In order to compensate individuals affected by the oil spillage in the Gulf of Mexico, BP has decided to appoint an independent mediator. This role is likely to act as a self sufficient entity, and will be the key to ensuring that those affected are rightfully compensated. As the mediator is ‘free to disagree with BP’s position’ it should allow for reasonable and realistic agreements to be forged, as well as instilling impartiality.

The appointment of a mediator is something that may not have been considered a decade ago, but is now a realistic solution employed to resolve what is dubbed the ‘worst environmental disaster in US history’ by the White House. During the last few years, multi-national corporations have seen the benefits of a rapid and cost effective solution when using mediation. Although it is now immensely popular when used to resolve workplace disputes, the principals and frameworks used can be transferred to many different kinds of conflict, and many different situations.

To read the entire article visit: http://www.bp.com/genericarticle.do?categoryId=2012968&contentId=7062448

As most of you are aware, the World Cup in South Africa is now underway, with a nations hopes pinned on England. With the World Cup comes an increase in sick days, as people are eager to see the crucial matches.

A survey conducted by Betfair suggests that 32% of fans would consider skipping work to watch a crucial game this summer, which could be a major problem for employers and the productivity of an organisation. Some die-hard football fans are willing to take unauthorised sick days, which is likely to annoy less passionate football fans and dedicated employees. The result is often conflict.

If your organisation has not fully prepared for possible altercations as a result of the World Cup, then putting some simple policies in place may deter employees from having sick days, as well as avoiding conflict. Allowing individuals to listen to games on the radio or keeping up to date on the internet is very simple to do and could prevent arguments over the next 4 weeks. These procedures also help to maintain productivity levels, as well as good relations between the organisation and employees.   

However, if these arguments do occur, resolving the issue immediately will alleviate any bad feelings between the two individuals. Mediating between the disputing parties allows you to talk sensibly and allows each party to be heard. This in turn will help to resolve the issues in hand, and get your team working together in no time.

British Airways are holding talks with union leaders in an attempt to avert a further strike during June. If the strike goes ahead, it is likely to cause major disruption, and will be an inconvenience to many travellers and holiday makers this summer.

However, the burning question is: Can mediation resolve this dispute? Up to this point there has already been a number of strikes, and with this industrial action proving fruitless, there is certainly a strong case for mediation. A Unite spokesman stated “The only way to settle this long-running dispute is through negotiation.” This key statement points firmly in the direction of mediation because an integral part of the process is willingness to compromise. With this mind set from both parties, there is likely to be a reasonable and sensible outcome.

From a British Airways perspective, they are frequently renowned for providing excellent customer service levels, which are difficult to deliver if strikes occur amongst staff. This unrest may well have been resolved months ago if both disputing parties had sat down and outlined their differences of opinion. For this reason, they rely on key staff members, and if the workforce is happy, they are likely to be more productive.

Mediation seems like the sensible option for both parties to put their differences aside and come to a compromise.  

If you are currently finding it difficult to work with colleagues, or encounter complaints on a regular basis as part of your job responsibilities, mediation may be an alternative method to resolving these conflicts. If you would like a little more information about this or want to chat to mediator before you make the decision, then come along to one of our Free Introduction to Mediation Lunchtime Seminars. Regardless of whether mediation is for you or not, the lunch is still free!

25th June 2010 / Derbyshire
2nd July 2010 / Southampton
3rd September 2010 / Derbyshire
17th September 2010 / Newcastle