INKOVEMA Podcast „Well through time“
#193 – Political discourses in companies
Who drives discussions in companies? Who is the addressee of political opinions?
In conversation with Prof Dr Guido Möllering
Prof Dr Guido Möllering: D. from the University of Cambridge in 2003 and habilitated at the Free University of Berlin in 2011, has been Director and Chair of the Reinhard Mohn Institute for Corporate Management (RMI) at Witten/Herdecke University since 2016. Under his leadership, the RMI's main areas of specialisation include Cooperative relationships, network and alliance strategies, management of openness and transparency, trust in and between organisations, new forms of leadership and work in the digital age and corporate responsibility.
Well through time.
The podcast about mediation, conflict coaching and organisational consulting.
Contents
Chapter
0:34 – Conflicts in companies
2:05 – Political discourses and their meaning
6:26 – Challenges for managers
11:19 – External and internal influences
14:44 – Political positioning of companies
17:13 – Tolerance and dialogue culture
26:22 – Individuality and teamwork
29:35 – The benefits of conflict
35:33 – Ethics and profitability
44:24 – Democracy and business
48:54 – Leadership tasks in political discourses
55:23 – Conclusion and outlook
Summary of content
In this episode, we will address the complex topic of conflicts and political discourse that take place within organisations, especially in commercial enterprises. To shed some light on this topic, I have invited the expert Prof Guido Möllering from the University of Witten-Herdecke, who deals intensively with the effects of such discourses on managers and employees.
We begin our discussion with the question of why political issues are becoming increasingly relevant in companies. Mr Möllering gives the example of a colleague's sudden change of political opinion, which can put professional relationships to the test. Trust, he explains, is closely linked to the expectations we have of our colleagues. In the past, it was often easier to ignore such issues. But events such as the invasion of Ukraine have changed the dynamics in the corporate world. Companies are being forced to take a stand, whether it's in relation to boycotts or supporting affected employees.
Another key issue is the change in social expectations of managers. They are often confronted with their employees asking them about their political opinions, which is considered taboo in Germany. Möllering describes how managers from the USA react to these questions and the ethical dilemmas that arise when they try to respond to these expectations. The "Leadership Radar" survey, which is conducted regularly, shows that political engagement and taking a stand on social issues are increasingly demanded by employees.
We also talk about the challenges associated with this and the need to create politically neutral spaces. Möllering explains that companies are forced to act politically because they are part of society. Internal conflicts resulting from different political attitudes can affect both the working atmosphere and cooperation. In this context, we outline that companies need to find a new way of dealing with political issues in order to manage both internal and external conflicts productively.
The dialogue on democratisation and participation in companies is also addressed. Möllering describes how important it is to take the voices of employees seriously and how a functioning communication culture can help to conduct political discussions in a productive framework. It becomes clear that tolerance and understanding for different opinions are key competences that are essential in today's business world.
Finally, we discuss the responsibility of companies and managers to take a stand and the associated risks. When companies take a political stance, they expose themselves to the risk of losing customers or employees. The balance between business interests and social responsibility is seen as challenging, but also necessary.
This episode provides a deep dive into the challenges and opportunities that political discourse brings to organisations, and we shed light on how leaders can take responsibility to create a space for open dialogue and constructive conflict resolution. We will explore this topic further in future episodes to better understand the dynamics within organisations in the context of political reality.
Transcript
[0:00]Music.
[0:20]And today shall it at Conflicts Go or also Discussions, Discourses, hard political Disputes, the itself also in Organisations,
[0:34]
Conflicts in companies
[0:31]concrete also in Commercial enterprise play. For some increasingly more, for other but already longer perceptible. It is on each Case a Topic, the us as Society busy and also here in the Podcast, the itself with Conflicts busy, exactly appropriate is. And I have me in favour in turn the Colleagues Prof. Guido Möllering from the University Witten-Herdegge invited, the exactly for this Topic a Expert is. Hello Mr Möllering. Hello and many sincere Thanks to. It is also a Topic of the heart for me. The is good to listen, because it Yes so one whole other Access has on the Working together as the Topic, what we so far always processed have, Trust. And today the Topic political Discourses in Company, what has the for the The company or for the Executives, Employees to do, is with the Topic Trust Certainly connected, because the can fast in addition lead, that the including suffers. Man says Yes like this, one shall about Religion and Politics not equal on Beginning talk. And the are simple highly contentious Topics. Why is because the now a Topic whole especially also for You?
[1:45]So the is right and it can also really be, that someone, with the one whole good work together could so far with the Work, one on once surprised through one extreme political Opinion and then actually also these Professional relationship then in question provides, wants I with the actually work together,
[2:05]
Political discourses and their significance
[2:01]itself when it in the Co-operation Yes even not at this political Topic direct goes. Simple because Trust also what so that to do has, that one whole General positive Expectations has from the others.
[2:13]So, that I me now very strong with this political discourses in and at The company busy, the lies long back. So also the Chair, the I in have, the has always what so that to do had, like The company with the Society interlocked are and one social Responsibility have, the Certainly more as pure Economical is, but also even social and socio-political. Now must I say, concrete was the with me again triggered through the Robbery on the Ukraine.
