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Intercultural mediation for conflicts, cultural differences or other differences is very important in today’s society. Today’s society is a colourful mix of people from many different countries and cultures. That sounds very cosy, and it is. But with about 200 different nationalities in the Netherlands, the differences in cultures, languages and customs sometimes lead to misunderstandings, misunderstandings and even conflicts. When people’s living environment overlaps with that of others, by sharing a home, a workplace or a social place such as the children’s school, friction can arise and possibly problems. When this is the case, intercultural mediation in your company in case of conflicts, cultural differences or other differences, is very nice for both parties.
What makes intercultural mediation in conflicts or cultural differences important?
Intercultural conflicts almost always arise from ignorance of each other’s customs and misunderstandings in communication. People have the feeling of not understanding each other. Due to a lack of communication, the other party’s behaviour can easily be misunderstood. While the other party often just does not know what or how to say something. Irritation grows and tensions increase. Intercultural mediation for conflicts, cultural differences or other differences is then desperately needed. This can be reinforced by the way people view people in a different position or function. This is because each culture looks through its own ‘glasses’ at differences between men and women, for example, and how they relate to each other.
Intercultural mediation helps resolve conflicts and cultural differences
We have been taught from culture how to treat other people, especially those in a hierarchically higher or lower position. This may be different in each culture and, in an intercultural working environment, may lead to misunderstandings or conflicts. An employee who does not dare say to his employer that he cannot or will not do something may say yes and do no. While an employer who is authoritarian will find it rude if employees voice their opinions about a decision. Colleagues who do not know each other’s backgrounds, values and norms may find it difficult to work together due to a lack of understanding and end up in intercultural conflict. This makes intercultural communication and mediation in general important. For intercultural mediation in the workplace in Rotterdam,in case of conflicts, cultural differences or other differences, therefore call on Mohamedajoeb Mediators for intercultural mediation in Rotterdam region.
An intercultural mediator provides good mediation in various situations
When mutual tensions threaten to run high, for example in the workplace, a mediator specialising in intercultural mediation can help prevent the situation from escalating. Escalation can manifest itself in an employment situation, for example, through long-term sick leave or dismissal. The intercultural mediator helps to find a solution through mediation for differences, such as cultural differences, to which all parties can relate.
What does a mediator specialising in intercultural mediation do?
A mediator is called in when there are conflicts between one or more parties. Independently and neutrally, it looks for a solution that all parties can agree on. Conflicts caused by cultural differences require a specific approach and knowledge. Mohamedajoeb Mediators is specialised in intercultural mediation and has the knowledge and expertise in the field of intercultural communication. Moreover, mediation sessions with a business mediator are always confidential.
Choose intercultural mediation for your business in Rotterdam region
Are you dealing with a conflict involving people from a different cultural background? Then feel free to contact Mohamedajoeb Mediators by sending an e-mail to email@example.com or by calling 070 – 250 10 99. It is also possible to fill in the contact form. We offer our intercultural mediation in The Hague, Utrecht and Amsterdam, among other locations. In an intake interview, we try to clarify the situation together. To dare to talk openly about the issues, it is important that there is a click with the mediator. At an intake interview, it is often soon clear whether this is the case.