Book Reviews 79

and clear. The writing style is pleasing and stages are developed as chapters throughout
the book is very easy indeed to read. The the remainder of the book.
author has met his objectives and although Part two discusses mediator activities that
the cost of the book may appear high, there occur prior to joint negotiations between
are great benefits to be gained from putting the disputing parties, for example, forming
its message into action. initial contacts, strategy selection, data
analysis, designing a detailed mediation plan,
G . HAYWARD and building trust and co-operation. Part
three explains mediation procedures in joint
session with all parties present, for example,
via discussions of how to begin a session,
The Mediation Process: Practical Strategies define issues and set an agenda, uncover
for Resolving Conflict. Christopher W. hidden interests (by restating the problem or
Moore, Jossey-Bass Publishers, San Francisco by brainstorming etc..), and generating
& London, 1986, pp, xxii, 348. Hardback options for settlement. Finally, part four
€30.75. examines how to conclude a dispute, for
example, by examining the bargaining range,
Mediation is “the intervention into a dispute the final moves to bring about closure, and
or negotiation by an acceptable, impartial, how to formalise agreements. The book also
and neutral third party who has no authorit- presents a chapter examining special situa-
ative decision-making power to assist dis- tions (ie, when parties do not meet face-to-
puting parties in voluntarily reaching their face, mediator power and multiparty dis-
own mutually acceptable settlement of issues putes) and includes proformas for contact
in dispute” (p. 14). Essentially, mediation is letters, sample agreements and a code of
a way to manage the process of conflict conduct.
resolution. This book presents a “how-to” I am impressed by the way in which the
guide, in effect a comprehensive method- book is organised and the clarity and
ology detailing a step-by-step account of the simplicity of presentation. A great deal of
practical strategies needed to resolve conflict. work has been done to reduce messy
The author, Christopher Moore, is actively interpersonal and interparty issues into a
involved as a mediator and, over a twelve- step-by-step process. And yet this form of
year period, has worked in organisational, presentation also leaves me uneasy. The
environmental, family, community, criminal impression gained is of order, of rationality
and public policy disputes. Thus, examples and ‘scientific’processes. For example, many
are drawn from a wide variety of disputes issues are presented as shopping-lists or as
and arguments are presented as relevant and crib-sheets perhaps to put onto flipcharts
generalizable to all areas of conflict reso- (not in itself a bad idea!) and the mechanical
lution. The book is not simply an account of step-one, step-two approach seems to pro-
labour-management negotiations or indust- vide a ‘onebest way’ through which to handle
rial relations in a broader sense. The disputes. Perhaps I am being oversensitive.
intended readership is wide, reflecting inter- Indeed, the author states that he “leans
ests from mediators themselves, other pro- strongly towards the process end” of the
fessionals who handle conflict on a daily spectrum of mediator roles (p. 42). However,
basis (for example, lawyers, managers, thera- I still feel that the richness and complexity
pists, social workers, planners and teachers), of conflicts is underplayed, even within the
practising negotiators and students from a case-studies presented.
variety of social science disciplines. I found other aspects of this book some-
The text is in four main parts. Part one what irritating or incomplete. Some dis-
provides an overview of the entire process cussions, for example, on data gathering
of mediation and conflict resolution. From were basic and, for many of the intended
this overview, twelve mediator roles are readers, perhaps patronising. Nevertheless,
listed (for example, opener of commun- what is stated needs to be said. The problem
ication channels, process facilitator, trainer here is one of style not content. In terms of
and scapegoat), and twelve stages within the content, however, more attention could have
mediation process are presented. These been paid to the psychological literature on
RdSD Management 18, 1, 1988