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Journal articles on the topic 'Conflict management Mediation'
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Martin, Aran. "International mediation in low intensity conflicts." International Journal of Conflict Management 27, no. 4 (October 10, 2016): 505–22. http://dx.doi.org/10.1108/ijcma-07-2015-0043.
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Purpose Success and failure in mediation are widely understood to determine whether a state will receive positive or negative reputation outcomes from undertaking a mediation role in an international conflict. Research from mediation in domestic settings contradicts this view, finding that peer mediators in school and community settings received positive mediator outcomes from undertaking their role, even when they failed to facilitate an agreement between disputants. This paper aims to test this assumption and argues that mediation success and failure are only weakly correlated with observable reputation outcomes for mediating states and proposes an alternative explanatory framework. Design/methodology/approach The hypothesis was inductively generated through a comparative analysis of single-state mediation attempts selected from the Uppsala Conflict Database Project MILC data set. The cases selected were South Africa’s mediation attempts in Côte d’Ivoire from 2004 to 2005 and Comoros from 2003 to 2004, and Mexico’s mediation attempts in Colombia (National Liberation Army) in 2004 and Guatemala (Guatemalan National Revolutionary Unity) between 1994 and 1996. To contextualise the findings and develop the explanatory framework, South African mediation attempts in Burundi and the DRC are discussed in the closing sections of the paper. Findings This paper finds that mediation success and failure are only weakly correlated with mediator outcomes. Mediator outcomes are explained by the activity level of the mediating state in providing mediation services; the positive intention of the mediator to assist in resolving the conflict; the scale of the conflict mediated; the severity of spill over effects from the conflict in question; the regional importance of the conflict; the proximity of the government which a mediating state looks to develop relations with to the conflict; the importance of the mediation attempt within the peace process; the level of contestation of the mediation attempt, meaning the extent to which mediation attempts are themselves sites of regional or global international power politics; and the success or failure of the mediation attempt. Originality/value An explanatory framework for state mediator outcomes in which the outcome of a mediation attempt for the third-party state is not determined solely, or even primarily, by mediation success or failure bridges mediation research applying to international and domestic issue areas and provides additional information for policy makers regarding the costs and benefits of committing their state to processes of mediation in conflicts with low probabilities of resolution. This is particularly important for state policy makers, given that mediation is successful on average in only one out of every three attempts.
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Rauchhaus, Robert W. "Asymmetric Information, Mediation, and Conflict Management." World Politics 58, no. 2 (January 2006): 207–41. http://dx.doi.org/10.1353/wp.2006.0027.
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This article examines mediation in conflicts using both a game-theoretic model and a quantitative analysis. The game-theoretic model suggests that mediator effectiveness rests primarily on the ability of third parties to provide critical information about the disputants’ reservation points. The empirical analysis finds that mediation that targets asymmetric information is a highly effective form of conflict management. Moreover, the results suggest that mediation outperforms other forms of third-party intervention, including those that entail coercion. Both the model and quantitative analysis indicate that impartial mediators will generally outperform biased ones. Along with providing new information on conflict management, the quantitative analysis also has broader implications for IR theory. The results provide empirical support for the rationalist claim that asymmetric information is one of the root causes of war.
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MEZHENIN, Y. E., and A. M. SHEVYAKOVA. "CONSTRUCTIVE COMMUNICATIONS IN THE MANAGEMENT OF INTERPERSONAL CONFLICTS IN THE MEDIATION PROCEDURE." Central Russian Journal of Social Sciences 16, no. 1 (2021): 44–56. http://dx.doi.org/10.22394/2071-2367-2021-16-1-44-56.
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The purpose of the article is to consider the structure of mediation session and standardization of the mediation procedure in the management of interpersonal conflicts. The research methodology is based on the theory of conflict, which understands sociology, the narrative approach, as well as the fundamental scientific developments of sociology and psychology of conflict. In various approaches to the mediation procedure, caucus is regarded as a key stage, since it is it that has the greatest influence on the result of the entire negotiation procedure with the participation of a mediator. The authors describe several cases from the practice of mediation, focusing on the logic of the mediator's action. Case analysis demonstrates the complexity and multivariance of the behavior of the parties to the conflict. As a result of the systematization of practical experience, a number of problematic issues are formulated that require reflection by the mediator in order to predict and influence the situation of the conflict between the parties as efficiently as possible. Such a system of questions of the mediator to oneself allows providing a qualitative study of the conflict situation and building a constructive line of interaction between the parties to the conflict participating in the mediation procedure. As a result of forecasting problem situations, the use of answers to these questions will bring closer the possibility of negotiating a strategy of cooperation. A number of recommendations are offered to novice mediators for better work on the study of the conflict, planning its stages, forecasting and finding mutually acceptable solutions during the caucus stage.
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Coleman, Peter T., Katharina G. Kugler, and Ljubica Chatman. "Adaptive mediation: an evidence-based contingency approach to mediating conflict." International Journal of Conflict Management 28, no. 3 (June 12, 2017): 383–406. http://dx.doi.org/10.1108/ijcma-11-2016-0090.
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Purpose Although mediation has increased considerably in popularity and usage, it lacks a coherent framework and evidence base to illuminate the conditions under which different types of mediation strategies are most effective. This has resulted in a wide array of strategies and tactics being offered to mediators, with little sense of which may work best under different conditions. This paper aims to further develop a contingency model of adaptive mediation. Design/methodology/approach The current paper extends previous research on adaptive mediation by presenting findings from focus group and survey research with experienced mediators that help to further develop and specify a new adaptive model of mediation. Findings The findings support the utility of a contingency model of adaptive mediation based on the four fundamental dimensions of mediation situations (conflict intensity, situational constraints, cooperative vs competitive disputant relationships and overt vs covert issues and processes) for better understanding and predicting changes in mediator strategies independent of mediator style preferences. Research limitations/implications The present studies reflect the behavioral tactics experienced mediators recommend when facing the four distinct challenges to mediation. Research has yet to determine whether the sets of tactics recommended would actually be more successfully used in mediations presenting the four challenges. Subsequent research should assess the relative effects of the use of the different behavioral strategies under these conditions. Originality/value The program of research described and extended in this paper is an attempt to develop an integrative model of adaptive mediation, which can ultimately enhance the critical link between mediation research on the one hand and mediation practice on the other.
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Kuziv, M. Z. "Applying Mediation to Conflict Management." Research Notes, no. 1 (November 26, 2018): 117–21. http://dx.doi.org/10.31654/2663-4902-2018-pp-3-117-121.
