This document discusses mediation goals for lawyers before a mediation session. It outlines five key goals: 1) Showing clients what lawyers can do in mediation to resolve issues; 2) Anticipating the opposition's arguments and having materials prepared to counter them; 3) Firming up a budget for the mediation with the client; 4) Prioritizing arguments according to the key issues the mediator identifies; 5) Managing client expectations on possible outcomes to ensure satisfaction regardless of the results. The goals are aimed at leaving clients feeling their lawyer provided excellent representation and assistance in reaching agreements.
Mediation and dispute resolution techniques and approaches. Léna Salamé, Programme specialist, PCCP coordinator, UNESCO. International Annual UN-Water Zaragoza Conference 2012/2013. Preparing for the 2013 International Year. Water Cooperation: Making it Happen! 8-10 January 2013
Alternative dispute resolution - basic mediationNiki Hannevig
Mediation is a time-honored alternative to litigation. This presentation is the first of two and strongly recommended before proceeding to "Skills Building".
Mediation - skills building (Before proceeding, view Alternative dispute reso...Niki Hannevig
Be sure to view Alternative dispute resolution - basic mediation (http://www.slideshare.net/nikihannevig/alternative-dispute-resolution-basic-mediation-19974437) before proceeding with this skills building presentation.
In this presentation ,we trying to show how our organization manage a very critical case by it's professional and most experienced Mediator.
Here we describes all the stages in mediation and all the advantages and disadvantages of mediation. Next we describe the process of mediation briefly .
Your clients (be they individuals or in-house counsel) will appreciate you putting your best foot forward in the mediation process. It can save you client valuable money and resources.
Mediation and dispute resolution techniques and approaches. Léna Salamé, Programme specialist, PCCP coordinator, UNESCO. International Annual UN-Water Zaragoza Conference 2012/2013. Preparing for the 2013 International Year. Water Cooperation: Making it Happen! 8-10 January 2013
Alternative dispute resolution - basic mediationNiki Hannevig
Mediation is a time-honored alternative to litigation. This presentation is the first of two and strongly recommended before proceeding to "Skills Building".
Mediation - skills building (Before proceeding, view Alternative dispute reso...Niki Hannevig
Be sure to view Alternative dispute resolution - basic mediation (http://www.slideshare.net/nikihannevig/alternative-dispute-resolution-basic-mediation-19974437) before proceeding with this skills building presentation.
In this presentation ,we trying to show how our organization manage a very critical case by it's professional and most experienced Mediator.
Here we describes all the stages in mediation and all the advantages and disadvantages of mediation. Next we describe the process of mediation briefly .
Your clients (be they individuals or in-house counsel) will appreciate you putting your best foot forward in the mediation process. It can save you client valuable money and resources.
Wednesday, October 9, 2013
10:30am - 12:pm
What’s a mediator to do when the deal on the table seems to be terribly unbalanced, when there is a threat
of violence in the mediation, or when people not at the table will be harmed by the agreement? How do the
guiding principles of good problem-solving, effective process facilitation, and connection to participants
help the mediator when confronted with such dilemmas? How does a mediator wrestle with competing
principles? How do the model standards of practice for mediators help us to solve these dilemmas? Join
this workshop for an interactive and lively discussion of ethical dilemmas and responsible mediation.
Rebecca Magruder
"What is mediation? An explanation of the process of mediation, what mediation is, and why it is a preferable alternative to the stressful and costly court process.
M. J. O'Nions Lawyer & Mediator
778-375-2411
http://www.mjonions.com/mediation/"
Mediation is great option for legal cases. It is a concept which is here to stay. All the litigants can take advantage of the same and all o them can be winner.
Question 6 Project Communications ManagementPart A) A project man.pdfalamshoes001
Question 6 Project Communications Management:
Part A) A project manager (PM) should focus on actively managing stakeholders’ expectations.
