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אודות מרכז ‘ סולחה ‘
About ‘Solha’ Center
عن مركز ‘صلحة’
Multicultural Mediation and Arbitration Center:
The Center of صلحه – סולחה – SOLLHA specializes in conflict resolution, both at the personal – individual level, and at the organizational level of tensions and hostility both between the Arab minority in Israel and the Jewish majority, and conflicts and tensions within the Arab population. The center is based on The added value in diversity and diversity, and the main values of tolerance, coexistence and reciprocity towards the stranger, the different and the other.
The Center of صلحه – סולחה – SOLLHA specializes in conflict resolution, both at the personal – individual level, and at the organizational level of tensions and hostility both between the Arab minority in Israel and the Jewish majority, and conflicts and tensions within the Arab population. The center is based on The added value in diversity and diversity, and the main values of tolerance, coexistence and reciprocity towards the stranger, the different and the other.
The procedure and the agreement are done at fair and equal prices for everyone
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The SOLLHA organization maintains and performs sensitive and culturally competent mediation and arbitration services in a variety of conflicts, disputes, tensions and lawsuits between people from different ethnic cultures. Both those who apply directly, and those who are referred to mediation and arbitration procedures through the various courts and tribunals in the State of Israel. The focus on competent and culturally sensitive individual mediation and arbitration procedures is on dealing with conflict, tensions and lack of agreement, which is mainly due to the lack of training, suspicion and tensions arising from cultural and ethnic differences between the people and parties involved. This mediation sharpens the difference and the understanding of the interests and needs between the parties, which are less visible and felt by the other party who comes from a different culture, foreign to him.
Solha initiates and holds lectures, workshops, groups and activities within communities and business organizations, through which she strengthens the fertilization, discourse and organizational and community dialogue for the importance of embedding and believing in the importance of the value of diversity and diversity in the human and organizational resource. Solha also holds empowering interventions in the context of diversity and diversity within organizations and communities that do not have diversity and diversity, and this as a preliminary procedure and prepares for the practical implementation of the values and ideas of diversity, diversity and cultural sensitivity.
Often the application of the idea and concepts of equality, difference and diversity in the human and organizational resource, may lead both to tensions, pressures, hostility and anger among the employees, as well as to a decrease in income and profitability of the business organization. Therefore, the ‘Solha’ organization accompanies, mediates, empowers and advises these organizations in this crisis period, in the context of competence, tolerance and cultural sensitivity among the employees and the human resource. This is in order to succeed in the stages of absorption and diversity in the organizational human resource, and hence to strengthen creativity, innovation and the jump in business achievements and organizational profits, which are a result of the diversity and variation in the human resource
Solha sees diversity as a super advantage, and as a mosaic that enriches and enriches organizational, occupational and community work and efficiency. A business, community and social organization that succeeds in assimilating and internalizing the view of diversity as an advantage and a business right. It is an organization that steps out of the box, shows courage, and has a long-term business and profitable vision. An organization that assimilates difference and diversity is an organization that believes in creativity and suspicion. There is a possibility that in the short term, an organization that implements and assimilates the idea and concept of diversity, may maintain or decrease in business achievements and profits, but in the long term, this organization will profit commercially and reap the fruits of diversity, equality and diversity in the human resource.
Organizations that are uniform and uniform in human resources, seemingly seem cohesive, with fewer conflicts, tensions and pressures within and in the day-to-day activities of the organization. But in the long run, they are less productive, creative and innovative, and they are more frozen, less bold and courageous, and try to preserve the status quo in terms of profitability and professional achievements.
Solha, mediates, arbitrates, advises, accompanies, guides and mediates both in conflicts and tensions between individuals, and in groups and within organizations and communities where there is a meeting between the minority and the Arab population, and the Jewish majority population. Both in situations of escalation, hostility, tension and conflict, and in the absence of conflict, but there is tension, alienation, suspicion between the two populations.
Solha sees diversity as a super advantage, and as a mosaic that enriches and enriches organizational, occupational and community work and efficiency. A business, community and social organization that succeeds in assimilating and internalizing the view of diversity as an advantage and a business right. It is an organization that steps out of the box, shows courage, and has a long-term business and profitable vision. An organization that assimilates difference and diversity is an organization that believes in creativity and suspicion. There is a possibility that in the short term, an organization that implements and assimilates the idea and concept of diversity, may maintain or decrease in business achievements and profits, but in the long term, this organization will profit commercially and reap the fruits of diversity, equality and diversity in the human resource.
Organizations that are uniform and uniform in human resources, seemingly seem cohesive, with fewer conflicts, tensions and pressures within and in the day-to-day activities of the organization. But in the long run, they are less productive, creative and innovative, and they are more frozen, less bold and courageous, and try to preserve the status quo in terms of profitability and professional achievements.
