Suchergebnisse

Konflikti so del našega vsakdana, so nujni in neizogibni. V literaturi najdemo različne definicije samega konflikta. Iršič (2010) konflikt pojmuje kot stanje nasprotujočih si teženj v nekem sistemu, tako v posamezniku, kot med osebami znotraj določene skupnosti oziroma prostora, ali med skupinami, ki so del večje skupnosti ali delujejo na področju, kjer se križajo interesi. Kljub negativnemu prizvoku pa ima konflikt tudi številne pozitivne učinke. Medtem, ko so posledice nerazrešenih konfliktov večinoma negativne. Poznamo več vrst konfliktov. Medosebni oziroma interpersonalni konflikti so sestavni del vsake šole in se pojavljajo med vsemi udeleženci v šoli. Ljudje se na konflikte različno odzivamo, prav tako jih na različne načine razrešujemo. V novejši literaturi najdemo tri postopke reševanja konfliktov. Cohen (2012) govori o pogajanju, mediaciji in arbitraži. V sami diplomski nalogi nas je podrobneje zanimala mediacija oziroma vrstniška mediacija, ki je v zborniku Kazen v šoli (2010) opisana kot proces, v katerem sta udeležena vsaj dva učenca/dijaka, med katerima je prišlo do nesoglasja, konflikta, spora. Oba morata biti pripravljena nastalo situacijo razrešiti na miren, strpen, produktiven način, ki lahko pripelje do konkretne, prostovoljne in dogovorno dosežene rešitve. Pri tem jima pomaga tretji, nevtralni vrstnik, ki z različnimi tehnikami, veščinami in znanji učencema/dijakoma v konfliktu pomaga pri razlagi različnih pogledov, izražanju želja in potreb, da bi poiskala najboljšo med možnimi rešitvami. Nevtralni osebi, ki sodeluje v procesu mediacije rečemo mediator. Čeprav vrstniška mediacija temelji na tem, da vrstniki sami razrešujejo medsebojne konflikte, sta še vedno potrebna podpora in nadzor odrasle osebe, v tem primeru koordinatorja. Zanimalo nas je, kako vrstniška mediacija deluje v praksi na izbranih osnovnih šolah ter kako učinkovita je kot strategija reševanja konfliktov med učenci. S pomočjo analize intervjujev smo predstavili pozitivne učinke vrstniške mediacije ter njeno uporabnost in učinkovitost na izbranih osnovnih šolah skozi oči vrstniških mediatorjev. ; Conflicts are a part of our daily routine, necessary and inevitable. Literature states different definitions of conflict. Iršič (2010) regards conflict as a state of contradictory views in a system, in an individual, as well as among people inside a certain community or space, or among groups, which are part of a larger society or work on different fields with cross interests. Despite the hint of negativity, conflict has several beneficial effects. However, the consequences of unsolved conflicts remain negative. Several forms of conflicts are known – mutual or interpersonal conflicts are a basic part of every school and emerge among all attendees. People react differently to conflicts, as well as their solutions. In recent literature three possibilities of conflict solution are mentioned. Cohen (2012) talks about negotiation, mediation and arbitrage. The main focus of our thesis is mediation or peer mediation, described in miscellany Punishment in school (2010) as a process in which at least two pupils, having a conflict, dispute or difference, participate. Both have agreed on solving the situation on a calm, tolerant and productive way, which can lead to a concrete, voluntary and consensus solution. A third, neutral peer, with different techniques, skills and knowledge, helps the pupils in dispute by interpreting different perspectives and expressing wishes or needs, in order to find the best possible solution. A neutral person, involved in the process of mediation is called a mediator. Although peer mediation is based on teenagers solving mutual conflicts on their own, a support of an adult is still needed – in this case a coordinator. Our interest was how peer mediation works in practice on chosen primary schools and how effective it is as a strategy of teenage conflict solving. With interview analysis the positive effects of peer mediation and its applicability and efficacy were presented on chosen primary schools through the perspective of a peer mediator.

