Organizational conflicts: how to manage?

With the advent of mankind appeared and the conflicts – a situation when people have opposite views on the solution to the same problem. Pushing interest happens in any sphere of human life: at work, at home, in transport, on the street, in school and other social places. Therefore, it is necessary to be able to assess a conflict situation, to see what it will bring is negative or positive, and timely manner to solve it.

The Beginning of a conflict situation

In recent years, great attention is paid to resolution of organizational conflicts, because too tense relations between employees may interfere with normal development of the company.

The Conflict erupted gradually, and in order to extinguish it, we must know the signs of its occurrence.

There are such signs of conflict:

• There is the situation perceived by the participants as a conflict;
• Impossibility of the section of the subject of conflict between the parties;
• The desire to continue and develop a conflict situation.

There are several types of conflict, among them – the organizational conflicts that appear in the labour process between employees.

Types of conflicts

Controversial situation are manifested in different ways. To the best of their resolution there is a classification conflict.

There are the following types of organizational conflict:

1. Vertical – when a conflict occurs between levels of government. Most often it is the distribution of power, influence.
2. Horizontal – at the level of people with the same status. Most often caused by a mismatch in the objectives, tasks and solutions.
3. Linear functional – the conflict between managers and professionals.
4. Role – the implementation of roles does not match with the expectations of the person. The number of jobs (roles) can be more than the employee is able to perform physically.

Structure

The organizational Structure of the conflict consists of several elements combined into one integral system. It contains the subject and object of the conflict.

Subject – it is an existing or visualize the issue that causes disagreement between the parties to the conflict. That is what provokes the conflict. To exit from a conflict situation it is necessary to clearly see an object.

Object – is that we want to get as a result of conflict resolution. They can be any subject material, social or spiritual world.

Wealth can be, for example, money, possessions, property, capital. Social – power, a new status, increase in authority, responsibility. Spiritual are ideas, principles, rules.

In any organization there are conflicts, is impossible without them the creative process. If the team exists in non-conflict situations, it may mean that there is not anything new as new ideas are generated, no initiative, and in competition it can be disastrous.

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What causes conflict?

The Emergence of a disputable situation precedes the occurrence of the dispute.

The Causes of organizational conflict can be divided into two groups:

• Interpersonal relations in organizations;
• Dissatisfaction with the structure, functionality, organizational structure.

When a person gets a job, he enters into a relationship with new people. Being at work and performing their duties, the employee may feel frustration surrounding circumstances that will result in organizational conflict.

A Conflict situation cause such problems:

• Lack of resources to carry out their responsibilities;
• Dissatisfaction with the internal structure of the organization;
• Profit of the workers depend on the volume of work performed, while there is competition between them;
• Conflict of roles;
• Changes in the organization: technical, organizational and others;
• The duties of the employee are not clearly specified, for which he is responsible.

A Conflict situation

Let us Consider the causes of organizational conflicts.

• Lack of resources to perform their duties. Performing the duties in the workplace, people want to get a full volume of necessary resources. It is usually the allocation of resources comes from the maximum needs of the worker, so each tries to show that he is more important that his work is more important for enterprises and bring more benefit. In this regard, the organizational conflict breaks out.

• Dissatisfaction with the internal structure of the organization. In every organization, there is structure. In performing its functions, the departments form a relationship. While everyone tries to get the maximum benefit for their unit. For example, it is necessary to take a new employee, and the financial Department making budget cuts. This will result in a disputable situation between the personnel Department and the Finance Department.

• Profit of the workers depend on the volume of work performed, while there is competition between them. This problem is relevant for organizations in which the employee's wages depends on the implementation of the plan (e.g., plan of insurance, sales). In such cases, each worker tries to “pull” clients to get more profit. Relationships become strained, as a result, there is a conflict.

• The Conflict of roles. Every employee performs his role in the enterprise, is waiting to perform duties from other employees. However, their views on the role played in each other can not match.

• Change in the organization: technical, organizational and others. The Man with caution applies to any changes, especially if they occur in the workplace. An employee with seniority, will be incredulous to perceive novelty at work, he is more familiar and easier to work under the old rules. Therefore, if the user wish to change the old way, to improve material-technical base, this can result in a protest of the workers.

• The duties of a public servant is not clearly stated for which he is responsible. If within the organization people clearly do not know how responsibilities are divided, in the case of unpleasant situations of wine to shift them against each other. Therefore, a good Manager should clearly list the responsibilities of each employee and assign them responsibility for a particular situation.

