Mediation Process and Role Play

Mediation Role Play
Author’s Name
Institutional Affiliation
Mediation Role Play
Introduction
This essay sets out to detail the mediation process that was unleashed to resolve the conflict between two critical executives at Levver Corporation. One of them is Brenda Bennett, Director of Human Resources, while another is Harold Stokes, Vice-President Engineering. I, in the capacity of Executive Vice-President Finance and head of the central office staff, have been requested by Bennett to mediate the conflict that instigated after hiring two interns by Harold Stokes without obtaining approval from HRM. I applied the musical style of mediation, allowing both parties to present their case and negotiate in the same room (Lewicki et al., 2011). Since both the parties had some strong arguments to substantiate their cases, I had to find a middle ground to reach a mutually agreeable solution.
Mediation Process
The mediation process comprised the following steps:
Step One: Introduction and Explanation
When Bennett and Stokes approached me, I had the sitting arrangement in perfect order. The room AC was on, chairs were gracefully surrounding the table, and cold water was placed on the table. I warmly greeted both the parties and asked each of them as to where they would like to seat themselves. I knew that both the parties had turned up with strong emotions and reservations. They were filled with frustration, and it was vital for me to assure them that I had a neutral stance (Lewicki et al., 2010). Therefore, I had to do everything to make sure that no party feels insulted or frustrated. I had to make them feel fresh and calm.
I also declared my neutrality to them in a formal manner. To further enforce the impression of neutrality, I asked each of the parties to state upfront if they think I have any bias. Both the parties expressed their confidence in my neutrality which marked a good beginning. Stokes, however, was concerned if he would get enough time to present his case. I assured him that he would be heard as much as Bennett because the purpose of my mediation was to reach a resolution that is mutually agreeable for both parties.
After both the parties were assured of my neutrality, I unfolded the plan, which was to let each party present its case and then come to negotiation. Indeed, to be able to find a way to resolution, the parties needed to honor my inputs (Lewicki et al., 2011). Therefore, I needed their commitment that they knew since the onset. I took the pledge that each of the parties would consider my opinion that I may establish in the light of considering both sides of the argument. There was no objection over this suggestion by any party, and they were willing to welcome any opinion from my side. They were committed to going at any length to make sure that a resolution is reached. They also stated as to how the interest of their corporation takes precedence over their ego, which was an encouraging sign for me as a mediator.
Then, I also made them swear that they would not interrupt each other when the case is being presented. However, interruptions may be allowed during negotiation. I requested that each party should be given enough time to present its case and then the case of the other party will be heard in detail. Both parties agreed to this suggestion. Certainly, it was important to bring them into this commitment because both of them had some boiling sentiments in their minds (Lewicki et al., 2010). When parties conflict, they may find it hard to tolerate and jump in with their arguments when the other party touches on sensitive points during the presentation of its case (Lewicki et al., 2010). Therefore, asking them to stay calm and wait for their turn was an important part of beginning the inquiry.
Then, I asked both parties to state their case, which brought into knowledge about the key concerns of each party. Bennett was concerned about the lack of qualification of two interns hired along with nepotism that went into hiring (considering both were friends of the son of a Stokes’ colleague). Similarly, the salary of new interns was to be paid from the budget allocated to Bennett. Stokes’ major concerns were the repeated delays in hiring from HRM when the need is immediate. Similarly, he expressed concerns about the poor competence level of interns previously hired by HRM.
Step Two: Problem Determination
In the second phase, I had to decide what I wanted and what the problem was. It is an important stage because at this stage mediator had to decide on the direction of ...