This includes addressing concerns that have not yet become issues and clarifying issues that have
been identified. In order to be successful at these tasks, the PM needs to develop interpersonal
and management skills. Several important interpersonal skills for a PM are the ability to build
trust, resolve conflicts, and overcome resistance to change. Management skills include
presentation/public speaking, negotiating, and writing. Pick one of these critical interpersonal or
management skills and discuss your personal experience(s) with this skill. Then explain this skill
to the class as if you were trying to assist a colleague in better developing that skill.
Part B) Reporting performance is an essential part of project communications management.
Project managers spend a significant amount of time creating various types of reports. The most
obvious forms of reporting are reporting on status, current performance, work to be completed,
and approved changes. Based on your experience or cases in the literature, characterize the types
of reporting that are required of project managers, the content of such reports, and the frequency
of the reports.
Solution
Part A) Let us Pick Negotiating skill from Management skills. Let us know briefly about
negotiation before knowing further.
Negotiation is a strategic discussion that resolves an issue in a way that both parties find
acceptable. In a negotiation, each party tries to persuade the other to agree with his or her point
of view. Negotiation is essential to healthy professional relationships. Learning how to merge the
wants and needs of the group and build mutually viable solutions is key to a healthy, happy work
life.
Personal experience with Negotiation skills:
1) Preparing for the negotiation: Before you actually start any negotiation take a few moments or
a few weeks, depending on the importance and complexity of the negotiation, to prepare for the
negotiation session.
a. Separate facts from assumptions. I usuall try to Understand about the situation and what I
assume to be true.
b. Validate facts. Sometimes facts change. I will make sure information is current. If I can\'t do
this, I will consider the unverified facts to be assumptions
c. Validate assumptions. Assumptions should be validated by third party confirmation or simply
asking the other person if they are valid.
d. Test assumptions. Assumptions that can\'t be validated need to be tested or discarded.
Erroneous assumptions can impair an otherwise sound negotiating strategy. I will not set myself
up for failure relying on an invalidated assumption because I like it or it helps my case.
e. Adjust your strategies. Using the newly acquired information, I will make sure initial
strategies, objectives and goals are still appropriate. The new information can often change
strategies and on occasion can obviate .
Mediation Of Commercial And Construction Disputeslouchang
General information regarding the mediation of commercial and construction industry disputes. Answers to frequently asked questions (FAQ) about mediation.
Wednesday, October 9, 2013
10:30am - 12:pm
What’s a mediator to do when the deal on the table seems to be terribly unbalanced, when there is a threat
of violence in the mediation, or when people not at the table will be harmed by the agreement? How do the
guiding principles of good problem-solving, effective process facilitation, and connection to participants
help the mediator when confronted with such dilemmas? How does a mediator wrestle with competing
principles? How do the model standards of practice for mediators help us to solve these dilemmas? Join
this workshop for an interactive and lively discussion of ethical dilemmas and responsible mediation.
Rebecca Magruder
"What is mediation? An explanation of the process of mediation, what mediation is, and why it is a preferable alternative to the stressful and costly court process.
M. J. O'Nions Lawyer & Mediator
778-375-2411
http://www.mjonions.com/mediation/"
Mediation is great option for legal cases. It is a concept which is here to stay. All the litigants can take advantage of the same and all o them can be winner.
Question 6 Project Communications ManagementPart A) A project man.pdfalamshoes001
Question 6 Project Communications Management:
Part A) A project manager (PM) should focus on actively managing stakeholders’ expectations.
This includes addressing concerns that have not yet become issues and clarifying issues that have
been identified. In order to be successful at these tasks, the PM needs to develop interpersonal
and management skills. Several important interpersonal skills for a PM are the ability to build
trust, resolve conflicts, and overcome resistance to change. Management skills include
presentation/public speaking, negotiating, and writing. Pick one of these critical interpersonal or
management skills and discuss your personal experience(s) with this skill. Then explain this skill
to the class as if you were trying to assist a colleague in better developing that skill.
Part B) Reporting performance is an essential part of project communications management.