Solha, mediates, arbitrates, advises, accompanies, guides and mediates both in conflicts and tensions between individuals, and in groups and within organizations and communities where there is a meeting between the minority and the Arab population, and the Jewish majority population. Both in situations of escalation, hostility, tension and conflict, and in the absence of conflict, but there is tension, alienation, suspicion between the two populations.
The procedure and the agreement are done at fair and equal prices for everyone
•
The SOLLHA organization maintains and performs sensitive and culturally competent mediation and arbitration services in a variety of conflicts, disputes, tensions and lawsuits between people from different ethnic cultures. Both those who apply directly, and those who are referred to mediation and arbitration procedures through the various courts and tribunals in the State of Israel. The focus on competent and culturally sensitive individual mediation and arbitration procedures is on dealing with conflict, tensions and lack of agreement, which is mainly due to the lack of training, suspicion and tensions arising from cultural and ethnic differences between the people and parties involved. This mediation sharpens the difference and the understanding of the interests and needs between the parties, which are less visible and felt by the other party who comes from a different culture, foreign to him.
Solha initiates and holds lectures, workshops, groups and activities within communities and business organizations, through which she strengthens the fertilization, discourse and organizational and community dialogue for the importance of embedding and believing in the importance of the value of diversity and diversity in the human and organizational resource. Solha also holds empowering interventions in the context of diversity and diversity within organizations and communities that do not have diversity and diversity, and this as a preliminary procedure and prepares for the practical implementation of the values and ideas of diversity, diversity and cultural sensitivity.
Often the application of the idea and concepts of equality, difference and diversity in the human and organizational resource, may lead both to tensions, pressures, hostility and anger among the employees, as well as to a decrease in income and profitability of the business organization. Therefore, the ‘Solha’ organization accompanies, mediates, empowers and advises these organizations in this crisis period, in the context of competence, tolerance and cultural sensitivity among the employees and the human resource. This is in order to succeed in the stages of absorption and diversity in the organizational human resource, and hence to strengthen creativity, innovation and the jump in business achievements and organizational profits, which are a result of the diversity and variation in the human resource.
Solha conducts workshops, lectures and sessions of
Competence and cultural sensitivity in organizations:
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Solha conducts workshops, lectures and sessions of
Competence and cultural sensitivity in organizations:
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For more information about the lectures
Nice to meet you!•
Nice to meet you, I’m Dr. Elgabariyeh Mohammed, a mediator, an arbitrator, and an expert in coaching. Works for years in the public service and lectures at universities and colleges. Advocates and believes in coexistence and sustainability on the basis of peace and equality between the various minorities in the State of Israel. I believe that diversity and diversity of ethnic minorities is a source of wealth, strength, efficiency, innovation and creativity.
Most of these tensions are the product of disconnection and the lack of cultural understanding, and hence the misunderstanding of the motives, needs and interests of each cultural group. And even more than that, I strongly believe that the socio-political Arab-Jewish conflict is fundamentally a cultural conflict. Both in academia and in my practical work, I acquired very advanced tools in sensitivity and cultural competence, these tools I combined in my work as a mediator, trainer and arbitrator in conflicts both between people and within organizations.
Through personal meetings, workshops, lectures and professional sessions, I carry out interventions that bridge cultural sensitivity, which on the one hand reduce tensions, pressures, and conflicts, and on the other hand increase efficiency, effectiveness, creativity, innovation and personal and organizational profitability.
Nice to meet you!
•
Nice to meet you, I’m Dr. Elgabariyeh Mohammed, a mediator, an arbitrator, and an expert in coaching. Works for years in the public service and lectures at universities and colleges. Advocates and believes in coexistence and sustainability on the basis of peace and equality between the various minorities in the State of Israel. I believe that diversity and diversity of ethnic minorities is a source of wealth, strength, efficiency, innovation and creativity.
Most of these tensions are the product of disconnection and the lack of cultural understanding, and hence the misunderstanding of the motives, needs and interests of each cultural group. And even more than that, I strongly believe that the socio-political Arab-Jewish conflict is fundamentally a cultural conflict. Both in academia and in my practical work, I acquired very advanced tools in sensitivity and cultural competence, these tools I combined in my work as a mediator, trainer and arbitrator in conflicts both between people and within organizations.
Through personal meetings, workshops, lectures and professional sessions, I carry out interventions that bridge cultural sensitivity, which on the one hand reduce tensions, pressures, and conflicts, and on the other hand increase efficiency, effectiveness, creativity, innovation and personal and organizational profitability.
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articles:
We are here for you:
Umm El Fahm, Kahoush neighborhood, No. 12 B, PO Box 7022, zip code 300100.
Ⓒ 2023 sollha | Copyright by Baruch Digital
We are here for you:
Umm El Fahm, Kahoush neighborhood, No. 12 B, PO Box 7022, zip code 300100.
Ⓒ 2023 sollha | Copyright by Baruch Digital
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