The article discusses the effective resolution of family conflicts using mediation. The conditions providing high efficiency of this procedure are determined. The data of psychologists are given that the divorce of parents is a factor that has a negative impact on relationships with adolescents. The empirical data of domestic and foreign studies devoted to the study of divorce processes of couples with adolescent children are considered. It is assumed that it would be expedient to introduce into legal practice in the Russian Federation the suspension of the trial and the direction of the dissolving spouses for a preliminary meeting with the mediator. The advantages and goals of mediation are listed. It is emphasized that due to the obligatory preliminary meeting with the mediator, the attention of the parties will be drawn not only to their own needs, but also to the needs of minors.

The relevance and novelty of the work lies in the fact that now more and more often one can hear "mediation" and "mediator" from the mouths of lawyers, teachers, advocates, psychologists, but few people really understand the purpose of this term and the procedure itself. The purpose of this study is to shape an “image of a mediator” based on the analysis of motives and attitudes towards the choice of profession of per-sons that study and have already finished a training program for professional mediators. The article presents the following tasks: theoretical and analytical review of literary sources, and a sociological survey. The study shows the desire to learn to understand oneself and others, as well as attitude dynamics that determine the choice of professional activity, expressed in a change in value orientations during training as a professional mediator in an appropriate professional development program. The study found that mediators themselves do not pay due attention to such an important characteristic as competence, which can significantly affect the work of a mediator and the development of mediation. The survey participants were 25 female and male persons, of which 15 were women and 10 men, 25 to 50 years old, engaged in various activities, with different social status.

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This paper deals with industrial conflicts. The application of mediation within an organization is considered. Mediation is seen as a tool whose effectiveness can be ex-pressed through economic indicators. Constructive conflict resolution has a positive impact on the socio-psychological climate of an organization. Mediation used to resolve conflicts between people working in the real economy does not differ from mediation used for the same purpose in other spheres of social production. Mediation is presented as a new way to manage conflicts at work. First, mechanisms of formation of conflicts on production grounds are described; second, peculiarities of vertical and horizontal conflicts are outlined; and third, the choice of strategies for settlement of production conflicts (disputes) is argued. The ways of applying the media approach and communication techniques and techniques by managers are considered. The work reveals the peculiarities of observing the principles of mediation and possible limitations of applying the mediative approach in the production environment. The main question, which is answered by the author of the article: How can a manager today manage conflict and develop his social and professional competences and sensitivity to interpersonal processes?

Mediation is actively used in dispute resolution practice in organizations and labor collectives in national and international companies abroad. In the Russian Federation, such activities – educational, legislative and practical – are conducted by the Scientific and Methodological Center for Mediation and Law. A significant obstacle associated with the possible introduction of mediation in the practice of large Russian commercial holdings is the specifics of personal experience of business owners themselves. Basically such enterprises were created in the 90s of the XX century, and differ in criminal stories of their appearance. Mediation is not suitable for resolving all industrial disputes.In our opinion, based on the study of literature on the subject of studying the boundaries of mediation application in the management of industrial conflicts – fundamental, i.e., those that relate to the characteristics of people, and systemic, i.e., those that relate to the organizational structure of the enterprise.