unknown
oaioai:dk.um.si:IzpisGradiva.php?id=13261

THE ABILITY OF CONTROLLING CONFLICTS IN A COMPANY

Abstract

V delovnem okolju prihaja do različnih pogledov, ciljev in interesov posameznikov, ki so si marsikdaj v nasprotju. Konflikti se v organizaciji pojavljajo vsakodnevno, vodstvo podjetja pa jih mora z zaposlenimi ustrezno reševati. Nepravilno postopanje v primeru konfliktov lahko pripelje do cele vrste negativnih posledic, nerešen konflikt se bo kopičil in povzročil še močnejšo konfrontacijo. Vplival bo na slabšanje organizacijske klime, nižanje ravni motivacije in nezadovoljstvo. Pogled na konflikte se je skozi čas spreminjal. Danes vemo, da ima konflikt tudi pozitivne lastnosti in zavedati bi se morali predvsem teh. Konflikt je nujen in koristen, kjer je organizacija postala statična, nedovzetna za spremembe in brez inovacij. Za zaposlene pomeni gonilo, da pričnejo aktivneje sodelovati pri poslovanju, razmišljati o novih načinih dela, omogočajo, da bolje spoznamo sebe in drugega ter poglobimo in obogatimo odnos. Pomembna je miselnost, da je vsak konflikt mogoče rešiti, ne glede, kje je nastal, med kom poteka ter kako intenziven je postal. Za uspešno obvladovanje konfliktov je potrebno razvijati sposobnost prepoznavanja konfliktov ter sposobnost konstruktivnega delovanja v konstruktivni situacijah, kot tudi uporabne tehnike za soočanje s konflikti. Dobri medsebojni odnosi so ključnega pomena za uspešnost organizacije in zadovoljstvo zaposlenih.The different points of view, scopes and various interests of each employee are many times responsible for the conflicts appearing in a working environment. In a working organization the conflicts are present daily and the management has to solve them efficiently. The wrong approach can cause a chain of negative consequences and the unsolved conflict may grow up and create much bigger confrontation. In this way is affecting the organization environment, lowering the employee motivation level and making the dissatisfaction among the employees. But the significance of certain conflict has being changing through the time. Today we certainly know that the conflicts can bring us also positive consequences and we should take them into the consideration. There are also some situations where the conflicts are even necessary to move on especially when we find an organization in a static condition, deaf for all innovations. For employees this kind of conflicts means the driving force for better collaboration, motivation for inventing new innovative working methods and better understanding of themselves and other employees and in this way improving the good relationships between themselves. The most important fact is that we are aware that each conflict can be solved, no matter where has been started, among whom has being going on or how big and intensive it is. If we would like to be able to manager successfully the conflicts we have to develop our skills of recognizing the conflicts at first place and develop our ability of constructive actions in the constructive situations. We also have to know how to use the technique of confrontation with the conflicts. Good relationships among the employees are very important for the success of a single organization and the employee satisfactions

Similar works

Full text

thumbnail-image

Digital library of University of Maribor

Provided a free PDF
oaioai:dk.um.si:IzpisGradiva.php?id=13261Last time updated on 11/18/2016View original full text link

This paper was published in Digital library of University of Maribor.

Having an issue?

Is data on this page outdated, violates copyrights or anything else? Report the problem now and we will take corresponding actions after reviewing your request.