Mediacija je postopek alternativnega reševanja sporov, ki je primerna za skoraj vse vrste sporov, v katerih si stranke želijo obdržati nadzor nad procesom ter izidom njihovega spora. Mediator namreč ne sprejme končne odločitve v postopku, temveč strankam le pomaga, da najdejo skupni jezik, se zbližajo v stališčih in rešitev najdejo same. Pri tem pa mediatorju pomagajo mediacijske tehnike. Mediacijske tehnike so osnova in bistvo mediatorjevega dela, brez njihove uporabe pa je situacija ista, kot če bi se pogovarjali stranki sami brez mediatorja, saj je mediatorjev prispevek zanemarljiv. Osnovni mediacijski tehniki sta aktivno poslušanje ter povzemanje, zanemarljiva pa niso niti ločena srečanja, ki so hkrati ena izmed največjih prednosti mediacijskega postopka v primerjavi s pravdnim. Čeprav se na papirju zdi enostavna, je uporaba mediacijskih tehnik v praksi vse prej kot preprosta, vendar pa lahko z njihovo pravilno, natančno ter vztrajno uporabo dober mediator doseže, da so stranke pripravljene na prilagajanje in popuščanje. Uporaba tehnik je nujna tako v pravdnih kot gospodarskih mediacijah, kot tudi v drugih vrstah spora, pri tem pa je nujno slediti strankam ter ne »prehitevati«. Tudi sicer je mediacija postopek, ki je namenjen bolj strankam kot njihovim pravnim pooblaščencem, v kolikor pa so ti vseeno prisotni, je zaželeno, da sodelujejo z mediatorjem in ne otežujejo njegovega dela. Sodelovanje je mišljeno v smislu naklonjenosti dogovarjanju in poravnavanju ter spodbujanju strank k iskanju mirnih, stroškovno ugodnih ter predvsem bolj trdnih rešitev. Dogovor, sprejet v mediaciji, je namreč praviloma bolj trden in spoštovan, kot če je vsiljen s strani tretje osebe. ; Mediation is a process of alternative dispute resolution that is suitable for almost all types of disputes where parties want to have control over the process of resolution and the eventual outcome. The role of a mediator is not to arbitrate, but to facilitate discourse and mutual understanding between parties, and to assist them in negotiating a settlement. The essence of a mediator's work are mediation techniques. Without them, the process of mediation is reduced to parties attempting to resolve a conflict on their own, making a mediator's contribution negligible. Besides listening and summarizing, one of the most important techniques are separate meetings, which is also one of the biggest advantages of mediation over litigation. These mediation techniques seem simple in theory, but are difficult to apply in practice. By using them correctly, thoroughly, and persistently, a skilled mediator can steer parties towards being more agreeable and willing to compromise. The use of mediation techniques is necessary in both civil and commercial proceedings, as well as in other types of disputes. In using them, a mediator should always follow each party's lead and not rush the process. Mediation is designed for the benefit of parties themselves and not for their attorneys. If attorneys are present, they should cooperate with the mediator by being open to agreements and settlements, and by encouraging parties to reach peaceful, affordable, and firm solutions. Solutions reached with mediation namely tend to be firmer and are more likely to be respected than the ones imposed by a judge or someone else.

"A properly trained and experienced HR professional not only understands what kind of employees an employer needs but is also able to smooth out disagreements that can lead to the loss of valuable human labour or the weakening of the employer's economic position. The research examines the out-of-court settlement of conflicts in the field of employment in the strict sense, which can make labour conflict resolution not only more rapid but also cheaper than litigation and more effective than termination of employment. Last but not least, it also opens up space for innovation.
The literature on innovation is extensive, with many also researching how a company can grow through innovative solutions arising from exchange of views between employer and employee. However, little research is done on how workplace conflicts and their solutions can steer parties towards innovative corporate leadership. In resolving conflicts, new ideas, concepts, and strategies can emerge in both the employee and the employer that can become the key to shared development, and thus mediation as a hidden resource can participate in corporate operations."