[2:39]Since have I actually also with me in the Uni on the Courses said, there must we now about it talk. How Position itself now actually Company? The reached from Questions how, who makes one Russia boycott? When, like fast and like drastic? About, like goes it actually the Managers, the now in the Ukraine their Companies either close or somehow continue? In the Deed have them for the most part continued, whole impressive. So the had to the Decision meet, no? And when we now then two and a half years continue, can we us still various other political Themes introduce, the me still more in addition brought have, the personally Important to find. But I will also on it addressed. We make Yes to the Example regularly one Survey under managers, the so-called Leadership radar. And there is the now also in the two years always stronger, also already a small little Before that come, that we belongs to have, Executives become now suddenly on it addressed, also from their People in their workforce, in their Teams, like them because also to certain political Themes stand. And a whole striking Example was us reported from one Manager from the USA.
[3:45]The there in one Subsidiary cancelled was for one Time and where then the Employees from the USA partly on the Manager received are and asked have, yes, we have Yes now Presidential elections, whom shall I because choose? And the comes us in Germany quite funny before. We would have probably reacts, the must you itself know. Why ask you me the at all? I am yours Boss and not your… But no, the was then also there. So was aired, yes, we want yes, that the next Government good for us is. So for ours Workplaces, for our Company. When it a German Group is. And we have now simple, know not, who better is. And we would with pleasure one Tip have, so about. And so really, Executives become also direct on it addressed, are on it not prepared.
[4:29]And so that mine I also Executives on all Levels. And such Questions come then even also with us in the Unicontext to, that one there discuss would like to. What can one there actually do? What is actually also one legitimate Art, itself then so that to keep busy? Because many think Yes also first times, that it not their Task is or perhaps even also them even not is entitled to, one political Opinion to have as Head of department. I have one Opinion to… And ours Department, like the run should, but everything, what first so quasi from outside to come seems, the is Yes even not my Job, in favour am I Yes even not set been. So would You say, also so in the Eaves view, before one so to speak concrete to our Situation today comes, but when one the times in one longer historical Observation short recorded, is the what What's new? So would You say, there has itself what Changed for Executives, for Company, possibly also through so to speak the Attention economy, Digitisation, that we always on the Stage are and observed become and one itself also so to speak justify must, for what, like work we, like get we ours Products manufactured, with Whom work we together. So that today so to speak also always with so to speak the Danger comes, so when you with the work together, has the Effects, because the makes one stop not or the is not accordingly your Guidelines. Is the the New, Basic principles or Politics in Company?
[5:59]So it is always more difficult, the simple to separate or to fade out. So the means, earlier could such Things also arise. So earlier could it also one fierce Dispute in the Breakfast room give, because the one rather left choose, the other rather right. And then at some point becomes it a little warmer there in the Breakfast room, because one itself about a Topic not agreed.
[6:26]
Challenges for managers
[6:26]Then has one but the Feeling had, as soon as one the Breakfast room leaves, is the then but also already again forgotten. The is then so to speak private on Workplace. Or Company, the in the Stakeholder management there essential less at all Groups direct processed have and much faded out have, because it wide away is. Now on once come, like You straight also already said, suddenly Enquiries from also Company. Wide away both Geographical as also in terms of content, where one suddenly someone what scrutinised, the one earlier simple ignore could, but now stop not more. And I believe, that so to speak so to do, as be the The company from the Politics and the Rest the Society somehow isolated, the works simple not more. And the notices one on whole, whole many Jobs. And By the way is it Yes also not only to the Disadvantage for the Company, for the Employees. The get Yes also partly through the Stakeholders also much Input, what them helps. The have also many Opportunities perhaps thereby. You Search Yes sometimes also political Topics, the them itself influence want, to the Example Site conditions and like this. The is Yes not like this, that The company not also a Interest in on Politics would have.
[7:30]But so these Presentation, we can us thereof encapsulate, except it fits us, the is over. And the lies on the Variety the Topics, the we now have and also on the Drama the Topics. So we have Yes really in all Areas nowadays heavy Crises and far-reaching Transformations, the are pending. And the is even already one other Quality. Perhaps can we the so a little claster or also categorise, Because also the Keyword together, what I so read out or now listened out have, Lobbying in the Senses from The company watch natural on Politics, watch on upcoming or also possible regular Interventions the Politics and there is the Yes on each Case a Topic. On the strategic, entrepreneurial View is it each to Product also, Tobacco industry, Oil industry now, the whole Mobility issue, there are political Discourses Yes high relevant for entrepreneurial Decisions. The Part, the You named have, there comes the Employees to the Manager, because he in one German Group works and American Elections Yes really Effects have can. The is Yes one whole other Flight altitude also, where Politics strikes.
[8:49]Ability You the categorise and say, there are Discourses more practised or more expectable, but now in the newer Environment gives it none politically free Rooms more? Yes, so the with the politically free clearances, the right. Man has but, perhaps come we there later still to, also Possibilities also really to itself to orientate. When leaves one so one Discourse also really explicit to and Supports him perhaps even, because one thinks, thereby can we what learn and come we continue. And when says one really like this, People, now please, so the has now really even nothing also with our The company to do. Leave us but now therefore not argue. But there must one also cautious be. But perhaps the same, there have you still times more. So natural can one first times differentiate, whether something like that pure internal expires. So that in the The company really so various Groups in the The company different Attitudes to one certain political Topic have and itself then always again about it also argue, classic Conflicts itself develop, that them also therefore different work want, different Things prioritise want for the Company. The can to the Example, in one Department be or also in the Management Board or something like that, that there simple always different Performances on each other collide. The remains but internal. And it becomes also internal triggered quasi. Someone beats stop before, itself so that to deal and then has one different Opinions. I believe, the can we with whole normal.
