find a resolution that respects the interests of both sides. Cahn & Abigail (2014) state that specific steps can be taken to resolve both formal and informal disputes, with the latter being the most suitable for the case mentioned above (254). They are the intake, opening statement, parties’ views on the dispute, common ground, final agreement, and the end of mediation (254-261). In general, they provide an overall plan for conducting mediation cases.
Another aspect where mediation is necessary is jobs and workspaces. It may concern interpersonal conflicts, team disputes, performance issues, organizational changes, and employment disputes, among others. Personally, I have encountered such an argument at my current job, which concerned teamwork.
As my job requires a lot of cooperation, the parties were unable to agree on a standard solution suitable for all workers. Luckily, I knew how to act as a mediator and effectively applied appropriate problem-solving skills. As Cahn & Abigail (2014) precisely note, it was essential to stay focused on the conflict rather than shift the discussion to personal traits and character (280). As a result, every question was fully answered, and both parties found a compromise.
Conflict Mediation Concepts
To conduct a quality mediation, several crucial concepts must be applied. Personally, I found some of them worth remembering, such as conciliation, intake, workplace conflict, and forming (Cahn & Abigail, 2014). The first one refers to third-party actions involving remote, informational exchange between the disputing parties. It may occur for various reasons, but it is the mediator’s responsibility to fulfill it willingly and correctly.
Intake is the first step in practically resolving a conflict when the arguing parties seek help from an impartial third party. Workplace conflict is the general description of interpersonal relationships, but it is elevated to a level connected with work and positions. Finally, forming involves the initial stage of a conflict when neither side is familiar with the other’s behavior (Cahn & Abigail, 2014). Overall, I would use these concepts to address issues in both personal and professional arguments, as they offer various ways to deal with conflict.
Conclusion
To summarize, mediation is a multifaceted approach to problem-solving that offers a constructive, collaborative way for parties to actively participate in finding mutually acceptable solutions or compromises. It promotes communication, understanding, and relationship preservation, making it a valuable tool for resolving conflicts across personal, professional, and community settings. As can be seen, the whole notion is indeed helpful and offers many opportunities for proper utilization, with me being a prime example.
References
Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication. Pearson Education, Inc.