ABSTRACT
Conflict is of course particularly undesirable where working practices are relationship-based, especially because investment in relationships typically means an investment in long-term business and trading relations as well as long-term expectations for profit. In harmony-oriented cultures, third parties are more frequently involved in conflicts. Korean-Americans have also been found to rely on mediation. This is very much in line with conflict management approaches in traditional Korean culture. Successful conflict resolution centres on perceived fairness of procedures and outcomes. Cultures that prioritize individual justice over interpersonal harmony tend to use more adversarial approaches to dispute resolution, based on precise legal documentation. The presumption that simply adopting ancient practices could eradicate the difficulties inherent in the process somewhat undermines the complexities of conflict resolution across cultural domains. Mediation appears to lead to more desirable long-term outcomes than litigation, but only if the focus is on peaceful yet complete settlement that is embraced by both parties.
