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Anyone who has mediated is likely to have experienced the magic of mediation and would very much like to do so again. But if asked where this magic came from, how it happened, what it consisted of, and how they might replicate it, most would be hard pressed to answer.To identify the sources of magic in mediation, we need to learn by metaphor from other disciplines and professions and search for ways of translating successful small-scale techniques into scale-free methodologies that can be applied to mid- and large-scale conflicts. We are actively creating wars, pandemics, and environmental conflicts that cannot be resolved or prevented except globally, collaboratively, and meditatively, using scaled-up, higher order dispute resolution skills. This is the core mission and calling of conflict resolvers around the world. And as these problems and conflicts have no borders, neither should our efforts to resolve them.Magic happens not only because of what we do, but who we are; in spite of everything the parties have said and done to each other, all their anguish and pain and trauma and loss, all their failed efforts and hopelessness. Why? Because we know, in our minds and hearts that magic is possible, and are ready to step into their hatred and fear and darkness and uncertainty, to search for it there. In mediation, we allow ourselves, for a moment, to become the magic they are seeking, merely because they do not yet understand that the magic is already inside and between them

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Organizational change --- Employee empowerment --- Self-directed work teams --- Management --- -Democracy --- #SBIB:316.334.2A555 --- #SBIB:316.334.2A556 --- #SBIB:35H305 --- Self-government --- Political science --- Equality --- Representative government and representation --- Republics --- Administration --- Industrial relations --- Organization --- Self-directed work groups --- Self-managing work groups --- Self-managing work teams --- Teams in the workplace --- Empowerment, Employee --- Delegation of authority --- Change, Organizational --- Organization development --- Organizational development --- Organizational innovation --- Manpower planning --- Employee participation --- Partijen en strategieën in de onderneming: patronaat en werkstructurering, werkoverleg, taakverruiming, humanisering --- Partijen en strategieën in de onderneming: patronaat en de industriële democratie, medebeheer --- Organisatieleer: organisatieverandering --- Democracy. --- Employee empowerment. --- Organizational change. --- Self-directed work teams. --- employee participation. --- organizational change. --- Employee participation. --- Democracy --- Autogestion (Employee self-management) --- Codetermination, Worker --- Consultative management --- Economic democracy --- Employee involvement in management --- Employee participation in management --- Employees' representation in management --- Industrial democracy --- Labor participation in management --- Participative management --- Participatory management --- Self-management by employees --- Worker codetermination --- Worker participation in management --- Worker self-management --- Workers' control --- Workers' participation in management --- Workers' self-management --- Employee ownership --- Producer cooperatives

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De Gruyter Handbooks in Business, Economics and Finance provide a comprehensive, must-have survey of a whole subject area critically discussing the leading views in the field. The main goal of each handbook is to survey a topic, explaining why an issue is important and critically discussing the leading views in the area. Aimed at the international market, these handbooks cover emerging and cutting edge topics in business, economics and finance.

Conflict management. --- Conflict control --- Conflict resolution --- Dispute settlement --- Management of conflict --- Managing conflict --- Management --- Negotiation --- Problem solving --- Social conflict --- Crisis management