By B. Kaufman
Carrying on with to supply forward-thinking commercial kinfolk examine, quantity eleven of "Advances in business and exertions family" (AILR) positive aspects reviews of EEOC and FMCS mediation methods and effectiveness; union organizing, political effectiveness and inner democracy; the results of broad-based inventory alternative plans at the functionality of unionized and non-union businesses; and twenty first century clients for a brand new child increase iteration, employee-driven company governance, and worldwide labour markets. those reports supply numerous disciplinary views, study designs, and analytic tools, but all of them comprise vital findings, a few quantitative and a few qualitative, in addition to conclusions approximately key points of up to date business family members.
Read or Download Advances in Industrial and Labor Relations Volume 11 (Advances in Industrial and Labor Relations) (Advances in Industrial and Labor Relations) PDF
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Additional info for Advances in Industrial and Labor Relations Volume 11 (Advances in Industrial and Labor Relations) (Advances in Industrial and Labor Relations)
Statements Participant Satisfaction Based on Representation. 9%) Notes: Satisfaction is measured by the "mean responses" of the participants on a Likert scale (scale of 1 [strongly disagree] to 5 [strongly agree]) and by the percentage of participants who agreed or strongly agreed with the statements. The sample size (n) is also given for evaluation purposes. Figures in bold refer to statements where a statistically significant difference (evaluated at 95% confidence level) exists between the mean responses of the participants with representation and without representation.
This data suggests that the expertise of internal EEOC mediators, with their specialized dispute resolution knowledge under the law of Title VII, results in the development of more realistic options. It should be noted that the comparison of mean scores from the six statements regarding the performance of the mediators reveals that charging parties were slightly more satisfied with the performance of the internal mediator. Respondents on the other hand, though satisfied with both types of mediators, gave external mediators a slightly higher score on neutrality.
Many of the implications are based on the literature review, which was presented in Section II. 40 E. PATRICKMcDERMOTTET AL. ACKNOWLEDGMENTS The authors would like to thank Steven P. Ichniowski, National ADR Coordinator, Equal Employment Opportunity Commission, for his assistance in explaining the intricacies of the EEOC mediation program and for his feedback on earlier drafts of this paper. RESOLVING CONFLICT: TACTICS OF FEDERAL MEDIATORS Patrice M. Mareschal ABSTRACT This research examines the mediation process in the labor relations context to identify the determinants of mediators' tactics.