Conflict Management in an Organization
Relations within the production teamaffect the work of the whole enterprise. The way employees treat each other affects their emotional state, productivity, and so on. Conflict management at the enterprise is a complicated matter. It is necessary to know your subordinates, their psychological characteristics, to anticipate their moods.
Conflict Management in a Team
Employees of any enterprise have much more thandiffer from each other. Of course, they all perceive in different ways what is happening around them. Different views on the same events are quite natural, but do not forget that it is with them that conflicts begin.
The essence of the conflict lies in the fact thatopposing opinions, positions, interests collide, trying to suppress each other. All this leads to the fact that the work of the collective is deteriorating, normal interaction disappears. The management of conflicts in the organization should be undertaken by the manager. Situations that can grow into something unpleasant, he must foresee and suppress before the moment of their appearance. Managing conflicts in an organization is a kind of art, which, by the way, is not so easy to master.
The causes of conflicts are different. The main are three. The first is related to the goals. The bottom line is that the parties see a different future for the same objects. The second type of conflict is directly connected: the parties can not come to a consensus in the search for solutions to the current problem. The last group includes conflicts that have arisen because of the feelings and attitudes that people feel for each other. To master the management of conflicts in an organization, it is necessary to understand their essence, to determine what they are related to.
Psychologists distinguish five levels of conflict:
- within the personality;
- between personalities;
- within the group;
- between groups;
- within the organization.
Sources of conflict are also different:
- Insufficient independence;
- shortage of resources;
- different duties and so on.
Conflict management in the organization is carried out using various methods. They include:
- those that are based on the use of the occupied guideline;
- those that are associated with the division of the conflicting parties;
- those that are associated with an integration mechanism designed to control the conflicting (curator and so on);
- methods that relate to the unification of people through common activities.
Those conflicts are called functional. Which are under the control of management. They are foreseen and have a certain benefit for the organization itself. As a rule, they arise during business controversies, meetings and so on. It is important that both sides fully control not only themselves, but the entire situation as a whole.
Dysfunctional is the conflict,which got out of control. It will necessarily lead to a decrease in the level of production, the appearance of hostile relations, the misallocation of resources, and so on.
If you can not stop an unnecessary conflictin advance, it is best to eliminate it as gently and unobtrusively. In some cases, it's enough just to change the conditions in which employees are located. Experienced managers know perfectly well when it is necessary to try to rally people together, and when they are best separated from each other.
In extreme cases, managers may resort tofrank conversation. During it expresses its opinion on what is happening, talks about how the conflict affects the work of the enterprise, there are necessarily stipulated the consequences that will become possible if the conflict does not end here and now.
