The relations play an important role in our life. Being a part of society, we daily interact with hundreds of people. And considering that we spend the greatest part of time at work, importance of the interpersonal relations in collective for many of us is on the first place.
Most of beginners, getting new job, long experience difficulties of the communicative plan. Seldom when the social group consisting of the people who already got used to each other with pleasure accepts the new and unknown person in the close circle. However knowing features of the interpersonal relations in collective of this problem it is quite possible to avoid.
The interpersonal relations in labor collective
The structure of any collective comprises two main types – primary and secondary. If to consider this structure within one organization, then the group of all employees who work in the company will be primary. The secondary group has narrower value. It can be the colleagues who are working in one department and having a common goal and focus in work. The interpersonal relations in primary collective usually have the general character. Communication takes place in such group of people at the usual business, household and emotional level. In primary collective the close contact and interaction of people are with each other not obligatory. The secondary collective, as a rule, consists of small groups of people, more closely and emotionally connected with each other. Therefore the analysis of the interpersonal relations in collective should be carried out on the example of such secondary groups.
The labor collective comprises the whole system of the relations which main task is to achieve the common goals facing the organization. Besides a formal group of persons in collective there is always an informal group. She arises in the course of interaction between colleagues, and does not submit to administration and the management of the organization. Also informal group is based on mutual likes and dislikes between colleagues, and in it there are always leaders and outsiders. And as some members of the group have properties to suppress others, the conflicts in labor collectives are inevitable.
Problems of the interpersonal relations in collective
The conflicts in collective begin with disagreements between members of formal group. This phenomenon inevitably and in certain cases does well. For example, if in collective the person is prone to disputes, then some members of the organization do not enter with it a skirmish, and watch the course of events. The similar behavior allows to learn more about the colleagues and their views of certain things. Such disagreements in some situations help collective to rally together. The conflict as the social phenomenon is divided into 4 views:
- Intra personal. The most frequent example of such conflict consists in a situation when contradictory requirements concerning his work are imposed to the person.
- The most often found conflict type. As the example, is shown in fight of the management or colleagues for use of any given equipment, or in definition of the candidate for the interesting type of activity. There are such conflicts at the expense of a difference in characters, views and values between members of collective.
- The conflict between the personality and group. Here the question more concerns informal groups and standards of behavior in them existing. To be recognized in collective, it is necessary to follow these rules accurately. Any opinion going to a section with opinion of group can lead to such type of the conflict.
- Intergroup conflict. Concerns, first of all, disagreements between formal and informal groups of collective. Most often it belongs to fight between departments of the company for the financial or labor benefits.
From problems of the interpersonal relations in collective there are also various ways of an exit. Let's consider the most effective.
- Evasion. Consists in avoiding the conflict and suppression of its development.
- Smoothing. It is dictated by belief that the conflict will not lead to anything good but only will negatively work on members of collective.
- Coercion. Consists in attempt to force to accept people around only one point of view which the forcing people considers correct. As a rule, such reception concerning collective is used by heads of the organization.
- Compromise. Adoption of the point of view of both parties in the balanced look when both points of view which arose during the conflict are considered.
- Solution. Consists in readiness of collective to consider all points of view, to understand the cause of conflict and to eliminate it, having come to the general opinion.
Interpersonal relations and unity of collective
The research of a phenomenon of the interpersonal relations in collective led sociologists and founders of management to a conclusion that relationship between colleagues of the organization can have several types:
- conventional attitudes. In them any attempts of non-statutory communication are forbidden and only the working spirit is encouraged;
- easy relations. At such collective most often there is a spirit of unity among colleagues whose relations more friendly also exist the general traditions and holidays;
- and lack of management. It is a case when the management is not puzzled with corporate spirit of the company, and as a result has low labor productivity through the constant conflicts.
Studying the interpersonal relations in collective should be begun with definition of relationship of a leading type between colleagues. But even if the staff will be friendly and rallied, you should not make friends at once and to tell about yourself to people around. Later this information can play against you. The best way to join labor collective, it to study its corporate culture and to try to adhere to it. Though at first difficulties in grinding in to new colleagues are all the same inevitable and it is worth reconciling to it.