Project managers spend a significant amount of time creating various types of reports. The most
obvious forms of reporting are reporting on status, current performance, work to be completed,
and approved changes. Based on your experience or cases in the literature, characterize the types
of reporting that are required of project managers, the content of such reports, and the frequency
of the reports.
Solution
Part A) Let us Pick Negotiating skill from Management skills. Let us know briefly about
negotiation before knowing further.
Negotiation is a strategic discussion that resolves an issue in a way that both parties find
acceptable. In a negotiation, each party tries to persuade the other to agree with his or her point
of view. Negotiation is essential to healthy professional relationships. Learning how to merge the
wants and needs of the group and build mutually viable solutions is key to a healthy, happy work
life.
Personal experience with Negotiation skills:
1) Preparing for the negotiation: Before you actually start any negotiation take a few moments or
a few weeks, depending on the importance and complexity of the negotiation, to prepare for the
negotiation session.
a. Separate facts from assumptions. I usuall try to Understand about the situation and what I
assume to be true.
b. Validate facts. Sometimes facts change. I will make sure information is current. If I can\'t do
this, I will consider the unverified facts to be assumptions
c. Validate assumptions. Assumptions should be validated by third party confirmation or simply
asking the other person if they are valid.
d. Test assumptions. Assumptions that can\'t be validated need to be tested or discarded.
Erroneous assumptions can impair an otherwise sound negotiating strategy. I will not set myself
up for failure relying on an invalidated assumption because I like it or it helps my case.
e. Adjust your strategies. Using the newly acquired information, I will make sure initial
strategies, objectives and goals are still appropriate. The new information can often change
strategies and on occasion can obviate .
Mediation Of Commercial And Construction Disputeslouchang
General information regarding the mediation of commercial and construction industry disputes. Answers to frequently asked questions (FAQ) about mediation.
DUE ASAP THANKS(NO special format or pages jsut replis or feedbacks .docxemersonpearline
DUE ASAP THANKS(NO special format or pages jsut replis or feedbacks to each post..thanks)
POST 1:
After reading this weeks chapter, collective bargaining is essentially a negotiation and comprised of four parts, identifying the issues, researching, strategizing and setting ground rules. (Seaquist, 2015) In my opinion of the one step that would be most important would be the identifying the issues. You need a clear cut idea of what the issues are and where you plan to go with all of this "Since the end product of collective bargaining is the actual agreement, it is essential to first identify what collective bargaining should accomplish. This is referred to as identifying the issues.". Without clarity you could be arguing for nothing and that is where you will wind up and no resolution to anything. Identify what is wanted and /or wrong and then as they say do the research to know where you are going with this. As I stated before, without this step, things would become primarily useless as there is no guidance as to what the main issues are. Such as in this article it describes Mandatory Bargaining Issues as "An employer doesn't have to bargain over every conceivable employment issues. However, employers must bargain with the union over issues that are central to the employment relationship, such as wages, hours, and layoff procedures. Employers must give the union advance notice of any proposed workplace changes that involve these issues, if the union requests it. An employer who refuses to bargain or takes unilateral action in one of these mandatory bargaining areas commits an unfair labor practice."(Guerin, L.2015).
POST 2:
The process of collective bargaining relies on the effective preparation to make sure everything is in place to facilitate a successful bargaining process. The key steps in the collective bargaining process are preparation, discussion, bargaining, and settlement. Each step plays signification role in determining the outcome of the bargaining process.
Preparing for collective bargaining is crucial to the successful outcome of the process. It involves selecting the members of the negotiation team. The team should comprise people who possess extensive knowledge and adequate negotiation skills. The representatives of the union and the company take time to evaluate their goals at this stage. They should all ascertain if there is any valid reason for negotiation. It is imperative for members of the negotiation team to understand the current state of compensation, working conditions, and promotion strategies. It is the knowledge that is crucial to the success of the bargaining process.