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Borton, Ian M., and Gregory Dennis Paul. "A mixed-methods analysis of mediator socialization through training." International Journal of Conflict Management 29, no. 1 (February 12, 2018): 109–25. http://dx.doi.org/10.1108/ijcma-03-2017-0019.
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Purpose This study aims to better understand the socialization process individuals undergo when training to become a conflict mediator. Design/methodology/approach This paper presents an analysis of Michigan’s state-wide training guidelines, training documents and eight semi-structured narrative interviews from participants of two 40-hour mediation trainings. Findings Results are presented with regard to pre-training and post-training beliefs about mediation alongside data gathered regarding mediator tactics, beliefs and potential for transformation. In sum, newly trained mediators often undergo a phase of “unlearning” before returning to a settlement-focused facilitative model of mediation. Practical implications The paper presents implications for facilitative mediator training, training materials and role-play activities. Originality/value Third-party interventions can impact conflicts both positively and negatively. Currently, many states and municipal districts have engaged individuals through mediation training to act as a positive force for conflict resolution. Thus far, very little is understood about the development of individuals through mediation training.
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Turnuklu, Abbas, Tarkan Kacmaz, Dilara Sunbul, and Hatice Ergul. "Effects of Conflict Resolution and Peer Mediation Training in a Turkish High School." Australian Journal of Guidance and Counselling 20, no. 1 (July 1, 2010): 69–80. http://dx.doi.org/10.1375/ajgc.20.1.69.
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AbstractThe purpose of the research was to examine the effectiveness of Conflict Resolution and Peer Mediation (CRPM) training on high school students' interpersonal conflicts. The CRPM training program was developed by the researchers as a 31-hour program that addressed four basic conflict resolution skills; understanding the nature of interpersonal conflicts, communication skills, anger management skills, and negotiation and peer mediation skills. The study was conducted in a high school located in Izmir, Turkey which served students from low SES families. During the two-year study, a total of 830 students received training, and following the training, 12 peer mediator students were elected from each classroom by their friends. These peer mediators handled their friends' conflicts during three semesters. Data were collected through the peer mediation forms filled by the mediator students following the mediation sessions. A total of 253 mediation sessions were held; 240 (94.9%) resulted in resolution and 13 (5.1%) in no-resolution. Results of the study indicated that CRPM training could prove to be effective in resolving high school students' conflicts.
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Čiuladienė, Gražina. "Mediation at School in Lithuania (Case Study)." Pedagogika 129, no. 1 (April 25, 2018): 220–33. http://dx.doi.org/10.15823/p.2018.15.
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Schools implement peer mediation programs in order to fulfill the need for better conflict management among school students. It has been revealed that teaching students to be peacemakers is a very valuable competence benefiting them throughout their lives.
Mediation is not used and even known conflict resolution strategy in Lithuania’s schools. Therefore, taking into account the lack of research on school based conflicts this research sets as its object conflict resolution education. It is inspired with the project idea “Mediation at schools” initiated by organization “Save the Children Lithuania” aiming to introduce the innovation – peer mediation as conflict management tool – at Lithuania’s schools.
The research was conducted in one secondary school located in Vilnius, the capital of country. The purpose of the study was to evaluate the experience of pupils attending the peer mediation training (8 h) and mediators’ activities organized at school for a period of two months. The study revealed that pupils more often notice conflicts of others than to confess that they have a conflict themselves. When having a conflict with peers pupils are inclined to apply combat or collaboration strategy. 25 percent of the 7th grade pupils would like to become peer mediator.
When generalising the findings, it can be concluded that mediation training and activities at schools were evaluated as successul. The challenge is to have positive attitude of peer mediation not only of those participated but as well of all school community members (authorities, teachers, parents, pupils) in order the method to be implemeted for a long period.
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Prince, Russ Alan. "Family Business Mediation: A Conflict Resolution Model." Family Business Review 3, no. 3 (September 1990): 209–23. http://dx.doi.org/10.1111/j.1741-6248.1990.00209.x.
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Mediation is finding greater use as an alternative to litigation or arbitration in the resolution of conflict within family businesses. This article describes the philosophy of mediation, the functions of the mediator, and the stages through which mediation typically proceeds. Case studies are used to illustrate the mediation process.
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Purc-Kurowicka, Katarzyna. "Conflict Management Through Mediation – Opportunities and Barriers to Mediation." Zeszyty Naukowe Uniwersytetu Rzeszowskiego. Seria Prawnicza. Prawo 26 (2019): 241–50. http://dx.doi.org/10.15584/znurprawo.2019.26.19.
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Орлова and L. Orlova. "Mediation Competence of the Manager as a Tool for Efficient Staff Management." Management of the Personnel and Intellectual Resources in Russia 3, no. 2 (April 17, 2014): 25–29. http://dx.doi.org/10.12737/3529.
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The article shows a model of conflict management as a new form of managing the conflict situations. Managing the conflict processes becomes of vital importance
for managers, since the potential of conflicts is constantly increasing. Professional conflict resolution is one of the tasks of the manager. Thus, mediation
is seen as conflict management, oriented at organization development. Mediation is increasingly being implemented in the sphere of professional activity
— in disputes between employees of companies and non-profit organizations, during conflicts between employers and their employees, as well as in case
of disputes between companies, such as between customers and suppliers. The article discusses the most important competences of a professional leader,
using which, the leader ensures a productive promotion of his employees.
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Yuferova, Marina, Olga Koryakovtseva, and Tatyana Bugaichuk. "MEDIATION IN EDUCATION AND DEVELOPMENT OF CONFLICTOLOGICAL COMPETENCE OF THE TEACHER." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 2 (May 28, 2021): 646–55. http://dx.doi.org/10.17770/sie2021vol2.6481.
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The history of mankind confirms: both harmony and conflict are characteristic of communication in society. This article is devoted to the problem of conflicts in education. Unfortunately, conflict interaction occurs in school life, therefore, teachers need to learn how to apply innovative technologies in resolving conflicts, focus on respecting the rights and freedoms of all participants in the educational process, and act in accordance with the interests of the parties. The article discusses the technology of mediation, which orients the participants in the interaction towards cooperation in the conflict with the help of a mediator. The implementation of mediation practice requires special training of teachers, the formation of completely new competencies and, first of all, conflict management, which should be developed within the framework of continuous pedagogical education, using interactive training technologies and role-playing games. The authors present the experience of implementing the advanced training program “successful strategies of behavior in conflict and the development of a teacher's resistance to conflict”.
