Module 4 : Final Graded Quiz :Mediation and Conflict Resolution (Negotiation, Mediation and Conflict Resolution Specialization) Answers 2026

Question 1

Budd and Colvin’s framework consists of which 3 criteria?

• ❌ Evaluation, equity and voice

• ✅ Efficiency, equity and voice

• ❌ Grudge, grievance and dispute

• ❌ Efficiency, evaluation and voice

Explanation

Budd & Colvin assess dispute resolution using efficiency (cost/speed), equity (fairness/rights), and voice (participation).

Question 2

“Joint management–union processes”

• ❌ May be quick and cost-effective but lack accountability

• ✅ Negotiated beforehand; increase voice and accountability

• ❌ Score well in equity but are slow and costly

Explanation

Joint processes are pre-negotiated mechanisms designed to enhance employee voice and accountability.

Question 3

“In-company HR or line manager procedures”

• ✅ May be quick and cost-effective but lack accountability

• ❌ Negotiated beforehand and increase voice

• ❌ Score well in equity but are slow and costly

Explanation

Internal HR/managerial procedures are often efficient, but weaker on voice and perceived fairness.

Question 4

“Judicial procedures”

• ❌ Quick and cost-effective but lack accountability

• ❌ Negotiated beforehand and increase voice

• ✅ Score well in equity and defence of rights but are slow and costly

Explanation

Courts strongly protect rights and equity, but are time-consuming and expensive.

Question 5

How does the mediator’s role change in the Settlement Conference model?

• ❌ Non-directive, win–win facilitation

• ❌ HR/legal representative of the company

• ✅ More directive: negotiating within legal constraints and proposing solutions

Explanation

Settlement conferences are deal-oriented and often directive, aiming to avoid litigation.

Question 6

Mediation in harassment cases – which are valid?

• ✅ Neutrality requires careful analysis of bias and prejudice

• ✅ Power asymmetries demand high vigilance by the mediator

• ❌ Mediation should only be formal and run by HR/union officials

Explanation

Harassment cases require heightened ethical awareness, not rigid or purely formal handling.

Question 7

What important role can mediation play in industrial relations disputes?

• ❌ Avoid emotions becoming extreme

• ❌ Judge proposals from each side

• ❌ Eliminate strikes

• ✅ Less costly than strikes, tribunals, or courts

Explanation

Mediation offers a cost-effective alternative to strikes and litigation, but does not replace collective action rights.

Question 8

What gives a mediator legitimacy with unions and management?

• ❌ Known personally to each party

• ✅ Regarded as professionals

• ❌ From the same organisation

• ✅ Perceived as skilled and reliable

• ✅ Perceived as neutral

Explanation

Legitimacy rests on professionalism, competence, and neutrality, not personal familiarity.

Question 9

Correct definition of the 4-Step mediation model

• ✅ Tell story → perspective-taking → reformulation → joint solution-finding

• ❌ Deal-oriented, court-avoidance approach

• ❌ General dialogue without structured steps

Explanation

The 4-step model is relationship-preserving, structured, and participatory.

Question 10

Which model does this statement refer to?

“Mediator encourages each party to tell their story, practices active listening and rephrasing, and elicits deeper interests…”

• ❌ The Settlement conference model

• ✅ 4-Step mediation model

Explanation

This description exactly matches the first stages of the 4-step mediation model.

Question 11

Why is third-party neutrality crucial in industrial disputes?

• ❌ General distrust of all third parties

• ✅ Unions fear management-dominated processes

• ❌ Management believes third parties favor employees

• ❌ Unions see third parties as management avoidance

• ✅ Unions fear being bypassed or poorly represented

Explanation

Neutrality reassures unions that mediation will not undermine representation or balance of power.

Question 12

Which dispute would NOT be resolved via national laws or agreements?

• ❌ Performance appraisal dispute

• ✅ Dispute between teams on project deadlines

• ❌ Labour dispute over pay and strike action

Explanation

Internal project-priority conflicts are managerial/organizational issues, not legal or industrial relations matters.

🧾 Summary Table