Interpersonal causes of conflict

The Staff of any organization consists of people with different temperaments, outlooks on life, habits. So, being in close and constant contact with each other, employees engage in interpersonal conflicts.

The Causes of organizational conflict:

• Bias. There are situations when two people are unfair to each other because of personal antipathy, though the labor process is irrelevant. If one of them has more power (head), it may be unfair to reduce wages or to apply penalties to the slave. In this case, the relationship between them will constantly be in a state of conflict.

• Violation of territory. Working, people get used to his working place, environment Department. And a situation when the employee relocates to another Department, can cause irritation from the employee, the reluctance to change the situation and the usual team.

• In the organization a person who just provokes conflicts. There are people who by their relations to others seem designed to attract conflict. The reason may lie in their high self-esteem and the desire to show that they are the most worthy.

The Four common group conflicts

The Organizational and managerial causes of the conflict relate to the functionality of the organization. There are four General groups of development conflict situatsii:

1. Strukturno-organizacionnaya.
2. Funktsionalno-organizacionnaya.
3. Lichnostno-funkcionalna.
4. Situation-upravlencheskaya.

The First kind of reasons occurs when the organizational structure does not match the tasks to be accomplished. Ideally, it should be developed under the tasks, execution of which institution will do. If the structure is designed correctly and does not correspond to the tasks to be accomplished, the team is developing structural-organizational conflict.

To Approach the organization structure is necessary carefully, especially if the company constantly changing field. This should be taken into account.

Functional organizational reasons appear for violation of relations of the organization with the external environment, differences between departments, employees.

If a qualified employee does not meet the requirements of his position or job responsibilities does not meet his standards, personal qualities, it will cause conflict with the personal and functional reasons.

Situational management the causes of conflict appear when errors of the heads or subordinates in the performance of work tasks. If a management decision was originally taken in error, to execute it properly will not work. This will trigger the appearance of conflict between employees who carry it out. Organizational and managerial conflict can occur when setting unrealistic targets.

Types of conflict resolution

Methods implementing the resolution of organizational conflict can be classified into three groups:

1. Unilateral – one side suppresses the second.
2. Compromise – each party makes concessions, and they stop in that moment, when the solution satisfies both.
3. Integrative – the problem is solved with the new developed option. In this case each side believes that its invention.

However, only the third method is able to resolve the situation. In the first two groups, the conflict still remain, just to a lesser extent.

Ways out of conflict situations

The Management of organizational conflict can be carried out with the help of such situations:

• Translationsconflict at the interpersonal level. This practice makes it easier to resolve the conflict. In practice it looks so: formed small, about one number of participants in the conflict group. With them starting to work psychologists. Using a variety of techniques psychologists suggest the participants to consider what will bring more conflict in the development of the company, positive or negative. Whether it is so important the subject of the dispute to have a conflict? Also specialists perform a variety of exercises from social training, such as the exchange of roles; learn to semireflexivity. This allows you to calm and relax your employees, to get them to reconsider their views on the conflict.

However, the complexity of this method is that when groups return to their jobs, they can succumb to the majority and again to be dragged into the conflict.

• Appeal to the periphery of the conflict. Is a reference to at least involved in the conflict situation participants. Under the influence of the majority of employees are not involved in the dispute, the conflict will start to fade, since they will not get a new “outbreaks”.

• Legal mechanisms to resolve. Conflicts are solved through legal mechanisms: formal orders, orders and regulations.

• Organizational methods. these include: shift leader, identify informal leaders.

Conversation with employees

To prevent an organizational conflict organizations should periodically survey employees to find out what they need to perform their duties, what can they offer to enhance the functionality of the enterprise. Particularly relevant are the polls in upcoming innovations.

If there was an extreme situation, elimination of the conflict no time and urgently needs to make a decision, you can apply the power method – to enter the managerial decision that the Manager deems appropriate. But do not abuse it, since there is a dispute between employees and management.

Conclusion

As the conflict appeared together with mankind, they became an integral part of social life. Organizational conflict can improve the organization, for example, with the emergence of new ideas, improve workflow, and to suspend its development because of the high degree of conflict in the team: employees are busy only solution to their problems and disregard issues.

Therefore, the management companies must be able to timely and correctly resolve organizational conflicts. Right found a way to resolve a disputable situation will bring to the organization new ways of development, ideas and would preserve a friendly team.