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Nagel, Robert Ulrich. "Talking to the Shameless?: Sexual Violence and Mediation in Intrastate Conflicts." Journal of Conflict Resolution 63, no. 8 (January 23, 2019): 1832–59. http://dx.doi.org/10.1177/0022002718824642.
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To what extent, does sexual violence influence the likelihood of conflict management in intrastate conflicts? Despite a growing body of research that explores conflict-related sexual violence, the literature presents little insight on its effects on conflict resolution. Extending feminist international relations (IR) theory to intrastate conflicts and applying a gender lens to the power to hurt argument, I argue that when rebel sexual violence is public knowledge, the likelihood of conflict management increases because the state perceives it as a threat to its masculinity. I systematically test this argument on all intrastate conflict years from 1990 to 2009 using the Sexual Violence in Armed Conflict and the Civil War Mediation data set. The results provide robust support for the argument. This presents an important refinement of traditional rationalist conflict bargaining theories and opens new avenues for the research and practice of conflict management.
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Pospieszna, Paulina, and Gerald Schneider. "DISPUTE OR MEDIATOR? THE SELECTION AND EFFECTIVENESS OF CONFLICT MANAGEMENT IN CIVIL WARS." Przegląd Strategiczny, no. 10 (December 15, 2017): 133–56. http://dx.doi.org/10.14746/ps.2017.1.7.
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The literature on conflict management offers two explanations of why the effectiveness of third parties to settle militarized disputes differs. The structural research tradition focuses on conflict characteristics, while the individualist approaches highlight the background, skills and power of a mediator, as well as the mediation strategy. This article reconciles these two approaches, and examines especially the effectiveness of mediation strategies. Accounting for the selection of mediation and the success of mediation attempts, we use the CWM 1945–2004 dataset. The analysis demonstrates that mediators who were able to pursue a determined strategy face a higher chance of success.
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Hill, William H. "The OSCE and the Moldova-Transdniestria Conflict: Lessons in Mediation and Conflict Management." Security and Human Rights 24, no. 3-4 (April 30, 2014): 287–97. http://dx.doi.org/10.1163/18750230-02404015.
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The OSCE has been involved in attempts to resolve the Transdniestrian conflict since 1992, even before the conference became a formal organization. As is the case with other conflicts, the OSCE has often been criticized in Moldova for failure to resolve the conflict. Such criticism, however, often glosses over the positive impact OSCE missions have had on mediation processes, the Moldova-Transdniestria conflict in particular.
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Suifan, Taghrid Saleh, Salah Alhyari, and Rateb J. Sweis. "A moderated mediation model of intragroup conflict." International Journal of Conflict Management 31, no. 1 (September 18, 2019): 91–114. http://dx.doi.org/10.1108/ijcma-05-2019-0084.
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Purpose Teamwork is important for firms’ innovation and effectiveness, but often within-team conflicts arise. Prior literature reported inconsistent associations between conflict and team outcomes. This study aims to clarify these relationships and examine if team reflexivity improves outcomes and weakens intragroup conflict tendencies. Design/methodology/approach Data were collected through a survey questionnaire of 288 team members working on projects at 41 different high-tech firms in Jordan. The authors then built a model of intragroup conflict effects and used structural equation modeling to test for both direct and indirect effects. Findings Indirect effects of intragroup conflict were significantly associated with teamwork quality. Teamwork quality was also significantly related to improved team outcomes, and team reflexivity moderated this relationship. Furthermore, it was found that the direct effect of intragroup conflict was not significantly related to either teamwork quality or effectiveness. Finally, results supported the idea that some conflict is required for teams to remain viable, self-critical and innovative. Research limitations/implications This is a cross-sectional study conducted in a single country and business industry, which limits the generalizability of results. Practical implications Team leaders should use reflexivity to create a sense of openness for collaborative interaction to improve group performance and member satisfaction. Originality/value This study provides a verified model to determine the circumstances in which conflict benefits team innovation and effectiveness. A central study contribution is that reflexivity reduces the negative impact of intragroup conflict.
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Орлова and L. Orlova. "MEDIATION PROCEDURE AS THE TOOL OF CONFLICTS MANAGEMENT IN THE SPHERE OF EMPLOYMENT RELATIONS." Management of the Personnel and Intellectual Resources in Russia 6, no. 3 (July 14, 2017): 12–16. http://dx.doi.org/10.12737/article_5947deb7ce46e6.29504524.
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The objective of the article is to show specific features and the possibilities of mediation procedure in the sphere of employment relations as a new form of conflict management. The effective conflicts solution is one of the main items of managerial decisions, mechanisms of conflicts management in the sphere of employment relations. In contemporary conditions the greatest importance belongs to professional conflicts solution with the help of mediation procedure. Mediation is the combination of certain goal-oriented managers’ types of actions. Each of them is observed in the article. There is an example of industrial dispute which is defined by different specific interests of employees and personal management staff. These differences cover almost all aspects of social-working relations in the organization. At the same time an employer can be interested in prevention of conflict increasing. This is an efficient, rational base for mediation procedures in the frames of employee-employer disputes.
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Jehn, Karen A., Joyce Rupert, Aukje Nauta, and Seth Van Den Bossche. "Crooked Conflicts: The Effects of Conflict Asymmetry in Mediation." Negotiation and Conflict Management Research 3, no. 4 (October 11, 2010): 338–57. http://dx.doi.org/10.1111/j.1750-4716.2010.00064.x.
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SAUNDERS, ROBIN, and BRUCE TURNER. "Mediating Environmental Conflict: The Muckatah Drainage Scheme Mediation." Australasian Journal of Environmental Management 4, no. 1 (January 1997): 8–25. http://dx.doi.org/10.1080/14486563.1997.10648368.
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Vukovic, Sinisa. "International mediation as a distinct form of conflict management." International Journal of Conflict Management 25, no. 1 (February 4, 2014): 61–80. http://dx.doi.org/10.1108/ijcma-02-2012-0015.
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Purpose – This paper aims to provide a structured overview of the most important research conducted in the field of international mediation. Although there are still strong similarities between the processes of international and domestic mediation, lack of a clear structure on the international level suggests that international mediation activities could be separately academically scrutinized. This literature review is aimed at illustrating the unique nature of international mediation. Design/methodology/approach – Various factors that affect the overall process and the outcome of international mediation efforts were clustered in four distinct yet interrelated groups. The first section illustrates various mediators' characteristics that might induce the disputants to accept mediation and agree to specific terms that were mediated in the process. In the second section two distinct factors affecting the mediation outcome were explained: contextual and behavioral. Finally, in the third sections various types of mediators were discussed. Findings – The article shows the intricate complexities of international mediation, highlighting four distinct features that might have an effect on the mediation outcome: mediator's characteristics, contextual features, behavioral factors, and types of mediators. Originality/value – This article attempts to offer a comprehensive overview of the current state of the art in international mediation, and suggests potential areas of future research.