[10:17]decision-making processes cover. More interesting are the Stuff, when the external. So I believe, the is simple, the know we quasi actually already. And there can You or also the Mediators Certainly much help, that such Things Productive remain. What stronger is, believe me, that external Drivers from Themes on the The company step up. Since are not all good on it prepared. And vice versa, the The company itself can Drivers from Themes be. Also there had one earlier as The company perhaps so his two, three Topics, the obvious were, where one somehow also one View on the Politics had. And other Themes has one not so seen. Now become the simple more Themes and then is one not so good on it prepared. But yes, it is heavy, that you stratify. I would always afterwards talk, whom concerns it? So external or internal? And who drives the Topic on? Is the someone external or internal? And afterwards would I already times sort, at then to look,
[11:19]
External and internal influences
[11:16]so with internal Things goes one stop different at as with external. The is whole banal, but the is first already times important, itself the clear to make. Where from comes the and on whom judge we us actually with the, what we then do? And we means now the entrepreneurial View from managers. Man can itself, with the we the Company management or simple the Management level one Organisation introduce, but also the we as Organisation.
[11:44]So therefore the two important Dimensions. Who drives it? So who brings the Discussion up? Who brings the Question on in Shape from Problem descriptions, Conflict, Activities etc.? So Escalation also. And on whom addressed he these Discussion? These Message, the can also internal or external be.
[12:08]Me has the now… But, yes, want we it a little complicated hold and but at the same time a little more concrete. The is one Differentiation, so that also individual People really know, where them there straight stand and on which Place them also asked are or not. So when I now Manager am in one Team, then can I me the so to speak as small Map, what we now equal discuss, to draw on. But on the other Page, when I a practical Example times call may, so the German Telecoms has Yes in 2023 one Campaign had against Hate in the Net and is also in favour excellent been, awarded a prize been. So the has very much positive Attention found. And these Campaign is of course, the works natural not only external. The works also internal. Naturally is the also a Signal on the own workforce, when it so one Campaign of the Company gives, that one also itself none Hate in the The company have wants and none Employees have wants, the under Circumstances Social Media utilise, at Hate to spread. It is one Message on the own Customers.
[13:22]So, because many People utilise Yes Telekom services, at itself in the Internet to move. And the is also one Message actually on the own Customers and on the Society as Whole. And at the same time is it also not only a more charitable Use against Hate, but also one Kind from Product and Customer care. Man would like natural also positive perceived become. The is the Image page. But one would like also even for one positive Utilisation the digital Media stand and so that natural also maintains one his Products and his Customers. And there is also a political Interest, one social Responsibility to show and but quite also a commercial Interest, as The company positive perceived to become. And these whole, this political and the commercial own Interest, the Image and the Attitude, the plays already on End also everything together and mind you also again the Point internal-external. So straight with so huge Groups gives it actually almost not more this Disconnect between internal Communication and external Communication. Everything, what external is, becomes anyway also from the own Workforce recognised.
[14:39]And internal Stuff, when the itself on tens of thousands Employees direct,
[14:44]
Political positioning of companies
[14:43]are also more or less Public. And there are these Distinctions something to strong, but for the individual Employees with the Telecoms can one already find out, on which Place am I now actually with this Topic busy or not.
[15:01]Yes, I can me dark on these Campaign remember and with me organises itself the so in, and the is also one Social media discussion, the I also in conflicts, in Teams experience.
[15:16]That perceived becomes as Politicisation from The company and with the itself Employees then sometimes so to speak, the not this Opinion are, then itself upset. Human, can one not times simple his Job make and like this, I would like me in favour not justify. And them become but as Members this Organisation practical with as Sender also recorded or then itself the Question fall leave must or itself itself also place, wants I that? So wants I there so to speak me in favour with give away? So these Politicisation, the believe me, has itself actually duplicated through these permanent Observability in social Media, the also fuelled becomes. So whether the the National team is with the Rainbow bandage or Gender star. It is a difficult Topic. It is mine Opinion to necessary and unavoidable, but quite tricky, itself as The company then also really so political to show, so one Posture to represent and therefore is it perhaps also whole important, that one the not only from so one short term commercial Calculation makes. So to the Motto, when we now times one week long one Rainbow flag hanging out.
[16:38]Then Find People the good and then Helps us that. But the is so to speak simple only superficial. And straight because the so tricky be can, can one only recommend, that one there, when one then Position refers to. Man must Yes also not always directly Position refer. Man can also simple sometimes only help, that People, the one different Opinion have, times with each other talk and like this. Man can Yes also mediate active be. So Rooms open, Discussion rounds. In Your Scene is the Yes the Main job, not direct to say, the is the Truth, but in favour to provide,
[17:13]
Tolerance and a culture of dialogue
[17:11]that first still one Culture of dialogue there exist remains. Also there can itself The company for strong make, whole General for Tolerance and for on each other approach, instead of the Fronts always more to harden. But when one with one certain Topic simple times one political Position then really refers to, then must one even also ready be, the Consequences to wear. And the can hot, Customers to lose or also Employees to lose. A Example from the USA was, that I think, it was Walmart. And there gave it on the part of the Company management one Support for the same-sex Marriage. And then has one determined, that some Employees but like this, some Employees the not so absolutely support and therefore is also again a whole more important Point, so The company Avoid therefore often also.
