Many leaders of a variety of organizations perceive any differences between employees as something negative and extremely dangerous for the operation.To find out the causes of conflict in the organization sometimes quite difficult.However, a good leader should be able to do it.In addition, it should be noted that without debate and discussion can not be the full development of the company.To successfully resolve unpleasant situations you need to know the causes of conflict and be able to deal with them.All of them are divided into two main groups: constructive and destructive.
Constructive conflicts are expressed in discussions, debates.At the same opponents they listen to each other and find the right solution.Such conflicts are very useful for the organization, since they lead to the emergence of fundamentally new ideas.It is important for the manager in this situation not to stand on someone's side, and bring the dispute to the end.Otherwise, employees may perceive a higher opinion as right, even if it is not.
Destructive conflicts are based on interpersonal relations, rejection of the employees of each other.On this basis, there are small groups between which there are constant squabbles, petty squabbles.All this takes considerable time and leads to a decrease in efficiency.In this case, it is necessary to remove the causes of conflict and ensure that in future the situation will not repeat itself.
There are a number of factors affecting the behavior of workers is the main cause of discord in the team:
1. Administrative factors:
- uneven distribution of responsibilities;
- mismatch rights and responsibilities;
- mismatch rights and responsibilities;
- discrepancy between the obligations and requirements.
2. Organizational factors:
- poor organization of work;
- disproportionate burden;
- wrong mode of work;
- no rest position;
- lack of discipline.
3. Occupational factors:
- lack of recruitment;
- low quality training of employees;
- lack of growth prospects.
4. Economic factors:
- low wages, lack of a system of bonuses and incentives;
- delayed payment of wages.
5. Other factors that are related to the head:
- violation of professional ethics;
- biased assessment of the results of work of individual employees;
- violation of the law.
causes of conflict is not limited to this list.Any manager it can complement and highlight your own.However, in any case, we need to know the most effective ways to resolve conflicts.There are several basic strategies.
When the conflict stale, strong assertiveness is not observed, apply the following strategy: an open struggle for their interests.This person (the head) must be absolutely sure of the correctness and accuracy of decisions.To realize their intentions may be, applying the authority, power, and the dependence of partners.
If more serious causes of conflict, the first thing they should be smooth and keep friendly relationships.In no case can not raise your voice.The emphasis on common concerns and interests, avoiding controversy - the only way out of this situation.
In the case when the conflict broke out in full force, it becomes quite difficult to regulate it.Both sides need to make concessions and to achieve mutual satisfaction.In this case, opponents need to listen to each other and find a solution where nobody loses or wins.
result of applying any strategy depends on the complexity of the situation.As a rule, the most effective conflict resolution managers capable to put into practice the knowledge acquired.