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Dhiaulhaq, Ahmad, Kanchana Wiset, Rawee Thaworn, Seth Kane, and David Gritten. "Forest, water and people: The roles and limits of mediation in transforming watershed conflict in Northern Thailand." Forest and Society 1, no. 2 (November 27, 2017): 44. http://dx.doi.org/10.24259/fs.v1i2.2049.
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This study focuses on watershed management in Northern Thailand, where conflict over forest, land and water-use is a prevailing problem. A characteristic of watershed conflicts is that they are often multifaceted and involve multiple stakeholders with different interests and values, consequently requiring conflict management approaches that are sustainable in their outcomes, including addressing the underlying causes of the conflicts. Drawing from a case study in Mae Tia Mae Tae watershed in Northern Thailand, this study explores how mediation by external third party can contribute to the transformation of conflicts in the watershed and how the broader institutional contexts in which the conflict is embedded shapes the mediation outcomes. The study suggests that co-creation of mutual understanding and recognition of each party’s socio-cultural differences, including land-use practices, are critical in building trust and in how conflict transformation processes moved forward. Moreover, the ability of the mediator in facilitating the establishment of a deliberative institution (i.e. a watershed network committee) and agreed rules on forest utilization were also critical in maintaining long-term collaboration in the watershed and potentially preventing other conflicts arising in the future. Some issues, however, may threaten the continuity of the cooperation and sustainability of peace in the watershed, including the lack of structural reform that formally recognizes local people’s rights, insecure land tenure, and the absence of legal recognition for the watershed network committee as a legitimate mechanism for watershed decision making. The paper discusses these findings by comparing it with those from our previous studies in other locations (Cambodia, Indonesia and Western Thailand) to strengthen the insights from Northern Thailand. Finally, the research puts forward some recommendations for reforms and to strengthen the use of effective mediation, to achieve transformative outcomes, in conflicts of this nature. iation, to achieve transformative outcomes, in conflicts of this nature.
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Gopin, Marc. "Conflict Analysis and Conflict Resolution: Divorce or Friendly Mediation?" Negotiation Journal 29, no. 2 (April 2013): 251–59. http://dx.doi.org/10.1111/nejo.12022.
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J. Mackie, Karl. "Mediation: An Effective Tool for Commercial Conflict Management." SICUREZZA E SCIENZE SOCIALI, no. 1 (October 2017): 121–28. http://dx.doi.org/10.3280/siss2017-001011.
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Soomro, Naureen Nazar, Ronaque Ali Behan, and Sohni Siddiqui. "ASEAN(‘S) WAY OF CONFLICT MANAGEMENT: ACTIVE AND EFFECTIVE ROLE." Journal of Social Sciences and Humanities 58, no. 1 (June 30, 2019): 139–51. http://dx.doi.org/10.46568/jssh.v58i1.134.
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ASEAN is widely praised for its establishing regional cooperation among countries of Southeast Asia and attracting countries from rest of the world too because of its core objective of bringing peace and stability in the region. Promotion of regional trade and investment followed by unprecedented economic growth is the major credit of ASEAN which is widely appreciated. Nevertheless, despite 50 years of its age, it hasn’t been fully successful in managing internal conflicts among its member states and conflicts with external states. Its ineffectiveness to manage conflicts have raised concerns over the relevance of ASEAN in 21st century where Asian continent is said to be playground for major powers because of shifting of epicenter of International Politics from America and Europe to Asia. ASEAN’s role is limited by its charter of Non-interference into the internal affairs of its member states. This article looks into the basic weaknesses in ASEAN as an organization thus providing recommendation to overcome its shortcomings and improve its performance. The article concludes that ASEAN, because of increasing demands of amendments in conflict management techniques due to changes in the nature of conflict, needs to transform from its modest goals and principles to deal with conflict to new trends of conflict management, perhaps from soft mediation to hard mediation in near future.
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Zhao, Hongdan. "Leader-member exchange differentiation and team creativity." Leadership & Organization Development Journal 36, no. 7 (September 7, 2015): 798–815. http://dx.doi.org/10.1108/lodj-12-2013-0172.
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Purpose – The purpose of this paper is to examine the effect of leader-member exchange (LMX) differentiation on team creativity by developing a moderated mediation model. The model focuses on the mediating role of relationship conflict in linking LMX differentiation with team creativity and the moderating role of team-member exchange (TMX) median in influencing the mediation. Design/methodology/approach – The authors tested the model with a time-lagged field survey data from 358 employees and 98 supervisors belonging to 98 teams in a large diversified company with more than 15,000 employees, based in Shanghai, Southeastern China. In the first stage (T1), employees assessed LMX, TMX, relationship conflict, and control variables. In the second stage (T2), the leaders were asked to report team creativity. Findings – Results indicated that the relationship between LMX differentiation and team creativity was mediated by relationship conflict. Moderated mediation analyses further revealed that relationship conflict mediated the relationship between LMX differentiation and team creativity for only those teams with low-TMX median. Research limitations/implications – Testing the moderated mediation model helps to advance our theoretical understanding of the intervening processes that underlie the effect of LMX differentiation on team creativity. The findings may also help Chinese managers to inform the importance of helping subordinates better adapt to LMX differentiation, reducing relationship conflict, and constructing high-quality TMX relationships within groups, in order to promote team creativity. Originality/value – This empirical study provides preliminary evidence of the mediating role of relationship conflict in the negative relationship between LMX differentiation and team creativity. The moderated mediation model also extends the existing finding by showing that not only the quality of social exchange relationships with a supervisor (i.e. LMX) but also with team members (i.e. TMX), can moderate the impact of LMX differentiation on team outcomes.
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Ackermann, Alice. "Strengthening the OSCE's capacities in conflict prevention, crisis management and conflict resolution." Security and Human Rights 23, no. 1 (2012): 11–18. http://dx.doi.org/10.1163/187502312800079737.
