The role of mediation towards conflict resolution Name: University: Course: The role of mediation towards conflict resolution Abstract Conflicts are inevitable in every sector of human lives, be it in the work place, marriage or home, between countries, between government leaders and also in school environment, but at the same time, it is vital and can be rather constructive (Augsburger 1992)…
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The cause of violence in schools is caused by peer influence that is becoming a more compelling influence upon social acceptance and rejection, parental attachment show a stronger statistical relationship with hostility and delinquency (Dodge & Somberg 1987). Human beings have always been influential in finding the most effective ways to resolve conflicts or crime in the society. The advent of the criminal justice system was the consequence of similar efforts and the experiences shows that the formal system of criminal justice, due to many reasons, has not been fully successful in achieving its mandate in most countries. Mounting court arrears, delay in case disposal and consistent rising rate of acquittals has resulted in the loss of public confidence in the system. Furthermore, it was felt that the victims of crime who are to be in the center are usually sidelined in the criminal justice process. Whichever the outcome of the court case, the victim does not get any considerable gain to mitigate his/her victimization and nothing will help to restore and repair the damage caused. In the search for alternative to litigation, it would be a necessity to dwell on those judicial process facets which promote the capability of the system to dispense the expectations that judges and courts render justice objectively and impartially. This paper tends to seek to explain the role played my mediation as a traditional way of resolving conflicts in today’s society that replaces court of law. Moreover, this paper seeks to explain deeply the mystery behind mediation as a tool to resolve disputes over the years. In the end, the goal is to provide a clear and better support for the ongoing and future mediation efforts in peace processes. Discussion Mediation is the process of third party intervention in the case of environmental disputes between two or three parties who are on a disagreement. Its characteristics include voluntary participation and agreement as well as confidential. United Nations (2008) explains that third parties are organizations or organization called upon or has volunteered to manage or settle issues between conflicting parties. Mediation is known to be a mystery and most of the peace processes are a success story while some are dismal failures, and most are a combination of the two. This process is extremely complex and difficult as one has to help in transition of a society from war to peace taking in to consideration the fact that the parties in conflict use military means to attain their objectives. It gets even worse when it can result in the killing of thousands or more in the process. During mediation, dispute parties may start to realize that they can gain a lot from negotiation than from fighting. This, however, takes time as the mediators needs to also understand their intentions and motives, and why they chose use of arms in settling disputes (Mrcela 2009). The role of mediation/mediator Mediation is usually appropriate for settling disputes like those brought about by both verbal and behavioral message misinterpretation, communication problems, personal conflicts, harassment and deception (Mrcela 2009). In special cases, mediation can be used to resolve disputes between work groups or trade unions, or management on one end and employees on the other end. An example is in Slovenian organizations where
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It is also in accord to the management’s interest to ensure that its human resources are able to maximize the opportunities to upgrade its skill through professional development and by advancing to new level of organizational management. Some of the performance appraisal methods applied by business sectors are as follows (Humanresources.hrvinet.com, 2013, p.
According to the research findings, it can, therefore, be said that conflicts tend to hamper the organizational productivity. There are numerous ways through which conflicts are believed to be easily resolved. Hence efforts need to be exerted towards making use of the conflict resolution techniques.
From the current dissertation, the bottom line states that non-addressed and unresolved conflicts can twirl to be destructive force. This is because the conflicts, when left unresolved, produce suspicion, dishonesty, defensiveness, conspiracy, and barriers. In fact, conflicts have both sides: constructive and pessimistic.
Non-governmental organizations are well known for the provision of humanitarian services in times of disasters or calamities, both natural and man-made. However, their role in conflict resolution and healing has not been recognized until recently by even the United Nations, but following recent events the effectiveness of these organizations in resolving conflict is coming up.
The concept of conflict resolution in Today’s Higher Stress Workplaces has been changing (Daniel, 2001). Managers have diversified their tips and tools of recognizing, preventing and resolving conflicts. Conflict resolution as a strategic management tool, is gaining importance as interpersonal rules of conduct is becoming looser and time deadlines becoming limited.
This dispute resolution process will be carried out peacefully and in a quiet place where each party will feel comfortable and secure. The secrecy of the parties involved will be guaranteed. Each person will have time to express their concerns amicably, look for a common ground that both of them can agree on; create a future resolution other than concentrating on the history.
Conflict is an unhealthy practice capable of undermining and compromising the nursing profession. It may involve a state of power struggle at the workplace. Efficiently managed conflict by the nurses leads to personal and organizational growth; this forms a positive
In the event of a conflict, there results a state of turmoil that destructs the working relationship of people or an organization. The causes of conflict could range from a multivariate of factors including economic as well as social differences.
Every organization's desire remains to minimize any instances of conflict within the organization as a means of establishing a peaceful coexistence. Organizational conflict refers to the state of discord within an organization occurring because of actual or perceived opposition of needs, interests, and work within an organization.
Engaged employees, thus perform their duties in ways furthering their organisation’s interests. Employee engagement, therefore, can be defined as the measurable degree of an individual’s emotional attachment to their work (Kruse 2012). Engagement measures both negative and positive attachment, commonly displayed in the various attitudes held by employees towards their job(s).
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