Organizational Conflict Mediation in the Public Sector

The research aims to examine the hypothesis according to which the public officials tend to be reluctant to mediation regarding the existing conflicts within their institution. Public sector efficiency constitutes a general interest of citizens and a step towards it can be achieved also through constructive conflict mediation. The resonance of workplace mediation (a method of alternative dispute resolution involving a neutral party that brings together the two sides involved in order to reach a joint agreement) is increasingly recognized by organizations due to the fact that people are the key to organizational success and productivity. The debate on the positive and negative effects of conflict in an organization has sparked discussion in various fields being justified both by pros and cons opinions. The destructive conflict effects include the permanent state of dissatisfaction, waste of resources in terms of personnel hostility and distorting reality as a means of obtaining benefits. On the other part, the conflict facilitates beneficial changes, reduces stress, increases creativity and productivity of individuals. Over time, it was shown that avoiding conflict is detrimental to resolve it in a way that can enhance organizational performance.