Effectiveness of mediation in the state agency grievance process

Hidden in plain view: The impact of mediation on the mediator and implications for conflict resolution education

“…In their seminal work on dispute system design, Ury, Brett, and Goldberg () found that data from the adversarial coal mining industry supported the claim that mediation increased employee satisfaction, reduced repeated conflict, and decreased costs of strikes and lockouts. Further studies have confirmed these findings, showing that mediation increases disputant satisfaction, perceptions of fairness, and long‐term outcomes even over other forms of ADR, such as arbitration (Brett, Barsness, & Goldberg, ; Jameson, Berry‐James, Daley, & Coggburn, ; Shapiro & Brett, ). In‐depth studies of the U.S.…”

Assessing the Six-Factor Model of Organizational Justice in the Context of Workplace Mediation

“…It is possible that the suppressed effects of the mediator in transformative mediation are also true for the facilitative style of mediation at DOC. 15 Although facilitative and evaluative mediation are both settlement-based approaches, mediators using an evaluative style may take a more active role in the process by weighing the strengths and weaknesses of the parties’ arguments, making suggestions, and more directly steering parties toward a solution (Jameson, Berry-James, Daley, & Coggburn, 2017; Raines, 2000), thus making the mediator-based factors of organizational justice more salient than in facilitative mediation. In this way, facilitative mediation may have more in common with transformative mediation than its settlement-based counterpart (i.e., evaluative mediation) when it comes to the effects of the mediator-based factors of organizational justice on mediation outcomes.…”

“…This information was reinforced in the “Agreement to Mediate,” which also included ground rules for mediation and required both parties to sign, affirming their understanding of the mediation process and acceptance of the conditions for it. In advance of the mediation, grievants had access to “Tips for Success Mediation Preparation” and respondents to “Tips for the Respondent in Preparing to Mediation.” Respondents also received OSHR training prior to mediation regarding, for example, what they could and could not agree to during the mediation (Jameson, Berry-James, Daley, & Coggburn, 2017).…”