- A-Z
- Interculture journa...
- Jahrgang 9
- Ausgabe 11
- Verlustreiche Konfl...
- Autor(in)
- Erschienen
- 2010
- DOI
- Seitenbereich
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3 - 25
- Zusammenfsg.
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Is it possible to describe Intercultural Mediation as an appropriate form of conflict management in businesses? Based on theoretical reflection and with the support of empirical data (which is usually collected abroad) the answer would be yes1 . Though whomever begins to contemplate presenting his/her reflections in Germany will be immediately confronted with the question whether mediation (interculturally understood or not) is actually known and practiced in German businesses. Why? Because every form of conflict management can only aspire to endure Intercultural challenges if it is an element of the organisational culture as such. – The use of Intercultural Mediation requires the use of mediation in the first place. Based on the fact that mediation does not yet play a noteworthy role in German businesses this article has then two goals: 1. to support the reasoning of the deficits of wellestablished forms in conflict management in businesses from a conflict theoretical point of view and 2. to clearly outline mediation as a method of conflict management.
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