Communication and organisational culture presuppose one another.
So basically it can be stated: the easier the one, the more cooperative the other.
On the other hand conflicts prejudice working sequences and employees' relationships.
They stand in contrast to the rational management which focuses on effectiveness, efficiency and
Sustainable conflicts are the opposite of culture and the success of an organisational entity.
For executives conflicts mean:
high personal costs: risk of loss of authority, personal stress
high social costs: disturbance of group-climate, degradation of cooperation,
yes even escalation
high factual costs: friction losses, dysfunctions, absences und fluctuation.
No matter whether you
are a conflict-party yourself or
are torn as boss in a conflict of your employees:
DON'T GIVE YOURSELF A HARD TIME.
CONSULT OUR MEDIATION EXPERTS.
You spare stress und negative energy.
You avoid the danger of loss of face.
You stay in the position of a 'neutral'.
As principal of a mediation you manage the conflict: instead of having to give
one party unjustness
(and rise the odour of partiality), you take care for
participation. By way of involving the conflicting
parties – in the course of
mediation – infinding a conflict solution, you will be appreciated as an
executive who gives afair chance to both sides.
If you are a conflict-party yourself, you never 'lose' to the opponent but only to the positive effects of
the mediator. And the latter's job is to also take into consideration your position.
Before you need us as a lawyer – seize us as mediator.
The mediators of EPR.