[18:01]The can one understand, the especially controversial Topics. Because them there exactly know, them meet there on one polarised Landscape and them want rather Neutral remain. The is still this old Instinct. We are Yes actually only a Company, we have actually even nothing so that to do. And then gives it even other Things. And I believe, the have we also even with the Robbery on the Ukraine seen, with the War, the there opens was from Russia or continued was. The has Yes actually already 2014 started. And that one then suddenly one strong Solidarisation with the Ukraine seen has, so also from Company. The was but within the German Boundaries Yes not very dangerous, because one there knew but, so the greatest Part the Population, the solidarised itself with the Ukraine. And there could me, so have I little risked, when I one Ukraine flag before the Office building of the Company placed have. But the is so to speak easy. It is but nevertheless one political Attitude. And the Question is, Why makes one the nowadays? The would have earlier none made. So the found I also itself in mine Environment, when I here like this, I am Yes in West Germany, in one main North Rhine-Westphalia on the road and when one so also times so about the Villages drives and on once stands before so one whole normal Craft business stands one Ukraine flag.
[19:21]Then have I me also thought, so first happy I me, that them itself show solidarity, but have me also then tries to introduce, what the among each other discussed have before and then decided have, we make that. So also this Need to have, we show that, also when the actually with our Craft offer, what we here the People on our Location offer, nothing to do has. And the is, believe me, also very important, these Employment so that to be carried out. Has the with our The company what to do? And the can in addition lead, that one once says, so with some political Topics, there have we perhaps really simple nothing with to do. Then should man, then would I also say, then should one itself there perhaps also simple hold back.
[20:01]And on the other Page can it but also be, that man, when one itself these Question provides, one first times notices, like much actually thereof depends. And that then but also the small Craft business says, the can not be, that Russia so that gets through, because on End, we know not like fast, but one beautiful Day is also our Operation here endangered and is not more free and can not more act. The is not one Question from a pair Days or Weeks, the is then but one long-term Insight and then provides one these Flag perhaps but on, not only at itself to show solidarity, but also at itself itself to protect.
[20:38]So here would I also with such Examples also one Tendency see, the even nothing with Politics to do has, but the on it has a retroactive effect, is these, sometimes the Discussion led been, Dissolution of boundaries the Work, that so Employees private simple always still more check can and must and the like, what then expected becomes. But these Dissolution of boundaries is Yes none One-way street, them goes also the other way round. So Privacy becomes with in The company taken and not only the Amazon account, the then ordered becomes and Purchased becomes or shopped becomes on Work, but even also, we come today not only as Roller carrier Employees to the Work, but we are always also still Mum and Dad, we are always also still possibly refugees Ukrainian and Citizens Germany with Migration history. And from it arises then one in person, moral, political Commitment, also Position to refer to with social Questions, the explosive are. So the Craft business, the You named have, the can be.
[21:43]Since are Orders broken away, the perhaps with Eastern Europe led were or it is one Origin story or it is actually a Refugee simple there meanwhile as Employees active. And the are Yes none small Population figures, there come Yes hundreds of thousands. The can I me very good introduce. Also, that it even so also whole concrete Reasons before Location in the Operation gives. And The company can the not more keep away. Ability then not say, nope, so you are only Employees. And that you random from the Ukraine come, there am I blind as Company. The goes simply not.
[22:21]What I but also very interesting find, is even, that in the Moment on the one Page so one Expectation there is, that The company itself Position and also the individual Manager itself so positioned. And there have we then even the one Variant then to say, yes, we want Posture see. And I believe, there gives it also Topics, where one clear Posture Important is, because… So, because also, that simple the Stakeholders also know want, with Whom them it to do have. And when there a The company now unrestricted Russia support would, then want, that the People know, so that them the also boycott can. Now the other Page, the me but also very interested is, and straight each larger the Company, the more is the relevant, is, to what extent we the Plurality, the we in the Society Yes somehow endure must and at the same time also assess must, Keyword Innovation. How wide we the in the The company also have and then also so that Bypass must and there also even not in addition come must, that all in the The company the same Party choose. And so tight through, so like one the perhaps with pleasure would have, perhaps as Patriarch or like this, would one with pleasure, that all the same political Orientation have like one itself. But effective is it Yes like this, that in each larger The company becomes one also one Plurality, one Bandwidth from the Society have. And like one the then stop endures.
[23:44]And the is even also nothing New. Also there know we, in the Factory, there gave it People, also when them so to speak a little more, the one were more the Workers, the other more so the Office. And then could one natural already so a little also suspect, who what chooses. But ultimately was also there one Plurality there. And then has one the but also endured.
[24:05]Then has stop the CDU voters with the SPD voters worked together, the have the already managed. Or I can it also again on one religious Level bring, in the Ruhr area Schalke or Dortmund. So natural found one the not good, that the other Schalke supported, but when one stop together in the Assembly hall is or in the Office itself one Schreibtisch… Since gave it determined but also other Disputes. Since can one also with then get along. But why has itself that, Mr Müller… The is so almost already also one Question from political Education, that the People the know, that not each so ticks like them itself and that one itself not with all agree be must and nevertheless very good and fair and collegial with each other Bypass can. The is but… Also one Change, one Tendency, the we long Time experience. We can the Yes so to speak, earlier the Work uniforms have also the People external then equal made. The Blue colour and White colour.
[25:06]And then was somehow clearly, the should now their Labour make, in favour have them the Work clothes on and what Private is, is Private and Schnapps is Schnapps. And Politics remains outside before. Now Go always more sociological seen Individuals in the Company and each wants with his entire Personality seen become and observed become. And the is Yes that, what You also as Task and The challenge there describe with this Plurality, the we Yes also under entrepreneurial aspects, Innovative ability, Enrichment perspectives, the Keywords also have want. The means but also, it becomes not more only on the Matter worked, but Entrepreneurship means always stronger then also Relationship work Tolerant to hold or also in the Scales to hold.
