Reading: Jandt, Chapter Seven Describe And Discuss

Reading: Jandt, Chapter Seven Describe and Disc

Discussions.docx 1. TOPIC： Reading: Jandt, Chapter Seven Describe and discuss transformative mediation and its main elements. Provide a brief example of a transformative mediation. Discussion: Kristan Glover Glover - DB #8 COLLAPSE 窗体顶端 Throughout chapter seven in Communications and Conflict by Fred Jandt discusses transformative meditation and its main elements. Jandt explains transformative mediation as bringing forth different possibilities for people to adjust their communication with others to create a more positive outcome (2017).

The main objectives for the transformative mediator is to aid the process in moving along smoother by helping the disputants with their communication. As Jandt explains, transformative mediation supports the process by summarizing what is being said, reflecting, checking-in on the conversation, and asking open-ended questions (2017). To clarify, a transformative mediator does not have any part in decision-making in any way; they are strictly there to help both parties get a better understanding of each other’s viewpoints and the overall situation. This assists in making the communication more constructive and humanizing.

I clearly remember a time where I was in a situation acting as a transformative mediator without realizing it. I worked as a retail manager for a clothing store about a year ago, and I recall a situation where two of my associates were constantly arguing and displaying attitude. Both would come to me with their concerns, and I knew I needed to intervene before it created a divide in our team. I scheduled a meeting with both of them (let’s call them A and B). I began by asking each to explain their frustrations and reasons for their conflict. It was revealed that A had taken a sale from B, unaware that it was already sold. A claimed she did not steal it intentionally; she simply did not know it belonged to someone else, and her rude response was a reaction to B’s rudeness. B was unaware of the sale and was silent initially. A offered to pay B back the commission she earned from the sale to start over, and B agreed, emphasizing the need for better communication in the future. This resolution was positive, and I was pleased that communication helped resolve their conflict without taking sides.

This personal experience exemplifies transformative mediation, where the mediator facilitates open communication, reflection, and understanding without making judgments or decisions. It highlights the importance of open-ended questions and humanized discussions to foster positive outcomes and conflict resolution.

Paper For Above instruction

Transformative mediation, as outlined by Fred Jandt, emphasizes transforming the quality of communication between disputants to foster understanding, empowerment, and recognition (Jandt, 2017). Unlike traditional problem-solving models, which focus on reaching an agreement through problem resolution, transformative mediation centers on changing how parties relate and communicate, aiming to improve relationships and mutual understanding (Bush & Folger, 2010). Its main elements include active listening, reframing statements to promote positive communication, and empowering disputants to participate actively in the resolution process, fostering a sense of agency and respect (Moore, 2014).

At the core of transformative mediation is the assumption that disputes are often symptoms of underlying communication breakdowns rather than solely conflicting interests. Therefore, the mediator’s role is non-directive; they facilitate the interaction without imposing solutions. The mediator employs techniques such as summarizing statements to reflect understanding, asking open-ended questions to stimulate dialogue, and paraphrasing to clarify misunderstandings (Lederach, 2017). These techniques support disputants in recognizing each other's perspectives, which can shift attitudes from adversarial to collaborative.

A practical example of transformative mediation can be observed in workplace conflicts. Imagine two employees, who I will refer to as A and B, who have ongoing disagreements affecting team cohesion. As a manager, I scheduled a mediation session where I encouraged each employee to voice their frustrations without interruption. Using open-ended questions, I prompted each to explain their viewpoint, which revealed a miscommunication about responsibilities. A felt B was not supportive, while B felt overwhelmed by workload. By reflecting on their statements and fostering mutual recognition, they began to see each other’s perspectives, leading to a commitment to improve communication and cooperation. This example demonstrates how the mediator’s role is to facilitate understanding and empowerment, leading to sustainable resolution.

Research indicates that transformational mediation models are effective in resolving complex conflicts, especially those rooted in relationship issues. Their focus on humanizing disputes and improving communication aligns with principles of restorative justice, emphasizing respect, empathy, and recognition (Barnes & Kriesberg, 2012). However, critics argue that such models may lack structure in highly contentious disputes, where power imbalances or emotional upheavals require more directive approaches (Folger & Bush, 2015). Despite these criticisms, transformational mediation’s emphasis on communication and mutual understanding offers a valuable approach to resolving conflicts holistically.

In conclusion, transformative mediation is a conflict resolution approach that prioritizes humanistic communication and mutual recognition. Its main elements—active listening, reframing, empowering disputants, and fostering understanding—serve to transform the interaction and enhance relationship quality, leading to sustainable resolutions. As exemplified in workplace conflicts, this approach facilitates better communication and respect, which are essential in both personal and professional relationships. Continued research and practice will further elucidate its efficacy and potential limitations in various dispute contexts.

References

• Barnes, R., & Kriesberg, L. (2012). Constructive conflicts: From escalation to resolution. Routledge.
• Bush, R. A. B., & Folger, J. P. (2010). The promise of mediation: The transformative approach. Jossey-Bass.
• Folger, J. P., & Bush, R. A. B. (2015). Designing dialogue: A plan for resolving conflict. Jossey-Bass.
• Lederach, J. P. (2017). The moral imagination: The art and soul of peacebuilding. Oxford University Press.
• Moore, C. (2014). The mediation process: Practical strategies for resolving conflict. Jossey-Bass.
• Jandt, F. E. (2017). Conflict and communication. Sage Publications.