| Summary: | This thesis represents a contribution to an area of practice that is fast developing in the United States but is still under developed in this country. Theories of mediation and analyses of the practice and methods are increasingly being developed, but there is a sparsity of work that considers the issues as part of organisational analysis - mainly as it is such a new area. The probation Service is also an organisation which does not have a proliferation of data, although some analyses of its development and culture have been accomplished. But to my knowledge none have used a study of probation officers themselves to interpret the culture and form of the organisation, and relate this to its acceptance, and response, towards change and the incorporation of new ideas. Through considering my attempt to act as a change agent and introduce, observe and assess the value and interest in mediating between victim(s) and offender(s), I have highlighted organisational issues that are crucial for further work. There is an exploration of the probation service as a learning and developing organisation. One feature that is apparent is that the service has little clarity over aims and objectives. As a result, new ideas and potential innovatory changes in direction are marginalised. The organisations relationship to change has been considered in relation to the introduction of mediation practice, but important factors applicable to other areas have become evident. This thesis thus considers mediation practice as a potential new direction for probation practice using the views and experience of a sample of probation officers and managers. The organisation, its present culture, ethos and practice have been analysed in relation to its receptivity to new ideas.
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