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Mediation
Mediation
We assist with effectively managing conflict and therefore reduce the potential number of workers' compensation occupational stress claims. However, it is expected that staff will continue to successfully resolve conflict at the local level in the first instance.
The two main components of the mediation service include:
* Mediation Consultancy.
* Independent Mediation.
Mediation can be used in:
* Managing interpersonal conflicts between members of staff (for example, colleagues, principals or line managers).
* Dealing with conflicts between teams or departments.
What is "Mediation"
Mediation may be thought of as assisted negotiation.
Negotiation may be thought of as communications for agreement.
Hence, mediation is assisted communications for agreement.
Central to mediation is the concept of informed consent. So long as participants understand the nature of a contemplated mediation process and effectively consent to participate in the described process, virtually any mediation process is possible and appropriate.
"Nipping it in the Bud"
To assist and support all staff in the management of workplace conflict, St Ives Holistic Therapy center offer early intervention program - Nipping it in the Bud.
Internal Intervention
The first step in managing conflict is to try and resolve it internally. We can provide line managers with advice and support during this process. Internal intervention may not be successful or appropriate in every case.
In these situations, external consultation at the earliest opportunity can be beneficial.
Nipping it in the Bud gives you access to counsellors who will be able to assess and advise you as to what options are most appropriate to your situation. Services available include:
* needs analysis;
* pre-mediation;
* mediation;
* consultancy services.
Needs Analysis
The needs analysis phase involves discussing the situation with an Occupational Services consultant in order to assess:
* history and duration of conflict;
* number of parties involved;
* intervention thus far;
* perceived obstacles in achieving resolution;
* aims and objectives of the principal or other person requesting intervention;
* suitability for mediation; and
* alternative strategies.
At the conclusion of the discussion, the options for resolving the conflict will have been clarified. If appropriate, and if the parties in conflict agree, pre-mediation meetings may follow.
Pre-Mediation
The purpose of the pre-mediation phase is to assess whether the conflict can be resolved through mediation. It involves a confidential interview with each of the parties in dispute to:
* identify their perspective;
* explore their needs and priorities;
* determine each participant's commitment to resolution;
* explain the process and protocols.
The consultant will provide a brief verbal report to the referring person (usually a manager). If mediation is not deemed appropriate, the consultant will work with the referring person to generate other options. The parties in dispute will be kept informed.
Mediation
Mediation proceeds if parties display commitment, have the necessary interpersonal skills and are willing to resolve the problems between them. A qualified consultant facilitates the mediation. To facilitate the mediation outcome:
* Confidentiality is maintained to the relevant parties.
* A mutually chosen manager is appointed to oversee the monitoring and implementation of outcomes.
* Outcomes will include a time frame and a review of the situation at regular intervals.
A copy of the agreement and outcomes (work related) are given to each participant and the relevant manager.
Consultancy Services
Consultants can provide information, consultancy and coaching in addition to face the face via telephone or e-mail to assist Line Managers to facilitate mediation at the local level. This provides a support mechanism for line managers.
Evaluation
To assist in evaluating the effectiveness of the pilot program, all parties involved in the process will be asked to assist in evaluation at each stage of the intervention.
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