Explanation:

Friendly personality is considered as the quality of the conciliator whereas the rest are the roles of a conciliator.

The most important qualities of a good conciliator include:

• Every conciliator should possess the two attributes of independence and impartiality. It is imperative that the conciliator not only possesses these qualities but also it is visible to others. The parties involved should have full confidence in his neutrality and integrity and he must be above all suspicion. The conciliator should possess enough independence so as to not to be influenced or swayed by anyone else. He should be strong and should be able to resist any kind of persuasion or undue pressures from powerful unions or employers.
• A conciliator should not really let any conciliation proceedings that he is overseeing to become only a formality or only a road that leads to arbitration. He should be capable of offering the party options that will convince them to reach a settlement with his aid and to seriously make an effort to reach such an agreement.
• A conciliator needs to deal with a variety of people and also has to preside over the joint meetings that happen as a part of the conciliation proceedings. Hence he should not just be able to tactfully control and guide these joint discussions but also exhibit clear headedness, impression of expression, responsibility and mature judgment. He must be able to demonstrate to others that he has sufficient amount of practical mindedness and commonsense.
• He should possess a sense of humor to release the tensions that happen in joint discussions and should also have a friendly personality. He should also have special alacrity of mind so that he can quickly grasp and analyze the key elements surrounding the controversy.
• A conciliator should be well versed with all labor laws and the regulations that concern industrial relations and the settlements of any industrial disputes. He should have a fair idea of the industrial system, for example the structure and development of trade unions and employers’ associations; the existing methods in collective bargaining, the practices and procedures for negotiation, how the negotiating bodies that are set up by parties operate, the key patterns and causes of industrial disputes, knowledge about personnel management, how a trade union functions within an undertaking, disciplinary and grievance procedures and the machinery for joint consultancy.

Role of conciliator
1. The conciliator assists the parties in an independent and impartial manner in their attempt to reach an amicable settlement of their dispute.
2. The conciliator will be guided by principles of objectivity, fairness and justice, giving consideration to, among other things, the rights and obligations of the parties, the usages of the trade concerned and the circumstances surrounding the dispute, including any previous business practices between the parties.
3. The conciliator may conduct the conciliation proceedings in such a manner as he considers appropriate, taking into account the circumstances of the case, the wishes the parties may express, including any request by a party that the conciliator hear oral statements, and the need for a speedy settlement of the dispute.
4. The conciliator may, at any stage of the conciliation proceedings, make proposals for a settlement of the dispute. Such proposals need not be in writing and need not be accompanied by a statement of the reasons therefor.