[26:02]When I me the so clear do, then have Executives today really one whole Quantity to do, times whole simple said.
[26:11]Yes, but the next Step is even, that the Individuals in turn one Capability
[26:22]
Individuality and teamwork
[26:19]develop must, to respect, that the other also Individuals are. So then are we again with whole classic Discussions round at Freedom, Freedom of the Dissenters.
[26:32]My Freedom is not everything, but the Freedom from other is just as valuable and thereby comes one then Yes in the Necessity, again one common Path to Find and also itself Rooms to concede, Free spaces, where one the other not harassed, because one itself also not harassed become wants. And the is Yes then the, so it is not the Downside, but it is the next Step, after we perhaps one Individuality on itself first as given take, then the Question to place and like come we now so that clear, that we all so individual also treated become would like. And then must one itself stop also, then needs one Tolerance and then needs one one Capability, itself also times withdraw on one Position, where it simple times also not so decisive and relevant for one is. Since leaves one the other stop times then his Room and claimed the not also still for itself. So what Important is, there takes one that. So I believe, the Task is even then also not to suggest, each becomes here exactly to his own Wishes now also served, but we must together one Path find. Everyone is different, but we must together what reach.
[27:45]So I question the therefore so from the Background. My Labour is Yes thereby Characterised as Mediator, that I to Conflict cases called in will from Company, with those the Connotation so is, that the Conflict is for us a Problem. The Conflict from Employees in one Team between certain People is for us as The company a Problem. And now must we the make. We must now simple so a Negotiation procedure like one Mediation or one Conflict moderation carry out. And the is already also that, where I so to speak sign would, yes, it needs for these practical Tolerance more Spaces for negotiation, more Dialogue rooms, because the People even really as Individual also perceived become want. And then can them Things not more simple presuppose. So one can now not presuppose, I go… To Evonik and then are stop there everything only Dortmund fans. The goes stop not. It are namely traditional more Schalke fans there. And when I even with People, the other Views, other Ways of life etc. Have, work together shall, must I me with those more vote. And it needs simple more Time, this Get to know us until ins Detail and then to watch, there can I me take back, there can I me on it leave and like this. For The company is the but but one Imposition.
[29:10]Or like See You the so to speak as Business economist? Is the OK or Company, the always still as Sand in the Gearbox was? The is one super Question. And it is even exactly the Difficulty to find out, when so a Discourse simple really unproductive becomes.
[29:35]
The benefits of conflict
[29:36]And there must one sometimes so at the Corner think. So sometimes can one Relative fast say, we are here a metalworking Operation and therefore interest us all Stuff, the quasi with services to do have political, The dazzle we all already times from. Or I make it now to complicated. I wants it actually much simpler answer. And indeed, that one itself with Topics, where one first times thinks, the has but nothing with our Business here to do, the not underestimated. To the Example vegan Offers in the Canteen. Huge topic. So when we now now about it also still argue must, then create we Yes even nothing more. But the should one always short times pause and itself superior, OK, about which Detours could the because but now Important be? And there are today so some Topics, where we then with the Topic Shortage of skilled labour land and with the Competition at Specialists and suddenly…
[30:34]Could I me so to speak one Labour market, so on the supply side, so from the Labour force here seen, close, when I such Themes fade out? Or when someone in mine Workforce itself personally very with the Topic Sustainability busy and I the then simple iron over and say, so come here, we want the not discuss, here our Operation is so and so certified, the is enough. now listen times on. And when I so one Person then frustrate, because I also their Ideas, like one now in the The company Sustainability advance could, simple block and say, have we already Done, yours whole Ideas need we not, then demotivate I these Person and the leaves then perhaps the The company and goes somewhere there, where her a little more listened to becomes. The means, one needs there already whole beautiful much A sure instinct, because indirect could the Topic then but again for one relevant be and not times absolutely the Topic itself, but the Handling with it. And the means, these Time, the I me take, at also with the Employees to speak, so Boss, whom shall I choose, that I then not either say, is me no matter, The main thing not AfD, or I say.
[31:47]Dial times Party X, the find I personally also good, but then one Enquiry to place and to say, yes, what believe you because, Why the one or the other, what have you because so far itself you in addition considered? And like bring you the now, when you me already here in the Context ours Company ask, the with our Business together and with the, like we so on the road are and what we here project and simple the Moment about it to speak, what the Answer be could and even not simple only one Answer to give, dial but times these Party. By the way not AfD to choose, would be on each Case also good, the to say. But otherwise must one the Time itself take. And yes, the was now perhaps also not the best Joke, because itself there should one itself then the Time take, believe me, in the corporate context, should one itself with one Employees, the actually to the Clarification Recognise gives, that he there one extremist Party Select wants.
[32:45]With the should one itself perhaps first right the Time take, the times to discuss. But I wants the short interrupt, because I the simple already mark wants, that the Plea is even not now to think, now must I Politics make in the Company, where I but actually simple only on Profitability, on Effectiveness Value lay, but itself clear to make, the is one Question to own Benefit. And it is OK, one Benefit calculation to hire and the can with pleasure also Economical relined be, what is the best Environment, so what need we for a political System, at Successful to be.
[33:27]What would be, when we there Influence on it have, even for us the Best? And be it also only even, I offer vegan Food in the Canteen to, so that we Employees have, is one other Perspective. Ah, now must I the make, because the itself stop vegan nourish wants. Can Yes not with his Spleen somehow stop. Yes, exactly. And the find I Yes not surprising, but I find it beautiful mark to may, the is Yes one deeply business management Point of view, the here simple consistent on the Day laid become should and must even not now one moral-political Charging get, but may also there work or overdraw I the a a little? I says times, I voice perfect to, like You the represented have and would the also really also so say, that one these economic-calculative Interests quiet with the political Themes link may.