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AbstractTwenty years after the 1992 Helsinki Document — Challenges of Change, the Organization for Security and Co-operation in Europe (OSCE) agreed at the 2011 Ministerial Council in Vilnius, Lithuania, on a decision intended to strengthen the OSCE's capacities in early warning, early action, dialogue facilitation and mediation-support as well as post-conflict rehabilitation. MC Decision 3/11 is an important one, in particular, as OSCE participating States were required to revisit the Organization's approach to conflict prevention and resolution over the last three years. The outcome was been an impressive document that demands the implementation of concrete action toward the creation of a systematic early warning and mediation-support capacity and the enhancement of early response to emerging crisis and conflict situations.
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Park, Junhyuk. "Conflict Management and Mediation Theory: South Africa's Role in Burundi's Civil Conflict." International Area Review 13, no. 3 (September 2010): 181–201. http://dx.doi.org/10.1177/223386591001300310.
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Smolyaninova, Olga G., Vera V. Korshunova, and Olga O. Andronnikova. "Formation of mediation competence of participants in the educational space of the Krasnoyarsk Territory in the Siberian Federal University." Perspectives of Science and Education 47, no. 5 (November 1, 2020): 413–28. http://dx.doi.org/10.32744/pse.2020.5.29.
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Introduction. The relevance of the study is due to the lack of trained teachers - heads of school mediation services and future mediators. Reducing the deficit is possible only through increasing the competence of teachers in the field of conflict resolution and the formation of the ability and readiness to use mediation practices aimed at creating a conflict-free educational environment and harmonizing interethnic relations in a multicultural educational space. The authors presented a component-wise model of the formation of mediated competence of participants in the educational process from among the heads of school mediation services and future mediators and tested it. Materials and methods. The study used methods of measuring the components of mediation competence: communicative, information-analytical, organizational and managerial, emotional. The study involved two groups: students of the professional retraining program “Mediation. Psychology of Conflict Management ”55 people (experimental group) and 60 people (control group), teachers who are not trained in mediation programs. Comparative analysis of groups was carried out using the U-Mann-Whitney test. Results. Analysis of the effectiveness of the formation of mediation competence showed significant differences (p <0.05) on a number of scales that affect the effectiveness of the formation of components of mediation competence. Significant changes (p <0.05) were revealed in terms of the parameters of the severity of communicative skills, which indicates the formation of a confident partner style of behavior. Changes in the components of emotional competence are significant: emotional awareness (p = 0, 002), emotion management (p = 0, 045), recognition of other people's emotions (p = 0.021). There is a significant difference in the formation of information and analytical competence (p <0.05), primarily in the parameter of motivation (p = 0.000) of using mediation practices to resolve conflicts. Conclusion. It was revealed that the formation of the mediation competence of participants in the educational space of the Krasnoyarsk Territory can go through professional retraining programs and will be effective when combining the efforts of the academic community and practicing mediators, professional mediator communities and the cooperation of resources of various Siberian universities.
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Mitchell, Sara McLaughlin. "Mediation in Interstate Disputes." International Negotiation 19, no. 2 (June 26, 2014): 191–200. http://dx.doi.org/10.1163/15718069-12341275.
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This commentary provides a brief summary of the articles in this special issue and emphasizes four questions raised by this research: 1) ways to define and measure mediators’ strategies, 2) teasing out demand side factors from supply side factors in mediation, 3) capturing differences between states and international organizations as conflict managers, and 4) understanding the role of particular conflict management actors like the International Criminal Court.
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Sığrı, Ünsal, and Hakan Karabacak. "Conflict resolution role of mediation in labor disputes in Turkey." International Journal of Conflict Management 30, no. 3 (June 10, 2019): 395–415. http://dx.doi.org/10.1108/ijcma-01-2019-0013.
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Purpose This paper aims to manage better the conflicts in labor disputes by improving the understanding of mediation dynamics from a game-theoretical perspective. Design/methodology/approach Signaling game model is adapted to a hypothetical labor dispute based on the legislative regulations on the mandatory mediation system in Turkey. Findings The paper determines mediation equilibria in which both players get positive payoffs. Analysis of the mediation equilibria helps to improve the understanding about the litigation and mediation dynamics depending on the variables. The variables are clearly separated from each other due to their reverse effects on strategy choices of the parties. Mediation payoff and litigation cost are characterized by their incentive effects on mediation preferences, whereas mediation fee and litigation payoff are characterized by their disincentive effect. While increasing amounts of incentive variables strengthen the mediation tendency of the employee, increasing amounts of disincentive variables reveal the opposite effect. Furthermore, the analysis also indicates that if the litigation payoff is too small to recover litigation costs, accepting the mediation becomes the optimal strategy. This prediction is contrary to that of traditional game-theoretic litigation/settlement models, in which small-claim disputes typically cannot be settled. Practical implications The assumption that the mediation fee is not a part of the litigation cost eliminates the disincentive effect of mediation fee and makes it neutral on the strategy choice of employee. Originality/value This paper first analyzes the strategic role of mediation in labor disputes by using a signaling game. Despite its mediation focus, the paper also provides practical insights for litigation.
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Groom, A. J. R. "Mediation in international relations: multiple approaches to conflict management." International Affairs 69, no. 3 (July 1993): 552–53. http://dx.doi.org/10.2307/2622322.
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Gittler, Josephine, and Joicey Hurth. "Conflict Management in Early Intervention: Procedural Safeguards and Mediation." Infants & Young Children 11, no. 1 (July 1998): 15–27. http://dx.doi.org/10.1097/00001163-199807000-00005.
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Gentry, Deborah B., and Wayne A. Benenson. "School-to-Home Transfer of Conflict Management Skills among School-Age Children." Families in Society: The Journal of Contemporary Social Services 74, no. 2 (February 1993): 67–73. http://dx.doi.org/10.1177/104438949307400201.
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This study determined the degree to and manner in which elementary students in a school-based peer-mediation program transferred conflict-management information and skills learned and practiced at school to the home setting for use in resolving sibling conflicts. Twenty-seven student “conflict managers” from grades four to six and at least one of their parents were interviewed before and after intervention. Data were collected on (1) demographic information; (2) perceptions of the frequency, intensity, and duration of sibling conflicts; (3) the necessity and kind of parent intervention; and (4) the level of positive conflict-management skills demonstrated by the children. Findings indicated that children perceived a significant decline in the frequency and intensity of conflicts with siblings. Parents perceived a similar decline in the frequency of such conflicts and in their need to intervene. Parents additionally perceived a significant improvement in their child's use of productive talk during conflicts.
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Pablo Matta, Juan, and Mariana Inés Godoy. "El Movimiento de Mediación en Argentina: procesos, tensiones y afirmaciones." Revista de Estudos e Pesquisas sobre as Américas 10, no. 1 (April 29, 2016): 23. http://dx.doi.org/10.21057/repam.v10i1.19721.