The most step in the collective bargaining process is the first step, which is preparation. Negotiation is characterized by discussions and proposals to enable both parties to reach a common point. Effective preparation gives the negotiation team an edge because they understand the goals of the negotiation. It prepares both physically and p.
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Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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1. Presented By:
Muhammad Usman Rafiq (11337)
Muhammad Umer Zohaib (11336)
Sanaullah (11339)
Presented To:
Sir Zaheer.
2. Mediation
Mediation is a process for resolving disagreements in
which an impartial third party (the mediator) helps
two or more members of staff in dispute to attempt to
find a mutually acceptable resolution. A mediator will
meet with you and your partner together and will
identify those issues you can’t agree on and help you to
try and reach agreement.
Mediation will be arranged by Human Resources and
facilitated by a trained mediator. Depending on the
nature of the issue; the mediator will be either a
member of Human Resources trained in this area, or
an external mediator
3. Mediation
Mediation is a process for people in conflict, which
includes two or more participants and one or more
mediator(s). The trained, impartial mediators help people
in conflict to communicate with one another, understand
each other, and if possible, reach agreements that satisfy
the participants’ needs. A mediator does not provide legal
advice or recommend the terms of any agreements.
Instead, the mediators help people reach their own
agreements, rebuild their relationships, and, if possible,
find lasting solutions to their disputes. Mediation is a
process that lets people speak for themselves and make
their own decisions.
4. Mediation Process
Pre- Mediation
Individual Meetings
Joint Mediation
Concluding the Mediation
Post Mediation
Evaluation
5. Pre Mediation
If a member of staff requests mediation via a manager outside of
Human Resources, they should be advised to contact their local
HR Manager who will arrange for them to be contacted by a
mediator. Human Resources will establish the cost and seek
authorization from the Head of Department prior to confirming
with both/all members of staff involved that they are willing to
participate in mediation. If an internal mediator is to be used,
the mediator will confirm with both/all members of staff
involved that they are willing to participate in mediation prior to
arranging meetings.
The exception to this would be if one of the members of staff
involved in the mediation process raised issues that were
unlawful, amounted to serious misconduct, or were concerned
with harm to self or others. In those circumstances the process
would be terminated and Human Resources informed.
6. Individual Meeting
Once it has been established that the members of staff
concerned are willing to participate in the mediation
process, a meeting will be held with the member of staff
who initially raised the concerns, and they will be asked to
identify their issues. This will be used by the mediator as
the basis to help them work towards an acceptable agreeme
This meeting will take place in a safe, neutral environment
to discuss their perceptions of the situation and what they
hope to achieve as a result of the mediation process. A
suitable time will be identified to meet separately with the
other member(s) of staff taking part in the mediation to
identify their issues and concerns.
7. Joint Mediation
Normally following the separate meetings the members of
staff will come together in a joint meeting. The meeting
will be an open and frank discussion of the issues, and will
be led by the mediator to ensure fairness and appropriate
behavior. The mediator will normally start by explaining
how the session will work, setting the agenda for the
mediation and giving everyone uninterrupted time to put
forward the key issues. As the process develops, the
mediator will help the members of staff to generate and
assess the viability of options. As an area of agreement is
reached, the mediator will clearly articulate this, secure
agreement from both/all parties and record it.
8. Concluding the Mediation
The process will conclude when both/all members of staff
confirm that they have dealt with the conflict and have
reached a mutually acceptable resolution, which includes a
clear understanding of what has been agreed. The
agreement will be written down and both/all members of
staff will be asked to sign a copy of the written agreement.
Both/all members of staff will also agree who retains copies
of the agreement (e.g. just the members of staff alone, their
manager etc) and whether or not any confidential notes
were made by the mediator during the process should be
retained or destroyed.
9. Post Mediation
There is no appeal process associated with mediation.
However, participation in mediation does not exclude
members of staff from instigating other formal College
procedures.
10. Evaluation
Although no records will be kept of the detail of the
mediation, members of staff taking part in mediation
will be invited to complete an evaluation form. This
can be completed anonymously if preferred.
