Change in organizations is not only a short-term exception in business. Meanwhile it is a continuous proceeding in most companies. This study describes how conflicts occur in organizations and how a mediative approach - especially a transformative one - creates opportunities for implementing conflict-solving instruments. This study considers the resultant challenges of organizational changes and how a corporate conflict management can support the personal transformation of employees by empowering and developing their individual skills.
Transformation was and is omnipresent in business and social life: In the 1940s Polanyi called it Great Transformation, in the 1990s Malik named it Transformation21 which means a process characterized by “exponential increasing complexity”, “appearance of global cross-linked system” and “dynamic of self-accelerating change”.
Table of Contents
List of Figures
1. Introduction
2. Basics about Conflicts
2.1. Terminology and Types
2.2. Perceptions in Organizations
2.3. Functions of Conflicts
2.4. Conflict Management
3. Mediation
3.1. Basic Principles
3.2. Main Types
3.3. Organizational Relevance
3.4. Conflict Interaction
4. Approaches of Implementation
4.1. Assertive Conflict-Solving
4.2. Empathy and Assertiveness in Conflicts
4.3. Creating Value through Conflicts
4.4. Time-optimized Conflict Clarification
5. Organizational Development
5.1. Change and Transformative Approach
5.2. Employee Transformation
5.3. Prospects for Organizations
6. Conclusion and Outlook
References
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