The rapid and ongoing development of the Internet has greatly affected new types and sources of conflict but also the ways conflicts are handled. Nowadays, more and more mediation service providers offer online tools to manage conflicts, going from fully e-supported mediations to hybrid mediations which are partly face to face (F2F) and partly computerized. Despite the increasing use of different types of e-supported mediation, practitioners and scholars know little about their effects or under which conditions different types of e-supported tools are best used. This contribution focuses on the role e-tools may play in text based mediations (mainly labor and divorce mediations) which are mediated by a human mediator. We hope to provide third parties of all sort (mediators, practitioners, consultants, managers, etc.) with practical guidelines for the use of e-supported mediation.

Intelligence Led Policing (ILP) is an increasingly important concept for policing. ILP is about analyzing information and knowledge and using these analyses to support decision making about police work. The implementation of ILP is characterized by different stages of development. In this paper we describe each stage by five aspects. The stages are: intuition, justify actions, guiding actions and prescribing actions. The five aspects are: collecting information, analyzing information, presenting analyses, interaction and using analyses.

Een overeenkomst kan de rechtspositie van een derde in principe niet wijzigen. Dit wordt wel aangeduid als het beginsel van de ‘relativiteit van de overeenkomst’. In deze bijdrage wordt ingegaan op de wijze waarop dit beginsel op het moment in de literatuur wordt benaderd en de praktische relevantie hiervan.

Hierarchical (labor) conflicts have a unique dynamic. Although power dynamics play a role in many interactions, they may play a crucial role in labor conflicts affecting the conflict itself and the subsequent mediation. In this paper, we look at the concept of power as well as different power sources in order to get more grip on the power balance between disputants. We show that when parties hold and/or perceive different power positions, parties differ strongly with regard to their perception of the conflict, their emotional experience but also their (conflict) behavior. For example, where a labor conflict may represent a very personal and painful event for the less powerful, it may be just one of the many tasks the more powerful has to deal with. Consequently, parties have different needs and expectations in order to solve the conflict. Knowledge of these processes is essential if one wishes to acquire insight in the power balance between disputants and/or intervene in labor conflicts.