[34:28]I would it however not whole so strong from the ethical and moral separate. So I believe, it is perhaps so a little one Insight, that pure ethical, moral and entrepreneurial Act is somehow very, very rare. So on any Place comes itself a Act, a entrepreneurial Act, what ethical motivated is, comes at some point on so a Reality check, that the also as The company function must.
[34:53]And so that mine I not this Plate, we must also Money earn, but it must on End somehow open. And there can one but much Fantasy develop. So I would it not so whole so separate, but I would before all Things underline, that it not works, reprehensible is, so one own, also ethical Attitude, also in the Self-interest, and the is then even with The company also a economic Interest, so also so that also to justify. The is yes, find me, also a Sign the Time. But on the Error is it, believe me, when the only still Economical justified becomes. When so quasi then also even everything Possible serves becomes,
[35:33]
Ethics and economic efficiency
[35:30]only because it somehow perhaps short term one Sales opportunity gives. So when I the now say, then is the good to. and tomorrow says I but what other, because the comes then tomorrow good to. And there must man, believe me, watch out. From therefore is it so this Concession, one may the also economic-commercial justify, delivers one still not of which, one moral-ethical Posture to develop. And the is, believe me, or says the Motto, when we say, we must the Democracy protect, because the democratic System for us as free, private The company somehow better is, as now somehow so one totalitarian Dictatorship. The is Yes then so to speak these self-serving Consideration, but the has one not, when there not also still fundamental Principles resonate. Or rather, we must the now actually again a little discuss, because Yes many Company.
[36:20]The their Headquarters in democratic Companies have, have Yes Shops and Subsidiaries in China or somewhere, where it at all not so approaches like in the Head office. And nevertheless make them there their Shops. And the would be actually still times a own Topic, like the actually goes together. But I believe, the whole Topic is full Ambivalences and full also actually Contradictions. And whereupon I beyond wants, is Yes also rather, that one learn must, so that to deal with. And in addition belongs to one economic Education, belongs to but perhaps also one political Education even for Executives and one Sensitisation for Conflict issues. Since have I By the way also one better Position, When I with mine Students rather abstract about Conflicts talk, become them always equal so right there called in become, where it already hot is. So also there is it natural a other View.
[37:12]Yes, however from Mediator's view, one can really little wrong make, because it is already everything somehow on Cooking and Burning and Vaping and then goes it therefore, Fires to delete, when one times this Picture takes, instead of now to watch, that not at all a Plate falls down.
[37:30]So we say, the is none bad Position, to be added. So when I then but ours Students say, them should also not only so one negative Posture opposite Conflicts develop, should also on the basis of from Examples see, like Conflicts also really for all Participants after to one better Location lead can as before the Conflict. So this Constructive, Positive, gives it Yes various Conflict categories or Types from conflicts, the one then more or less functional or dysfunctional Classify can. But the is even so to speak to the Motto, when now so a Conflict itself implies, then flips not equal from. Perhaps is the Yes very Helpful and afterwards stands her better there as before. The is natural lighter said, abstract in the Seminar room with Students, as when one in one Company, where already all really the Nose full have and then now finally hope, that the somehow again solved becomes. The is natural one other thing.
The is also actually in the Practice from Mediation simple one Seduction, one Trap there to come and to say, Human, Conflicts are also one Opportunity and the like the natural even not listen, because the straight right in the middle are in the Strudel. I wants times short Rewind, because the seems me Important to be with the Questions, to which Values and Categories decide I the at all?
[38:53]So these one Point of view, I must now so to speak to ethical Standards my The company lead, has Yes today also one economic Value, when the Whole even on one Stage takes place and it Rate mine Customers or mine Stakeholders, like behave I me also opposite. Since has Yes Ethics also quite one measurable Value, whereby one back fall off can with Greenwashing, so titled, that one the only makes, because one Subsidies gets or Praise and Likes etc. The may so to speak not fall over and from the other Page, works today even also not more and the find I very consistent that one not more say can, it is no matter where we work or in which Circumstances, we Go only to the Balance sheet, the works even not because whole clear becomes, that it damaging to the balance sheet is no matter where one now looks in, whether now the Financial balance sheet or the Employees etc.
[39:58]Yes, it is but also, yes, yes, yes, so good, so the Balance sheets and so continue, the becomes already always quite serious taken. It is but, or often is stop the Posture been, the must first times vote and the other is then so to speak that, what we us then perform can. The has itself, believe me, changed. So there becomes whole often, become these Questions before already, earlier already placed. What I but still meant, where also many not above think about it.
[40:25]Is the one Question, or different said, I have sometimes the Impression, that with Conflicts within the Employees the The company as A matter of course perceived becomes. And so to speak the Danger, the sometimes from Executives or Managers seen becomes in more Distance, that the not real appears many. That it not more credible is, but due to one Illusion, that it namely already Consequences has, when the Balance sheet not right. That then the The company simply also close should or the Location closed. So is it something, what we now first again learn in the Crisis, that ours Lifestyle, ours Company, her Success, that it none A matter of course is? It becomes Yes quite discussed. So the is natural quasi again a whole new Topic. So like Ready for change are People and also like farsighted fit them itself on or but always first at short notice, when it whole bad becomes.
