"Mediation as a Tool to Resolve Cross-Cultural Conflicts in the Workplace in Ireland"

Abstract

Mediation is identified as relevant for use in workplaces for a variety of issues where there are ongoing working relationships, including the resolution of interpersonal disputes (Mayer 2004; Monberg 2007). Applying significant changes in the way organizations manage conflicts can result in efforts to develop strategies for more efficient, less expensive, and more satisfying conflict resolution; thus, as a result, this study will analyze how cross-cultural conflicts were addressed in the workplace, as well as how mediation can be used to resolve cross-cultural disputes through appropriate methods, such as alternative dispute resolution (ADR) approaches in conflict management in the workplace. The purpose of this mix-method study is to determine whether mediation can play a role in resolving cross-cultural conflicts in the workplace and to develop recommendations on the application of mediation techniques according to the organization's needs. While conducting the research, and interpretivism philosophy and inductive approach are used. To collect data from the sampling population, survey strategies are used; a mix-method is used to collect quantitative and qualitative data; a cross-sectional method is used; and finally, nonprobability sampling is used. According to the responses of the participants, the majority revealed a willingness to engage in means to reduce and prevent conflicts through cultural diversity training, and that a lack of training and development of internal HR policies, as well as a lack of communication and language barriers, are determining factors for the emergence of these conflicts. The survey results show that from the workers' point of view, mediation can be an effective tool in resolving cross-cultural disputes in the workplace.