Intercultural mediation: Organizations generally exist of hierarchically organized hardworking and well-minded employees. Both, hierarchy and the normal implementation of daily tasks may produce tensions in the organization.
Clash of interests, differences on the followed policy between employees on the one hand and the management on the other hand or between employees themselves are important sources of conflicts. However, cultural difference in multicultural organizations can also be responsible for the emerged conflicts. Misunderstandings caused by differences in verbal and non-verbal expressions or by differences in norms and values can lead to conflicts that can seriously damage the interests of the organization.
If an organization faces such problems, or if the management suspects that existing conflicts or dissatisfaction of employees may be due to cultural differences then Intercultural Mediation can offer the appropriate answer.
In other words, when an organization is confronted with an obstinately intercultural conflict, for example between an employee or a group of employees on the one hand and the management on the other hand, or between employees of different cultural backgrounds, the interference of an ‘Intercultural Mediator’ becomes indispensable.
Intercultural interference or intercultural mediation is of utmost importance in avoiding juridical procedures which frequently yield no winners, but only losers. An intercultural mediator is a person who has the necessary skills to correctly identify and evaluate as well as adequately solve intercultural misunderstandings. He or she is also impartial and looks after the interests of all parties involved. He / she imposes no solutions, but offers recommendations, proposals and alternatives. Intercultural Mediation and Consultancy (IMC) leaves the ultimate choices to the parties themselves.