Management of the conflicts in the organization is very important direction as according to the statistics of a quarrel between employees take about 15% of working hours. It is worth noticing that in certain cases the conflict, on the contrary, works for the good, but it only if it is constructive.
Organizational and administrative causes of the conflicts
Generally, it is possible to allocate four circumstances which can influence functioning of the organization:
- Structural and organizational. In that case the conflicts arise when the structure of the organization does not conform to the demands made by it. It can appear at the wrong design of structure of the enterprise or from behind constantly changing tasks.
- Functional and organizational. There are disagreements because of bad communications of the enterprise with the environment, because of insufficient interaction of various structures or between specific workers. Any enterprise has to work as the harmonious mechanism, considering at the same time communication with the outside world.
- Personal and functional. Disagreements arise because of discrepancy of workers with posts. It can concern both professional, and moral qualities.
- Situational and administrative. The conflicts arise because of mistakes which appear in the course of activity, and can do them both employees, and the head.
Methods of management of the conflicts in the organization
The management and other bodies of the enterprise for permission of the existing disagreements can use the following strategy:
- Standard or moral and legal way. The main task is in resolving the existing problems on an administrative and legal or ethical basis, that is conflicting parties have to follow the having rules at the enterprise. If they refuse to do it, then the belief or power imposing of accepted standards is used. The similar way of management of the conflicts in the organization, generally, is directed to the healthy competition.
- Realistic way. In that case strategy considers that the conflict is inevitable and the main task means application of any existing ways to normalize a situation. The theory is based on opinion that equality in any sphere is simply impossible, and, therefore, workers have disagreements. Similar management of the organizational conflicts is inherent for the enterprises where the main task of the head consists in obtaining the maximum benefit.
- Idealistic way. In that case there is a search of the new purposes and values which help to get rid of the conflict and promote collaboration over result. Using this option, in a prize there are all participants of the conflict. Thanks to the different purposes and cures of a problem, it is possible to receive great result.
Management of the conflicts in collective directly depends on the head. Disagreements can arise absolutely for various reasons, and it can affect differently the state of affairs and efficiency of work. For this reason ignoring of the conflicts can lead to serious consequences. The head has to participate constantly in life of collective and actively support all subordinates. To solve the existing problems, it is important to know not only the obvious, but also hidden reasons of their emergence. Still it is necessary to analyze the interests of each participant and to put emphasis in solution to the conflicts on it. It is important to consider that there are no universal ways to resolve all conflict situations, and it is necessary to work only considering a specific problem.