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Abstract: The paper presented concentrates on the role of mediation in the Collective Dispute Resolution as an example of Organizational Conflict Management. This conflict is one of the most significant elements in the functioning of an organization. One of the forms in which it appears is that of industrial conflict (Cichoblazinski 2004; Bylok and Cichoblazinski 2011). The aim of this paper is to indicate in what manner the industrial conflict resolution together with the application of mediation may be an efficient method of managing organizational conflict. In the empirical section, the case study method shall be applied where the cases of mediation in collective bargaining carried out in Polish organizations, as well as in enterprises and in public institutions, in international concerns, while also enterprises from the small and medium sized business sector shall be discussed. The final section of this paper shall constitute the conclusions, which in the intention of the authors in question are to indicate how resolving industrial conflicts may serve to manage organizational conflict that arises as a result of resistance to change and in what way resolving this type of conflict may lead to increasing the employee participation in management.
Keywords: industrial relations, organizational conflict management, collective dispute resolution, trade unions
1. Introduction
Conflict management is one of the most significant tasks of contemporary managers and this problematic issue is currently one of the more important aspects of the theory and practice of the management of an organization. The effectiveness of an enterprise, as well as other organizations depends to a large extent on the ability to reconcile various individual and group interests with the interests of the organization as a whole. Finding a satisfying compromise between the actors of an organizational conflict is becoming the main task for managers of all levels, while the skill of resolving and managing conflict is the fundamental element in organizational culture in conditions of dramatic systemic change which in its essence has a conflict prone function. A creative approach to conflict situations is also one of the main elements of social competences that are essential in an enterprise, as well as organizations of other types, such as public institutions and non governmental institutions.
The subject matter of this paper is that...