Independent College Dublin Dissertation

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    The potential utility of body language and personality in mediation
    ( 2020) CECILIA ROMERO SANCHEZ
    The study of Body Language and Personality Traits has produced tools and skillsets applicable in many disciplines. Although their relationship with Dispute Resolution has been investigated in the past, this research has been focused in Mediation. It is the purpose of the present work to analyse whether the combination of Body Language and Personality Traits knowledge in the field of Mediation is realistically useful enough to justify fullyfledged research. This study adopts a mixed methods approach with a comprehensive literature that has been compiled, and research instruments designed such as surveys and interviews with experts of the body focusing on leading mediators to explore different options of dealing with people depending on personalities while practicing the profession. The results indicate that there is a difference in personalities, their coping styles and movements of the body. Although some relation from personality and body language was found. The usefulness of it in the mediation practice has been questioned. Nonetheless, experts state that the knowledge of it could only come as beneficial, especially when it comes to the reading of the body. This study recommends that Mediators, especially new ones, should receive training on body language reading. If possible, it is recommended for the practitioners to have supervision and evaluation guides to develop their skills more effectively. It is also recommended further research to establish an appraisal system in alternative dispute resolution processes.
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    HOW TO USE BODY LANGUAGE FOR BETTER OUTCOMES IN MEDIATIONS”
    ( 2019) Ludmila Roumillac F. Soares
    This thesis defines and characterizes the use of body language and tries to explain its significant role in the mediation room and the whole process of mediation. According to Albert Mehrabian, who is one of the best researchers in the use of body language, only 7 per cent of our language is taken up by words, with 38 per cent accounting for voice signals such as tone and modulation, with the remaining 55 per cent reserved for non-verbal communication. Body language cannot be turned off; that is, non-verbal cues are always continuous among people. Mediation proceedings are a process of providing information through the use of non-language. However, despite this, training mediators has always focused on verbal communication and rarely mentions nonverbal communication. Body language communication plays a significant role in how we communicate, and trained and expert mediators should pay close attention to the body language signals of disputing parties. Body language signals are always used to convey feelings, moods, provide support for the spoken word, and provide immediate feedback to the messages received. The ability to correctly understand body language can be the most powerful tool for mediators in assisting them in connecting with disputing parties, and they can perfectly express what they mean and navigate through challenging situations during mediation. This also enhances understanding and avoids stalemate situations. As such, trained mediators should improve body language skills for effective mediation.
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    Workplace conflict resolution in the hospitality sector: The use of mediation as a tool to solve conflicts at work with international employees in Dublin.
    ( 2022) Gabriela Velasco Fabela
    As it is known having conflicts could happen in any stage of life and any moment, this research will show you some contend about what is mediation and how this could be an alternative dispute resolution tool in order to help the hospitality sector in Dublin. This investigation is based in Dublin, Ireland. As you might know Dublin has 365 bar around the city, basically one bar per day you can go a have a pint and look around the old story of the town. There are lots of bars / pubs and restaurants as well, and the hospitality in Dublin is one of the principles incomes of the country, but what happen inside them. The hospitality sector is not easy to work as you might think, dealing with everyday new customers is a challenge for those who work in this area. Dublin has increase the number of international workers around the city, Of course with the tourism this might be a challenge for those that English is not their first language. Communication is the base of all the good relationships does not matter if is sociable or more likely working environment. Everybody have had experience some kind of conflict at work, this could be for several reasons, this research will try to find the principal factors that employees face working in this sector. Also will try to reach the approaches that each one had towards any dispute at work and finally the knowledge of mediation as a tool to help the hospitality sector and the relationship employee and employer. The research will use a mix of methods, quantitative and qualitative data to support the ideas, this will be cross check with a survey with open and close questions. The findings of this research show that most employees had experienced at least one conflict at work and the principal finding is due the lack of communication between both parties. It is recommended for management team to choose a better way to solve conflicts at work and be more open with the staff and implement some changes if they want to improve this relationship with a better manage of conflicts the employees might get better at work. In conclusion the mediation can be the best ADR to help improve less conflicts in the hospitality sector.
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    An analysis of sexual harassment towards men at work in Ireland and how awareness and workshops can potentially prevent it by transforming its social perspective.
    ( 2022) Pedro Aurelio Trujano Ramirez
    Sexual harassment is a term mainly associated from a perspective with women being the main case of study and research in past years, however, in recent times with a fresh concept of equal rights and recognition of strengths and identities within the workplace, it is still seen nowadays the idea that sexual harassment towards men is not seen as relevant or sometimes not taking in consideration as important as one equal to women. This research goal is focused on identifying the most typical types of harassment men come across in the workplace and at the same time, exploring the current perception men have on the subject. Followed by an analysis from different authors on how workshops could also take place in work sectors to raise awareness as part of prevention. In same manner, while an alternative resolution for this type of dispute seems hard to achieve, the analysis of the social conflict is analysed through a couple of models from a social scale at the level of society, specifically on men perception and secondly, on a more individual level, inspect how the judgment follows a trend for all men in their personal boundaries when speaking of sexual harassment In order to achieve this, a survey has been implemented to collect data from diverse parts of Ireland as well as a varied range of men in working sectors, in addition, an interview with a professional in sexual consent workshop was taken to understand the logic behind most myths men have of the conflict. Lastly, this study is directed to any men who plan to get involved into any workplace environment or is currently doing so, as well as any student venturing in the area of humanitarian field.
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    DISPUTE RESOLUTION: CASE STUDY: “DISCRIMINATION IN THE CONSTRUCTION INDUSTRY”.
    ( 2022) CESAR AGUSTÍN SURO TRINIDAD
    Discrimination is a fundamental behavior that has been normalized to this day. Unfortunately, vulnerable sectors have been forced to endure abuses in the labor aspect to provide their family with a decent income or have a better quality of life. The construction industry is and will continue to be an essential element in the economic development of national and international society. From the project stage, jobs are created, from skilled and qualified professionals to unskilled physical laborers from poor areas who have decided to migrate to the big cities in search of better-paid work and to start a new life. The best way to understand the conflicts affecting the construction workers' sector is to interact with the environment in which they operate. To expose situations of discrimination and conflicts those have not been documented. Discrimination directly affects these people, who, because of their social position, ethnicity, or simply because of their low level of education, are relegated to physically demanding jobs and long working hours for minimum wage, suffering social exclusion and deprivation of human rights. Conflicts in the workplace are dynamic. Every conflict is different; however, depending on the socioeconomic position the employee is in, he or she is listened to and can access conflict resolution methods such as mediation and arbitration. Nevertheless, what happens when a person, because of his or her social position and low level of education, is not aware of their rights, so is it possible to access fair conflict resolution? Abuse of low-ranking workers is common, and they do not have access to a fair dispute resolution process. This study aims to identify the sources and causes of problems in the construction industry, such as abuse and extortion by employers, and provide fair and equitable treatment in dispute resolution to achieve a comfortable and equitable working environment.