This outline pertains to the presentation of a situation that might happen in the future in relation to working conditions and the relationship shared with colleagues. Often such condition occurs due to certain disagreements that involve the connection of personnel to higher staff administrators. In the outline that follows, the mediation and arbitration procedures that needs to be given attention to in cases of communication conflicts that may occur in the workplace.
This section of the paper shall provide a brief overview on what arbitration and mediation refers to. Giving a definition about these particular terms shall provide a great indication on how communication errors between employees could be resolved through mediation procedures that could provide help in keeping the case at an objective status on the perspective of the one judging the situation.
This section shall provide a direct description of the case as well as the people involved in it. It shall introduce the case specifics, note the elements included in it and create a specific indication on how the problems specifically arose even before the assumption of the case. This section is expected to give the audience a specific background of the situation hence providing an overview and a chance to the readers to possibly take sides and provide resolutions based on their experience and personal understanding of the matter involved.
Issues to give attention to
The problems that should be addressed because of the issues that arose from the situation shall be pointed out in this section of the writing. Notably, this part of the case’s discussion shall given an indication on the needed focus that is supposed to be responded to in the case involved. This would provide the individuals [involved in the case] a good source of defining their position thus also creating a possible source of resolution that will enlighten the readers about the case’s status.
Points of Concern
The previous section shall be better defined in this part. Its specific points shall be given proper definition and notable points of consideration shall be given specific attention as well. References on past cases relating to the case being addressed shall be noted herein as support to the resolutions that are suggested to be applied.
The Need to Accept Mediation
In cases where a third party is required for the assumption of the objectivity of the situation, it is important to consider mediating procedures that could likely provide a good sense of identifying the move that the mediators are supposed to take.
Imposing Alternative Dispute Resolution as form of Arbitration
Introducing the ADR, this section shall give the most common yet specific points as to why this form of mediation is required to resolve the issues involved in the case.
This section ends the presentation. Summing up the situation and the resolutions that have been given attention to, this part shall finalize the whole presentation hence creating a more directive indication on how the case and its elements are applicable in real life situations.
Agardy, Peter (2009), ‘Mediation and the insolvency practitioner,’ Insolvency Law Journal, Thomson Reuters, Vol 17. No.3, September, Pages 135-146.
Boulle (2005). Mediation: Principles Processes Practice, Australia. Butterworths.
Cremin, H. (2007). Peer Mediation: Citizenship and Social Inclusion in Action. Maidenhead: Open University Press.
Charlton, R. (2000). Dispute Resolution Guidebook (2 Ligare Pty Ltd, Riverwood NSW ed.). Erskineville NSW: Star Printery Pty Ltd,.
Charlton, R.; Dewdney, M. (2004). The Mediator’s Handbook. Skills and Strategies for Practitioners.