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Resumo:Este artigo pretende contribuir, de uma perspectiva antropológica, ao estudo de mediação de conflitos como sensibilidade legal local e particular e uma forma específica de administração de conflitos. As características mais marcantes do processo de formação deste campo na Argentina, que envolve um conjunto heterogêneo e, ao mesmo tempo, poroso de agentes judiciais, atores políticos, fundações e agências internacionais, são descritas, em primeiro lugar, a partir de fontes documentais, entrevistas e textos especializados. Em seguida, a partir de duas questões etnográficas sobre as experiências de mediação em contextos locais, apresentamos a diversidade de formas que a mediação de conflitos pode assumir. Do mesmo modo, pudemos perceber a heterogeneidade de procedimentos, conceitos e critérios de tratamento do conflito e as dimensões específicas e comuns em torno do conceito de mediação comunitária e de mediação penal. O trabalho de campo permitiu observar que a mediação se afirma a partir dos esforços dos atores institucionais em seu trabalho cotidiano em se opor e se diferenciarem de outras concepções e universos institucionais. Além disso, foi possível observar a grande sobreposição e porosidade entre informalidade e burocratização, mediação e administração de conflitos, que transbordam o campo judiciário ou a ele permanecem presas.Palavras-Chave: mediação de conflitos; campo; sensibilidade legal; administração de conflitos. ***Resumen:El presente artículo busca contribuir, desde una perspectiva antropológica, al estudio de la Mediación como sensibilidad legal particular y forma específica de administración de conflictos. Se describe en primer término, a partir de fuentes documentales, entrevistas y textos especializados, los rasgos más sobresalientes del proceso de conformación de este campo en Argentina, que involucra un conjunto heterogéneo y a la vez poroso de actores judiciales, políticos, fundaciones y organismos internacionales. En un segundo momento, a partir de presentar un recorte de dos indagaciones etnográficas sobre experiencias de mediación concretas en escenarios locales, se muestra la diversidad de formas que ésta puede asumir, dando cuenta de la heterogeneidad de procedimientos, conceptos y criterios de tratamiento del conflicto, y lo particular y común que rodea al concepto de mediación comunitaria y penal. En tanto campo, la mediación se afirma a partir de los esfuerzos de actores institucionales concretos en su trabajo cotidiano de oponerse y diferenciarse de otras concepciones y universos institucionales, y sin embargo lo que observamos es la gran imbricación y porosidad entre informalidad y burocratización, mediación y administración, lo que desborda lo judicial y lo que queda atrapado allí.Palabras clave: mediación de conflictos; campo; sensibilidad legal; administración de conflictos ***Abstract:This article seeks to contribute, from an anthropological perspective, the study of conflict mediation as a particular legal sensibility and as a specific form of conflict management. From documentary sources, interviews and specialized texts on this subject, the salient features of the mediation forming process in Argentina is described. It involves an heterogeneous, yet porous group of judicial actors, politicians, foundations, international agencies. Secondly, taking into consideration two ethnographic issues on experiences in mediation in local scenerios, we show the diversity that this may assume. Accordingly, we show heterogeneity procedures, concepts and criteria of conflict treatment. We also consider particular as well as common concepts that support communal and criminal mediation. In field work we have observed that conflict mediation is consolidated through the efforts of institutional actors in their daily work to oppose and to differentiate themselves from other concepts and institutional universes. Nevertheless, what we see is a large overlap and porosity between informality and bureaucratization in mediation management that goes beyond the judicial field and of what remains trapped in it.Key words: mediation of conflicts; field; legal sensibility; conflict management.
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Grebe, Sarab Childs. "Ethical Issues in Conflict Resolution: Divorce Mediation." Negotiation Journal 5, no. 2 (April 1989): 179–90. http://dx.doi.org/10.1111/j.1571-9979.1989.tb00511.x.
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Jameson, Jessica Katz, Donna Sohan, and Jenette Hodge. "Turning Points and Conflict Transformation in Mediation." Negotiation Journal 30, no. 2 (April 2014): 209–29. http://dx.doi.org/10.1111/nejo.12056.
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Duursma, Allard. "African Solutions to African Challenges: The Role of Legitimacy in Mediating Civil Wars in Africa." International Organization 74, no. 2 (2020): 295–330. http://dx.doi.org/10.1017/s0020818320000041.
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AbstractThe current scholarly literature on the international mediation of civil wars draws predominantly on a rationalist-materialist perspective. This perspective suggests that the ticket to mediation success is the material manipulation of the bargaining environment by third parties with a high degree of economic and military resources. I argue that legitimacy also determines outcomes of mediation because if a mediator has legitimacy, it can continue to look for a mutually satisfactory outcome and try to pull the conflict parties toward compliance. I show that legitimacy matters by systematically comparing the effectiveness of African and non-African third parties. African third parties are typically considered ineffective because of a low degree of economic and military capacity. However, they effectively mediate civil wars in Africa because of a high degree of legitimacy, which is a result of a strong conviction within the African society of states that African mediation is the most desirable type in conflicts there. Drawing on data from the Uppsala Conflict Data Program supplemented with unique data, which together cover all mediation efforts in Africa between 1960 and 2017, I find quantitative evidence supporting the effectiveness of African third parties. Compared to non-African ones, African third parties are far more likely to conclude negotiated settlements that are more likely to be durable. African third parties are especially effective if the conflict parties are highly committed to the African solutions norm. Theoretically, this study deviates from much of the literature that puts forward solely rationalist-materialist explanations of mediation success. By bringing legitimacy to the forefront, this article supplements the current mediation literature that emphasizes material sources of power and ignores social structures.
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Клычкова, Елена, Elena Klychkova, Елена Литвинова, Elena Litvinova, Виктория Говердова, and Viktoriya Goverdova. "Conflict settlement in the housing and utility sector." Services in Russia and abroad 8, no. 5 (July 31, 2014): 31–46. http://dx.doi.org/10.12737/5362.
