ABOUT CONFLICTS IN ORGANIZATIONS
Every organization has informal
processes for resolving conflicts; some are so well integrated
into our work lives that we do not think of them as
"procedures". Many organizations also have formal processes for
resolving certain types of conflicts. At times organizations
may want to supplement these internal processes with third-party
Collaborative mediation has many
CONFIDENTIALITY --- Knowing that what an employee
says in a mediation will not get back to anyone in the
organization, disputants tend to relax and open up more than
when utilizing internal processes. This generates more
creative alternatives for resolving disputes.
IMPARTIALITY --- Since the mediators have no
interest in any particular outcome, their only objective is
to reach a solution that works for all parties.
CREATIVE OPTIONS --- Coming in with an outsiderís
point of view, mediators will often ask questions from
"outside the box", which in turn generates alternatives not
previously considered by the disputants.
BUILDS TRUST between the disputants. Seeing that
they can find solutions that work for all parties
builds the disputantsí confidence in their ability to
resolve future conflicts on their own. It also avoids the
resentment that can arise when an internal third-party
imposes a solution on the disputants.
ENHANCES SKILLS in problem-solving,
communicating, understanding others, and collaboration.
SURFACING UNDERLYING ISSUES --- CGMS mediators
are particularly skilled at helping disputants uncover and
share their underlying interests/motivations/needs. (Prior
to mediation, most attempts at resolving the problem have
likely focused on their "positions" -- -- -- their proposed
Collaborative Mediation can be utilized to resolve a variety of
conflicts within an organization. (Click on items below for more
here to print all)