[41:39]So we have in fact, so there in the Ruhr area mine Uni stands, there is Yes the best Example for one decades of Travel dependency, the so economic, technological, cognitive, political all the same Path always driven on have and itself so much to late first the admitted have, that the Coal and Steel industry actually on Duration none Stock have can. And so that, Go You times ins Bochum Mining Museum, there goes the quite clear. The in the 50s years was already clear, the goes still one While and then was it that. And then have all always again, like You the straight said, on it believed, that it but somehow continues. Have much invested, much on Tax money invested. Naturally also a pair technical Innovations still found, that it somehow in the Length drawn was. But it was perfect clear, that the not so on Duration good Go can. And so similar is it now with the Climate crisis.
[42:44]It is something like that from clear, that the bad becomes. But nevertheless, now so from today on tomorrow makes one then but nothing. And what shall I there say? So the leads natural in addition, that also when we straight also political Plurality and so Yes also actually rather want, that then also sometimes so the collective Act not comes. Because then but to many in the Travel dependency also criticise. Sich feel good and those, the the Change want, but then the Minority are or really Change want. And such Discussions on change are also politicised, so are also political, come in political Framing therefore.
[43:29]And therefore these Plurality hold up, Tolerance, the other Opinion endure and like this, the are already very, very high Values. But it could also be, that the with to such Journey dependencies also contributes.
[43:44]I had straight still one other important Thoughts, but the went also so in these Direction, to what extent one in the The company so to speak the same Claims also has, like one elsewhere in the Society has. And I believe, there is it also one Discussion worth, that itself The company for the Democracy as Form of government respectively also as Form of government decide and then but in the The company the even not so Democratic is approaching. And these Observation gave it Yes already longer. So like said, we work in the Dictatorship and we are Citizens in the Democracy. And apparently have we People, many from us none Problem so that so to speak.
[44:24]
Democracy and companies
[44:25]Sich eight Hours on Day the Dictatorship to the Disposition to place and afterwards but on each Case on ours Civil rights to insist. And these Discussion is also already older. To what extent so lived Democracy in The company itself also positive on the Democracy as Form of government has an effect. Also my Institute and the Namesake ours Institute, Reinhard Poppy, has on this Point also already so in the 80s years pointed out, that so also in the The company Participation and something like that, so also the The company serve, but also really help out, that the People everywhere in their Life these Voice have and the also know, that their Voice counts. The means, it gives on the one hand the Debate… And Discussion under the Motto, would I now times, Ownership committed. My The company has also one social Commitment the State and the Society opposite, so that Democracy learnt and lived becomes in the Company.
[45:27]And on the other hand but also, Democracy stands in the Services the Enterprise. And the Idea is also economic or economic, is it meaningful.
[45:38]Democratic to economise and the stands in Discussion with, are we there innovative, must there not a Type here, the progresses and there must he also the Resistance, Inertia from other overcome, so that it true Innovation gives and Innovation is Yes something, what straight in Germany at the moment at least in the Press, in the medial Perception as absent declared becomes or at least not in one Economic efficiency passes over, where one again say could, OK, let us times now work and not more talk. We must now really times what create also. The find I one interesting Aspect with the Question, political Discourses in the Company. So there comes also, say we times, the actual Orientation mine research institute is yes, we are Yes Organisational researcher general, we employ us with Organisational theory. The means so actually then with the Question, like one something makes. And now have we also on 8. November one The event to the Topic Democracy strengthen in Witten. What is the Role the Company? But also there become we on the Discussion point come, that Democracy Yes first a Principle is, but the Kind and Wise, like also then Democracy organised becomes or like one Democracy in Organisations built in, the is always one Question the concrete Design.
[46:59]And so are Yes also not all democratic States equal organised so these representative.
[47:07]So that we Select and that then the Elected what make and the, the elected have, must one While then so to speak watch, what them from it make, have but the Opportunity, the then again deselect and like this. These whole Representation systems, the Yes to the Example in the USA whole different function as in the Most EU countries and like this, the are Yes everything Moulds the Organisation from Democracy. And where one then even also even concedes, that one now not everywhere in each Second has a say. So whole, whole strong Grassroots democracy demand some Yes also. So really to all one Referendum to make and so continue. But we organise also here in the State Yes the Democracy, by we then certain Processes install. And so similar is the also in the Company. The is of course, so it is already whole what other, whether I a private sector The company have and there is a Owner and Managing Director and so continue. But these Idea also of the Delegating to above, the is Yes also in the State necessary. Otherwise works also the State not. And in turn, that then again to below down also a Feedback there is. The must one also in the The company organise. And there come we then again as Organisational board game. But also there must we look, when itself The company for the Democracy use, like make them that? To which Jobs set them there also on? When support them to the Example Plurality?
[48:34]And when express them itself but also whole clear to the Example against Extremism and then really also say, there has also the Tolerance somewhere times one Border.
[48:43]Since is somehow one Position, the is so harmful. And I believe, there can we also again again with the Executives land.
[48:54]
Leadership tasks in political discourses
[48:49]The must also not each political Dissent in their Team from the World create. But when there someone really so poisoned Things widespread, also clear Untruths, then is it not only somehow one personal thing, that one the simple not more endure likes, but there has man, believe me, then also one Task, when it none other does, there times to say, so here is now but mine Border. And one can different Opinions have, but one can here not such extremist Opinions or simple really Untruths carry on, the one somewhere with TikTok belongs to has. Since must one then somehow also times really intervene. In the Interest in of the Company, but also, because one there itself Yes also not only as Officers is, but also as Person.