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The authors consider the issues resolving relationship conflicts between tenants, their associations (homeowners associations, housing associations, a tenement house panel) and the housing and utility companies in the framework of the housing and utility sector reforms. The authors identify the principal causes of conflicts and contentions in the sphere, noting that, with a potential escalation of social aggression in the housing and utility sphere, the absence of a system of cooperation between the local self-governing bodies and the tenant associations makes it imperative that routinely functioning consulting authorities engaged in tenement housing regulation and management be established. For the purpose of conflict settlement in the housing and utility sector, the authors propose a number of innovative approaches based on the participation of exerts and conflict mediation. The authors believe it timely that housing-and-utility-focused mediation services be set up in the Moscow region. The authors describe the organization of their activities, and provide recommendations for local self-governing bodies and tenement house panels, aimed at the development and promotion of mediation in the sphere of housing and utilities in the Moscow region and a resolution of the existing conflicts.
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Cushner, Kenneth. "Conflict, negotiation, and mediation across cultures." International Journal of Intercultural Relations 29, no. 6 (November 2005): 635–38. http://dx.doi.org/10.1016/j.ijintrel.2005.07.014.
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Beitler, Lena Aline, Sabine Machowski, Sheena Johnson, and Dieter Zapf. "Conflict management and age in service professions." International Journal of Conflict Management 27, no. 3 (July 11, 2016): 302–30. http://dx.doi.org/10.1108/ijcma-10-2015-0070.
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Purpose The purpose of this paper was to examine age differences in conflict management strategy use, effectiveness and in exposure to customer stressors in service interactions. Design/methodology/approach Moderated regression and mediation analyses were conducted to test hypotheses in a sample of 444 German service employees from different service branches with frequent customer contact. Findings Results revealed that older service employees experienced fewer customer stressors. Customer stressors mediated the negative relationship between age and burnout. Age was associated with use of passive avoidant (avoiding) and active constructive (problem solving) conflict management strategies. Furthermore, older employees used those strategies more effectively. Especially when avoiding conflicts, older employees reported more professional efficacy than younger colleagues. In contrast, younger employees benefited considerably less from strategy use and reported higher levels of burnout in general. Thus, results suggest older employees’ effective conflict management and their positive perception of customer stressors contribute to lower levels of burnout. Practical implications Results speak against a general deficit model for older workers as they show specific strengths of older employees in social conflicts. Their expertise in dealing with negative social interactions represents an important resource for organizations and training interventions, such as mentoring programs. Originality/value This study is one of the first to examine age-related conflict management skills with regard to customer conflicts, employee health and effectiveness of strategy use. It replicates existing findings on age and conflict management and extends them in several ways thereby ruling out alternative explanations for age effects.
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Nauman, Shazia, Connie Zheng, and Saima Naseer. "Job insecurity and work–family conflict." International Journal of Conflict Management 31, no. 5 (March 9, 2020): 729–51. http://dx.doi.org/10.1108/ijcma-09-2019-0159.
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Purpose Drawing on conservation of resources theory, this study aims to investigate the processes underlying the linkages between job insecurity (JI) and work–family conflict (WFC) from a stress perspective, focusing on the mediating role of subordinates' work withdrawal (WW) and emotional exhaustion (EE). Specifically, the authors tested two distinct mediating mechanisms, namely, WW and EE that have received less attention in testing the JI and WFC linkage. The authors also tested the variable of perceived organizational justice (POJ) to moderate these relationships. Design/methodology/approach Survey data collected at Time 1 and Time 2 included 206 professionals from different occupational sectors. The authors study independent variable (i.e. JI), moderator (POJ) and mediator (WW) were measured at Time-1, whereas the other mediator (EE) and outcome (WFC) were tapped by the same respondent at Time-2 with a time interval of one month between them. Findings The findings suggest that subordinates’ EE and WW mediate the relationship between JI and WFC. Further, the authors found that EE is a relatively more effective mechanism than WW in explaining how and why JI translates into WFC. The results of the moderated mediation analysis revealed that the indirect effect of JI on WFC is strengthened when POJ is low. Practical implications JI has adverse consequences on the employees’ well-being and a cost to the organization in terms of WW. HR and top management should anticipate the negative influence of WW and EE and should focus on nurturing positive work–family climates to help reduce WFCs. Managers should give employees opportunities for participation and foster a climate of fairness in the organization to mitigate the harmful consequences of JI. Originality/value This study contributes to the employees’ burnout, counter work behavior and the WFC literature. By introducing EE and WW as underlying mechanisms and identifying POJ as a work contextual variable to explain the JI – WFC relationship, the authors extend the nomological network of JI. The authors respond to the calls by prior researchers as little research has examined how perceived fairness (unfairness) can induce WFC.
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Moore, Christopher W., and NIGEL KEMP. "The Mediation Process: Practical Strategies for Resolving Conflict." R&D Management 18, no. 1 (January 1988): 79. http://dx.doi.org/10.1111/j.1467-9310.1988.tb00569.x.
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Nazarov, Nikita. "SOCIAL AND LABOR CONFLICT MANAGEMENT: UKRAINIAN AND FOREIGN EXPERIENCE." Innovative Technologies and Scientific Solutions for Industries, no. 1 (15) (March 31, 2021): 91–97. http://dx.doi.org/10.30837/itssi.2021.15.091.
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The subject of study in the article is the process of socio-economic conflict management. The purpose of the work is to substantiate the theoretical provisions and methodological approaches in the management of labor conflicts as a form of social and labor relations based on Ukrainian and foreign experience. The following tasks are solved in the article: to investigate the essence and place of social and labor conflict in the system of social contradictions; provide a classification of conflicts in the social and labor sphere; to study the forms and methods of resolving social and labor conflicts: to analyze the success of conflict prevention in Ukrainian and foreign practice. The following methods are used: method of analysis and synthesis, classification-analytical method, abstract-logical method, historical-retrospective analysis and generalization. The following results were obtained: the concept of socio-economic conflict is clarified. The classification of conflicts is carried out, which gives an understanding of the nature and essence of conflict relations on the following grounds: the method of conflict resolution (antagonistic and compromise conflicts); spheres of conflict (political, social, economic, organizational conflicts); direction of impact (vertical and horizontal conflicts); degree of conflict confrontation (hidden and open conflicts); the number of participants in conflict interaction (intrapersonal, interpersonal, intergroup); needs (cognitive and interest conflicts). Structural and interpersonal methods for resolving conflict situations are defined. An analysis of the current state of resolution and prevention of labor conflicts in 2020 was conducted according to the National Service for Mediation and Reconciliation. Foreign experience in resolving labor disputes has proved the feasibility of developing the following ways to resolve labor disputes in Ukraine: with the help of special courts on labor and social security (sectoral justice); through civil proceedings in general courts; through conciliation and arbitration procedures. Conclusions: The analysis allowed to determine the essence of social and labor conflict as a form of social and labor relations at the micro, meso, and macro levels, which is manifested in the opposition of the subjects of the socio-economic sphere. Applying the gained world experience it is possible to reduce social tensions and to strengthen social and economic safety of the state.