Evaluation of the mediation process allows the College
to assess the satisfaction of participants on their
experience of the process, the benefits of using
mediation and the effect that mediation has on any
reduction in formal discipline and grievance
procedures.
11. Roles and Responsibilities
The role of the Mediator.
The participant’s Responsibilities.
The line Manager’s Responsibilities.
12. The Role of the Mediator
The Mediator will give equal value to the views of each member of staff and remain
impartial at all times.
The mediator will keep details of the mediation process confidential.
The Mediator will not impose solutions: their role is to support the members of staff to
reach agreement.
Any notes made in the course of the process will be destroyed at the end of the process
unless both/all members of staff have explicitly requested all or some notes are retained,
or if the mediator has requested retaining them for accreditation/ professional
requirement/ professional development purposes.
The mediator will not disclose to the member of staff’s manager(s) anything beyond a
report that specifies the agreements that have been reached, or confirms that the parties
have been unable to reach an agreement.
In the event that a failure to agree via the mediation process is followed by an action
being taken under one of the College’s formal procedures, reasonable attempts will be
made to ensure that nothing that was discussed in the course of the mediation process
will be disclosed during the subsequent formal process. If either party believes that
confidentiality has been breached, the Mediator may be required to attend as a witness to
confirm if this is the case or not.
13. The Participant’s Responsibilities
When accessing mediation, members of staff are expected to enter positively
into the process, with a view to reaching an agreeable outcome.
Members of staff should abide by and respect the terms of any agreement
reached through mediation.
If mediation takes place as an alternative to a formal grievance and the areas in
conflict are resolved, through the mediation process, it will be the
responsibility of the member of staff who raised that grievance to formally
write to Human Resources to state that the grievance is resolved and closed.
Similarly, if the case is not resolved, it will be the responsibility of the
individual to write to Human Resources to re-instigate the grievance
procedure.
Mediation normally works best when members of staff work directly with the
mediator. However, if a member of staff would like to be supported during the
process by either a work colleague or trade union representative, this must be
requested at the outset when mediation is arranged and before the mediation
process commences. The mediator will then discuss appropriate arrangements
with both/all parties.
14. The Line Manager’s
Responsibilities
Line managers should familiarize themselves with the
benefits of mediation and promote this as a method of
conflict resolution, where appropriate. However, there may
also be situations when mediation would be inappropriate,
and where people management issues may be better
handled by the line manager, as a first resort, encouraging
members of staff to talk to each other regarding their
concerns.
Where mediation does take place, line managers should
respect the confidential nature of the process and not seek
information from the mediator, or ask participants to
reveal details of a mediation agreement.
15. Before Mediation Lawyers Goals
Show the client what you can do.
Write the opposition’s report.
Firm up the Budget.
Prioritize your Agreement.
Manage Client Expectations.
16. Before Mediation Lawyers Goals
Before mediation lawyers should develop of series of
goals ultimately aimed at having a client who leaves
mediation thinking that he or she is lucky to have that
lawyer s. There are few less oblivious goals for your
consideration. These goals must be kept in mind when
you think that clients show that what you can do.
17. Before Mediation Lawyers Goals.
Show the Client what you can do. Many clients have
never seen there lawyers in action before. You can
show preparedness, attention to detail, ability to think
on your feet etc.
Write the opposition’s report. At mediation, you
have meaningful input into others sides case analysis.
You can literally hand the opposing party materials,
such as your damaging calculations.
18. Before Mediation Lawyers Goals:
Firm Up the Budget: The mediator is trying to help
the lawyer and client reach consensus on realistic
budget.
Prioritize Your Argument: When discussion the
issue the mediator clearly listen the parties issues and
prioritize your arguments according to that issue.
Manage Client Expectation: A lawyer may obtain a
terrific result, but the client may think the opposite.
Heart to heart discussion go a long way toward
defining what results a client shoud reasonably expect.