System mediacji jako przykład współpracy na rzecz zapobiegania i rozwiązywania konfliktów wewnątrzorganizacyjnych

Occurrence of conflicts in the workplace can be a significant expense for the organization. One of the actions that can be taken to manage the emerging conflict and to facilitate agreement between the parties is mediation. The mediation procedure is based on the principle of voluntariness and confidentiality. It is important to maintain the neutrality and impartiality of the mediator. The Mediator is a third party incorporated to assist the parties in reaching an agreement and the mediation process itself can be used successfully by organizations in the face of the occurrence of an internal conflict. Circumstances accompanying the occurrence of some organizational conflicts make it possible to classify them as collective disputes where (by law) mediation is a mandatory stage of dispute resolution. Mediation is potentially a profitable way to resolve disputes in an organization but is not a commonly used method. The authors of this article participated in an international project implemented under the European Commission’s “New European Industrial Relations (NEIRE): Mediation system effectiveness for collective organizational conflicts: A comparative study in Europe”. They undertake an attempt to analyze the mediation system in Poland and to answer the question of what might affect the dissemination of this method of conflict resolution.