The effectiveness of business managers in the mediation process: Manager and organization negotiation approaches

Conflict, which is inevitable in human life, is an important phenomenon that needs to be managed in terms of increasing the effectiveness of the organization and minimizing the non-functional aspects. Mediation, which is used as a dispute resolution method in the resolution of conflicts, is a concept that has been frequently emphasized both in the literature and in practice, especially in recent years. In order for the organizations going to the mediation process to manage the process effectively, it is very important to know the mediation institution and the mediation process well, to prepare well for the mediation, to plan the process correctly and to ensure rationality in the process. In this context, the aim of the research is to evaluate the relationship between conflict management and organizational structure, organizational culture and human resources practices and to present a road map to managers. Mixed method, in which quantitative and qualitative methods are used together, was used in the research. In this direction, while collecting data from the sample group consisting of 371 managers by survey method; data were obtained from the sample group consisting of 13 managers and 5 mediator lawyers by interview method. In the analysis of the data collected by the survey method, it was revealed that the managers had the most collaborative negotiation style. Mechanical and organic organizational structures were found to be partially significant in explaining negotiation styles. In addition, the culture of hierarchy is meaningful in explaining the collaborative and conciliatory style; as for human resources practices, teamwork, knowledge management and rewarding have a significant contribution to explain negotiation styles. The data collected by the interview method were analyzed by content analysis. In this context, it has been determined that managers and mediator lawyers consider important issues such as developing a culture of reconciliation in the effectiveness of mediation, carrying out in-organization training, developing sector-based mechanisms, ensuring information sharing in a systematic way, and making necessary preliminary assessments before participating in the process. In the research, suggestions were developed for the managers to make necessary arrangements in organization, organizational culture and human resources practices and to harmonize them.