Blog #3

Passive aggressive conflict between employees in the workplace has always been mildly amusing to me. It accomplishes nothing positive, yet many people seem to be addicted to it. Perhaps they find the drama exciting and some camaraderie with co-workers who also participate in passive aggressive conflict. Not only does it erode working relationships in the organization, it also lowers productivity. Managers are challenged when it comes to quelling passive aggressive conflict in the workplace because it tends to be very subtle. Indeed, a manager who doesn't work directly with subordinates may be unaware of its presence until rumors grow enough for it to reach their level. Even when awareness is achieved, how does one go about approaching it? The use of a mediator can be extremely beneficial as they have specific training, and will be viewed as an objective party free of bias (hopefully).

So how does one become a mediator? There are many courses one can take to become a mediator, and that is only the beginning. According to the website, www.mediate.com, "You will want to get at least one, preferably more, 30-40 hour comprehensive mediation training. Trainings available here: Mediate.com/University. You really want an A-Z overview of the world of mediation, as well as the opportunity to try this mediation thing on for size (role play). The reality is that, if you are turned on to mediation, this will just be the beginning of your training. You will want more, really as much as you can get. There are many ways to mediate. Learning from a variety of capable practitioners and trainers is smart. There is no single recipe for success. In fact, one could argue that it is the mediator’s flexibility that is most connected to success, rather than any magical formula." (1). I believe that the use of a mediator can significantly improve working relationships and productivity in the workplace in a very efficient time frame. If the mediation is unsuccessful, the mediator will hopefully be able to give expert advice as to what the next step is that management should take.  

1. http://www.mediate.com/articles/melamed10.cfm