Mediation Of Labour Disputes In A Comparative Perspective

Research output: Book/Report › Commissioned report Research output: Book/Report › Commissioned report T1 - Työriitojen sovittelujärjestelmä vertailevasta näkökulmasta BT - Työriitojen sovittelujärjestelmä vertailevasta näkökulmasta The books in this collection are licensed under open access licenses allowing for the reuse and distribution of each book following the terms described in each license. Researchers should consult the Rights Advisory statement for each title and the accompanying license details for information about rights and permissions associated with each of the licenses.

More about Copyright and other Restrictions. Citations are generated automatically from bibliographic data as a convenience, and may not be complete or accurate. Euwema, Martin C. Editor, Ana Bel En. Editor Garc Ia, Francisco J. Editor Medina, and Erica Romero.

Editor Pender. Mediation in Collective Labor Conflicts. Cham: Springer International Publishing: Imprint: Springer, 2019. Image. https://www.loc.gov/item/2019743727/. Euwema, M.

C. E., Garc Ia, A. B. E. E., Medina, F. J.

E. & Pender, E. R. E. (2019) Mediation in Collective Labor Conflicts. Cham: Springer International Publishing: Imprint: Springer.

[Image] Retrieved from the Library of Congress, https://www.loc.gov/item/2019743727/. Sarah Lee AI generated Llama-4-Maverick-17B-128E-Instruct-FP8 6 min read · May 26, 2025 Mediation is a form of alternative dispute resolution (ADR) that has gained significant attention in labor movements worldwide. It involves a neutral third-party facilitator who helps disputing parties to negotiate and reach a mutually acceptable agreement. In the context of labor disputes, mediation can be an effective tool for resolving conflicts between employers and employees, thereby reducing the likelihood of industrial action and promoting a more harmonious workplace. Mediation in labor disputes refers to the process of using a neutral third-party facilitator to help resolve conflicts between employers and employees.

The significance of mediation lies in its ability to provide a flexible and informal approach to dispute resolution, which can be more effective than traditional adversarial methods. Mediation can help to: The use of mediation in labor disputes dates back to the early 20th century, when it was first introduced in the United States as a means of resolving industrial disputes. Since then, mediation has become increasingly popular worldwide, with many countries adopting it as a key component of their labor dispute resolution frameworks. The historical context of mediation in labor movements is characterized by a shift towards more collaborative and participatory approaches to dispute resolution. This guide provides a comparative analysis of mediation in labor movements across different countries and industries.

The objectives of this guide are to: This open access book opens up the black box of mediation in collective conflicts through the analyses and comparisons of various systems. Mediation and related third party interventions such as conciliation and facilitation are discussed as effective prevention and regulation tools for different types of collective labor conflicts. These interventions fit in a new developed five-phase model of collective conflicts in organizations, going from capacity building in latent conflicts, through conciliation, mediation and arbitration in escalating phases, to rebuilding of trust after... The authors promote understanding and discussion with regards to labor mediation systems, presenting comparative research on the perspectives of mediators and users of mediation. This book describes and analyses laws, regulations and practices of mediation in seventeen countries, with a relative strong emphasis on Europe.

Part 1 presents theoretical frameworks on conciliation and mediation in collective labor conflicts. Part 2 presents regulations and practices in 12 European countries: Belgium, Denmark, Estonia, France, Italy, Poland, Portugal, Spain, The Netherlands, and the United Kingdom. Part 3 discusses mediation in these collective conflicts in Australia, China, India, South Africa and the USA. Part 4 offers conclusions and ways forward. This book offers analyses, good practices and developments for third party intervention in collective labor conflicts in global and local changing environments. This book is a must-read for policy makers, , social partners at different levels, as well as scholars and practitioners in industrial relations, human resources management and conflict management, particularly conciliators and mediators.

Martin Euwema is full professor for Organizational Psychology at the University of Leuven, Belgium, chair of the research group O2L (Occupational and Organizational Psychology and Professional Education), and co-director of the Leuven Centre for... Martin is past-president of the International Association for Conflict Management (IACM). His research interests are leadership, HRM and industrial relations, conflict management and mediation. Martin has extensive experience as consultant and mediator in organizational conflicts. Francisco J. Medina is professor of Social and Organizational Psychology and Dean of the Faculty of Psychology at the University of Seville (Spain).

He is co-editor of the Journal of Work and Organizational Psychology and member of the academic chair of the Doctoral Program on Psychology of Human Resources between the University of Seville and the University... Francisco is chair in Spain of the EUROPSY certificate in Work and Organizational Psychology. He collaborates with the Ombudsman office in Andalusia and with the Andalusian Mediation System (SERCLA) in the improvement of the mediation. Ana Belén García is a researcher at KU Leuven and the University of Seville in the department of Work and Organizational Psychology. Her focus is on conflict management in organizations. After studying psychology at the University of Seville, she obtained her MSc at Maastricht University in the specialization of Work and Organizational Psychology.

She was coordinator of two European research projects on industrial relations, including a project on mediation in collective organizational conflicts in 12 European countries. She holds a PhD in Psychology from the University of Seville and KU Leuven exploring conflict management strategies in collective negotiations in organizations. Ana Belén García is also a registered mediator. Erica Pender is a researcher at KU Leuven and the University of Seville in the department of Work and Organizational Psychology. Her focus is on the role of trust in social dialogue. After studying psychology at the University of Seville, she obtained her MSc at Maastricht University in the specialization of Work and Organizational Psychology.

She was coordinator of two European research projects on industrial relations, including a project on mediation in collective organizational conflicts in 12 European countries. She holds a PhD in Psychology from the University of Seville and KU Leuven focusing on trust and trustworthiness between employee representatives and managers. Erica Pender is also a registered mediator.

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