Keywords: brand; definition; branding; brand book; rebranding; stages.
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De Maio, Jennifer, and Katja Favretto. "Diverse interests facilitate conflict mediation in international crises." Cooperation and Conflict 53, no. 1 (July 4, 2017): 118–35. http://dx.doi.org/10.1177/0010836717716723.
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We investigate the effect of ethnic pluralism on mediation in interstate and internationalized civil crises from 1945 to 2010. We find that mediation succeeds when two conditions are met. First, success is more likely when there are fewer disenfranchised ethnic groups in the disputant population, because these groups are usually excluded from peace talks and often use violence to challenge peace. Second, mediators are more likely to succeed when politically included disputants, usually present at peace talks, comprise various different ethnic groups. Because such groups, numerous as they are, pull and tug for dominance at peace negotiations, they are unable to form decisive coalitions. As a result, third parties have a chance to serve in a more authoritative role and influence a settlement.
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Rosenblatt, Carolyn L. "Using mediation to manage conflict in care facilities." Nursing Management (Springhouse) 39, no. 2 (February 2008): 16,17. http://dx.doi.org/10.1097/01.numa.0000310530.87881.58.
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Umair Asghar and Khalid Pervaiz. "Mediating Impact of Emotional Intelligence Competencies on the Relationship of Conflict Management Styles and Service Quality of Higher Education: A Pakistan Based Study." Review of Economics and Development Studies 5, no. 4 (December 31, 2019): 623–36. http://dx.doi.org/10.26710/reads.v5i4.879.
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This quantitative, investigation was to explore mediating impact of emotional intelligence competencies on the relationship between conflict management styles and service quality of higher education. In this study, multi-stage cluster sampling technique was applied for the selection of sample whereas SPSS was used for testing the hypothesis which measures the direct and indirect effect. Structured questionnaires were used for data collection which comprised of 5 points Likert scale. The findings proved partial mediation to emotional intelligence competencies between the relationship of conflict management styles and service quality of higher education which indicates higher the emotional intelligence competency the staff has, would have the higher the ability to resolve day to day conflicts. The research suggests that faculty and staff training programs, workshops to improve service quality would help to narrow the gap between customer’s perceptions and expectations.
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Tariq, Haleema, and Muqqadas Rehman. "An Empirical Analysis of Organizational Performance of Construction Companies in Pakistan through Mediating Role of Conflict Management Effectiveness." Review of Economics and Development Studies 6, no. 2 (June 15, 2020): 571–84. http://dx.doi.org/10.47067/reads.v6i2.224.
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This paper aims to examine the impact of organizational factors and verify mediating role of conflict management effectiveness on perceived performance of registered construction companies in Pakistan. The study adopts a survey research design using a well-structured questionnaire of 450 employees from construction companies located in Lahore and Karachi. The construction industry is characterized by performance setbacks for decades. Descriptive statistics and mediation analysis were employed to analyze the conceptual model. The research paper concludes that distortions in reduced workforce productivity and relationship conflicts should be overcome by capable professional & administrative services. The analysis depicts that socio-economic and political factors play a significant role to maintain the quality in local construction industry. The findings reveal that performance of construction companies is significantly related to internal factors i.e. workforce productivity, decentralization, perceived organizational politics and relationship conflict. The study provides guidelines to organizational decision-makers and government policy-makers for public reforms in infrastructure to improve their output. The present study was undertaken to provide new horizons and advance understanding on organizational performance (OP) of construction companies in Pakistan. The most significant part of this study is the comprehensive five-factor organizational performance model designed to test mediation among variables using partial least square structural equation modelling (SEM).
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Krislov, Joseph, and Christopher W. Moore. "The Mediation Process: Practical Strategies for Resolving Conflict." Industrial and Labor Relations Review 40, no. 2 (January 1987): 291. http://dx.doi.org/10.2307/2523299.
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Ivanova, E. N., M. G. Dobryakova, and I. E. Loginova. "ВОЗМОЖНОСТИ МЕДИАЦИИ В КОЛЛЕДЖЕ." Konfliktologia 14, no. 1 (April 5, 2019): 90. http://dx.doi.org/10.31312/2310-6085-2019-14-1-90-104.
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The article is devoted to the urgent problem of conflict in educational departments. Possibilities of different types of mediation implementation in the system of secondary specialized education are discussed on the example of successful experience of mediators’ practice in the one of Petersburg colleges. The presence of enough legal and administrative bases for mediation application in the system of secondary specialized education is shown. Practical absence of such activities compare with the similar work on mediation implementation in schools was noticed. There were several most widely spread conflict types in the college and their similarity with school problems are identified. Specific features of conflicting parties in college and connected with them complication were appointed. On the particular cases examples the technology of problem management are shown, the factors and dynamics of the situations development are analyzed and the results of mediator’s professional penetration are displayed. The accent on need of neutral objective approach of conflict resolution specialists to conflict participants and significance of the college administration readiness to not formal participation in the process of mediation implementation is made. The hardness of taking responsibility for the investment to conflict arising and escalation by the parties, especially the adult ones, is identified. Here is the need and possibility to help conflictants to get aware of the idea that conflict is a result of actions from both sides. The prolonged influence of mediations conducting and their positive aside effects are shown. The plans of future mediation development in college are presented and recommendations for spreading these practices in the system of secondary specialized education is made.
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Pinfari, Marco. "EU Mediation in Egypt: The Limits of Reactive Conflict Management." International Negotiation 23, no. 2 (May 9, 2018): 199–217. http://dx.doi.org/10.1163/15718069-23021157.
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AbstractThis article reviewsEU’s mediation attempts in Egypt between 2011 and 2013. After presenting the main challenges and opportunities ofEUmediation in the Middle East-North Africa (MENA) neighborhood,EUinterventions in Egypt are discussed in relation to the 25 January 2011 revolution, during the presidency of Mohammed Morsi, and after the 3 July 2013 coup d’état, focusing specifically on the choice of mediation styles and their timing. It is argued that three contextual conditions that are typical of the crises that erupt during failed democratic transitions – their fast pace, their eminently domestic nature and significant power asymmetries between the main parties involved – exacerbate the structural problems that theEUfaces when intervening in countries that are not current or potential candidates for accession. The analysis ofEUmediation styles during Egypt’s transition provides a critical perspective onEU’s foreign policy making after the Treaty of Lisbon.