[49:35]The take I as Closing words, because the exactly to Your The event also leads to. Political Discourses in Company. We become the again in the Show Notes also exactly note and also the Flyer with, because the is one whole interesting Event, the, now soon, in the November in Wittenherdeke takes place. Ability You times the precise Date, the 8. November? The was the 8. November. The is one all-day Event. In the morning rather so with Keynotes and Panel discussions and in the afternoon with Workshops, parallel Workshops to yours Individual topics. But I happy me very, when we the also in Show Notes still something more accurate represent can.
[50:15]And there get we also still times Suggestions, Certainly also about this last Topic Democratisation and Shaping democracy, both from the View from The company and the Discussions, the at the moment in the Society in addition led become. I believe, there stuck really still a pair Points inside, the in Organisations at the moment for Fuel provide, where hard drum wrestled becomes, sometimes under political Flag and sometimes also under.
[50:45]Organisational change flag. So the entire agile Movement is not from Arguments free, the exactly in these Direction targets. So Co-determination, Democratisation are there not straight the Keywords, but in the Final effect the Participation from on Eye level to co-operate could one now highlight take. Since stuck still many Things inside, the also in Conflicts then negotiated become. So the can I confirm, when I at the moment in Organisations contracted will. It is not more only the classic Line of conflict from Works Council and Management, where one earlier then say could, Human, the one is probably so Close to the SPD and the other is so FDP-liberal. The has itself everything blurred. It is smaller and also in the Respect more individual and more colourful become, what the World of conflict with itself brings.
[51:38]The believe I also. And I believe also before all things, that straight these, so that straight Participation as Keyword, the sounds so harmonious. It is but not like this. Participation is exhausting and means also, these Conflicts, these Diversity even also to endure, but then even constructive to endure. And the can I very good understand, that nowadays straight there, where one actually itself also Considered has, come, we make the Hierarchies flatter and it becomes everything somehow much more Eye level give and like this. Also the Eye level is right to conflict. Straight.
[52:22]Here would also other in turn the Functionality from Power and Hierarchy also address, that thereby so certain Things more uncomplicated become, that one simple times accepted, who now Law has, simple the, the top is and not the, the the better Arguments has. So the can Yes also times whole functional be, but so works the World stop even today then but also again not. And therefore, the must also many first learn, when them these conscious same Eye level manufacture. The is for both the one, the raised becomes and the other, the something itself perhaps down goes, when one in the Picture stay wants. The must the Yes both also learn, itself then really so in the Eyes to look. The is for both Pages, also with those, the suddenly perhaps more belongs to become as before, is it often like this, that them on it even not prepared are and suddenly one Opinion have should. And the experience we to the Example also with Western Managers in certain Emerging markets, the then say like this, yes, I would like with pleasure, that the Employees me Suggestions for improvement times each week on Friday bring over and then come none. And then, the lies but simple on it, that the still never one from those expected has and so continue. So that, also the is always everything like this, sounds everything so good, we take the same Eye level, but we must then also on it prepared be or us on it prepare, on the Level also with each other speak to can. And for these political Themes need it perhaps also some Executives a better intuition.
[53:45]The can until towards to political Education go. So the Business Council for Democracy, the make now Leadership training quasi in the Principle, what is actually again Democracy? So whole classic political Education under among others, there become natural also still other Things made. And perhaps must we also in the Business studies training simple the Political not hide. And even also there, exactly like Teacher in the School or You as Mediators, place I me not towards and say, I have now one certain political Preference or like this, but simple to say, provides you on it in, that political Themes with you in the Operation one Role play become. Somehow.
[54:20]The grabs times on. I find the exactly again for one next Programme suitable, when one the Picture takes, Participation in the Senses from like decides the Person from above, like strong them the from below integrate wants. Democracy is Yes determined, the below are, determined, what the top make. And on Eye level has also his Challenges. And there would I with You again tie in want. I believe, there stuck still much inside, what The company and Executives need, what but also Mediators, Conflict manager expected, when them to Organisations called become and itself there appointed feel, there then to mediate. Yes, would me look forward to. Many Thanks to. Many Thanks to for the Conversation, Mr Möllering. It was like always stimulating and insane instructive and fast. And we have so much addressed, so we become the still unravel. I happy me on it, very with pleasure. Thank you and a beautiful Weekend already times and many more great Consequences. Bye bye.
[55:23]
Conclusion and outlook
[55:24]Wow, the was the Conversation with Guido Möllering. A Kick-off meeting can the only been be to this Topic Conflicts in Organisation through political Discourses, political Topics, the natural negotiated, discussed, debated and sometimes also escalating then negotiated become. And the is not only one Question for Conflict manager, Conflict officer in Company, but even in first Line also for Executives, Business leaders, Manager. How Go them so that around? What has Politics at all for one Role in Organisation? The was today a Entry topic. We become on it continue working and the again deepen. For the Moment in any case thank you I me with yourselves, that her with thereby maintained here in the Podcast, as it again at Conflicts, Mediation and Organisational consulting goes. When it you please has and this Podcast you generally appeals, then leaves also a Feedback on Apple Podcast and one Star rating there, where her yours Podcast listens in. The helps, that this Podcast also from People found becomes, the the still not know, but the interesting Find would. Until to the next Times. Comes good through the Time.
[56:43]Music. Negotiation management and Partner for professional Mediation and Coaching training programmes.
[56:44]
44:24 – Democracy and business
48:54 – Leadership tasks in political discourses
55:23 – Conclusion and outlook
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