Intra-organizational mediation
Organizational mediation is designated for internal conflicts within the organization that integrate legal and factual aspects with a sense of offensiveness for one or both parties. The sense of injustice with the required change, make a dispute which could have been solved over a cup of coffee escalate into an actual war that drifts the parties to long and expensive litigations.
When the parties approach legal proceedings as a first step, they may miss out many advantages they could have benefited from if they turned to mediation instead. Legal proceedings as a first step make the other party respond with legal proceedings, shortening their way to the courthouse. However, imagine a situation at which the offended party approaches the other party with an invitation for mediation. Such invitation, done out of desire for peace, will make the other party realize the positive intention and understand that they can prevent a legal war and even benefit from the mediation. The various tools the mediator has will help to generate the primary meeting in the mediation room and, as a result, have both parties emerge victorious.
Sometimes, when the relationship between the parties does not allow for direct communication, the party interested in mediation has difficulty inviting the other party to mediation. In such cases the mediator can turn to the other party and, using professional tools, bring them to the mediation room.
Despite the tendency to turn to litigation in times of dispute, the optimal solution for organizational disputes is mediation. During mediation, the parties get the privilege and the freedom to act creatively and according to their own subjective values and needs. All this, of course, as long as the consents reached are in accordance with the law.
Organizational mediation allows to inclusively deal with all issues at hand. During organizational mediation we deal, among other things, with practical and legal questions relating to organizational disputes, with the factors leading to it, with emotional and practical consequences caused to the parties and with finding creative solutions to enable all parties to end the dispute with feelings of honor and justice.
During organizational mediation, the parties meet with the mediator who has the tools to bring about creative agreements and enable them all to profit from the process and eventually get more than they initially expected.
Organizational mediation slowly grows in popularity in Israel and around the world. The reasons being are that organizational mediation allows for creative, quick and relatively cheap solutions, as well as the fact that it prevents the aggravation of the situation and enables the continuance of the relationship (which is most important in cases of a small professional community).
A solution achieved through organizational mediation remains confidential and is not published (unless otherwise agreed by the parties). This has a great advantage to the employee whose reputation remains intact, and for the employer, who can prevent confidential information from reaching to the competitors, and whose reputation also remains intact.
International Organizational Mediation
When the dispute involves parties of different states or parties talking different languages, it is possible to hold workplace mediations using video calls in times which are suitable to all parties involved. This has great advantages especially when discussing disputes among people in different countries, among other things since online mediation allows for a quick and efficient solution, unlike the costs of international litigation which is significantly higher and the time required for such legal proceedings with is significantly longer.
Creating New Partnerships from the Organizational Mediation Process
A crisis is a golden opportunity to improve a hostile relationship between conflicted parties. For us, the point at which the conflict erupted is that at which the parties realized they are unable to continue their previous conduct and need a change that would enable a different, more positive conduct than before. Naturally, at the beginning of the process, the parties struggle to see the possibilities for cooperation but, as the civil mediation progresses, they will see more common grounds, and gain a perspective on their dispute with regards to the bigger picture. This wider view enables to retrieve creative solutions that allow the parties to reach an agreed durable settlement.