This section discusses the application of deep democracy and conflict management concepts in organizations. Deep democracy represents a management approach that takes into account minority views as well as the majority in an organization and where the participation of each individual is valued. In today's business world, global challenges such as environmental destruction and social inequalities increase the responsibility of organizations to find solutions to these problems. In this context, organizations need to adopt more inclusive and democratic management structures. Active participation of employees in decision-making processes ensures the transformation of traditional hierarchical structures, thus creating a more just, transparent and participatory management approach. Deep democracy supports the participation of employees in the resolution of conflicts in the organization through constructive dialogue. This approach aims to create a platform where every employee can express themselves freely and be meaningfully involved in decision-making processes. With this approach, conflicts are not seen as just a problem, but rather are considered as an opportunity for the development of the organization. Moving beyond representation, the direct participation of employees in decision-making processes is accepted as an important requirement of democratic management. This helps organizations to create a sustainable management model by balancing not only their financial success but also their social and environmental responsibilities. This section also discusses the role of technology in democratic management practices and its impact on organizational structures. In order to assess the future potential of democratic management, a framework is presented for research on the applicability and sustainability of these approaches.