Mediation is often suggested as an alternative method of resolving industrial disputes. However, the precise nature of mediation in the industrial relations context is not clear, and although the emphasis is on a facilitative approach, the evidence from two case studies suggests that a more interventionist approach may be more typical. The case studies also suggest that mediation will be used tactically during the course of a negotiation as well as being a means of bringing the dispute to an end. This opportunity for a tactical recourse to mediation is increased where the legislation seeks to guide or control the conduct of negotiations, as in the case of the proposed amendments to the Workplace Relations Act 1996. Some implications that arise from this tactical opportunity are explored, including tbe development of a motivational perspective to mediation.
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