ABSTRACT
One of the great benefits of employing dispute resolution within organisations or between individuals is its ability to adapt to the needs of the organisation or those individuals. In other words, dispute resolution can adapt to suit the types of disputes being experienced by organisations or individuals or the types of people involved in those disputes. In this respect, dispute resolution may well display some features of, for example, principled negotiation and combine those features with a model of evaluative mediation that allows the third party neutral to be more interventionist than in the classical model of mediation yet, at the same time, preserving the interest-based bargaining model of principled negotiation. If a particular organisation favours a more interventionist model of mediation because its members or employees desire a more directive third party neutral, then dispute resolution can also manage that variation of the classical model.
