For the constructive resolution of reactions in the organization, it is primarily necessary to identify the existing causes of conflict. They can be divided into several groups:
Let us Consider in more detail the main characteristics of each of them.
Subjective reasons of conflicts in organizations are mainly related to individual and psychological characteristics of opponents. They lead to the emergence of this interaction method. People will not go for a compromise resolution to the problem. He will not concede, to avoid conflict, to seek a mutually beneficial resolve contradictions.
If there are subjective reasons of conflicts, it chooses the so-called strategy of resistance. The fact that every pre-conflict situation, there is a real opportunity to prevent the collision. But the premise, which person will choose the opposition, will be subjective.
A Typical socio-psychological reasons of conflicts:
Basic interpersonal causes of the counter the following:
The Second group are more numerous and complex. The objective causes of conflict include organizational and managerial factors that affect the establishment and functioning of the organization, team and group.
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They can be divided into several large groups.
First, the structural-institutional causes of the conflicts arise when there is a mismatch the device requirements of the activities undertaken. The organization of the firm is determined by the tasks to solve, as it to resolve them and created. But opposition appears when you fail to achieve perfect compliance in the structure.
Second, functional organizational causes of conflict are caused by unsuccessful, merely leading to the functional relations of the organization with the environment. The premise may be a mismatch in the structural elements of the company, as well as between individual employees. To avoid this, external communications the company must comply with the maximum functional issues that must be addressed, ensuring their implementation.
Third, personal and functional reasons for the emergence of conflicts associated with the inability of the employee to comply with ethical and professional qualities in accordance with the requirements claimed by the post. That is why appears the confrontation between him and the leader.
Fourth, situational management and the causes of conflict are determined by the errors which allowed managers and subordinates in solving different kind of problems. When you select the wrong option, there is the likelihood of confrontation between the author and performers. In addition, if there is a failure by staff of the tasks set by the leadership, it will also raise the possibility of conflict on this issue.
So, without having knowledge about the causes and development of conflicts that will be difficult to achieve effective and timely resolution.
Alin Trodden - author of the article, editor
"Hi, I'm Alin Trodden. I write texts, read books, and look for impressions. And I'm not bad at telling you about it. I am always happy to participate in interesting projects."
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