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employee management
| Poor Performance | Loss of Leadership | Compensation Policy |
| Executive In Trouble | Inadequate Feedback | Business Solutions |
| employee management - Trust in the process is a common theme in successful interest-based problem-solving. Interest-based problem-solving is often used in collective bargaining between labor and manag_ement in place of traditional, position-based bargaining. However, as a technique, it can be effectively applied in many contexts where two or more parties are seeking to reach agreement. Mediated arbitration, commonly known as "med-arb," is a variation of the arbitration procedure in which an impartial or neutral third party is authorized by the disputing parties to mediate their dispute until such time as they reach an impasse. As part of the process, when impasse is reached, the third party is authorized by the parties to issue a binding opinion on the cause of the impasse or the remaining issue(s) in dispute. In some cases, med-arb utilizes two | outside parties--one to mediate the dispute and another to arbitrate any remaining issues after the medi_ation process is completed. This is done to address some parties' concerns that the process, if handled by one third party, mixes and confuses procedural assist_ance (a characteristic of medi_ation) with binding decision making (a characteristic of arbitration). The concern is that parties might be less likely to disclose necessary information for a settlement or are more likely to present extreme arguments during the medi_ation stage if they know that the same third party will ultimately make a decision on the dispute. Mediated arbitration is useful in narrowing issues more quickly than under arbitration alone and helps parties focus their reso_urces on the truly difficult issues involved in a dispute in a more efficient and effective manner. |
