Управление конфликтом как фактор развития организации
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2016
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Одеський національний університет імені І. І. Мечникова
Анотація
В статье рассматриваются вопросы управления конфликтом в организации. Анализируются возможные способы урегулирования конфликтов. Исследуются предпосылки использования различных моделей посредничества, в том числе модеративного вмешательства, при решении сложившихся противоречий в организации.
У статті розглянуто питання управління конфліктом в організації. Аналізуються можливі способи врегулювання конфліктів. Досліджуються передумови використання різних моделей посередництва, у тому числі модеративні втручання при вирішенні протиріч в організації.
The need of modern Ukrainian society in scientific grounding of ways, methods and technologies of regulation of social conflicts and making optimal managerial decisions with the purpose of not only prevention of conflict situations but also development of organization grows. The purpose of the article is description and analysis of efficiency of usage of modern methods of conflict management within the organization. Mediation and conflict moderation can serve such methods. From the point of view of R. Dahrendorf, a conflict is an inevitable result of any management system and any hierarchically organized system. The conflict is localized within the sectors or within the enterprise. R. Dahrendorf considers that application of term «regulation» to conflict is much more accurate than the term «settlement». Full settlement of conflict is impossible. Managerial activity by definition includes conflict of interest, misalignment of aims and limitation of resources. To optimize intra-organizational processes upon realization of contradictions in the article, it is suggested to use mediation technologies of conflict regulation. As a result of negotiations process, realization of own interests and the interests of the other party occurs, the realization of mutual losses borne by the parties at the state of conflict escalation, detection of mutual interests. The third party can initiate change of point of view of the problem. This is the central function of mediation. As the mediator can carry out the most various functions, there is a large variety of mediation models. The mediator acts as a mediator or a moderator who gradually clarifies the psychological and intrinsic grounds of the conflict situation and helps the conflicting parties find a settlement of conflict unassisted. Moderation has the following characteristics: it is concentrated on a certain problem; oriented at cooperation but not at competition; excludes formal control and estimation; contains the ways of activity showing the path for problem settlement for the group; creates psychologically comfort conditions for professional activity entities. Finally, moderation serves a source of development of organizational relations.
У статті розглянуто питання управління конфліктом в організації. Аналізуються можливі способи врегулювання конфліктів. Досліджуються передумови використання різних моделей посередництва, у тому числі модеративні втручання при вирішенні протиріч в організації.
The need of modern Ukrainian society in scientific grounding of ways, methods and technologies of regulation of social conflicts and making optimal managerial decisions with the purpose of not only prevention of conflict situations but also development of organization grows. The purpose of the article is description and analysis of efficiency of usage of modern methods of conflict management within the organization. Mediation and conflict moderation can serve such methods. From the point of view of R. Dahrendorf, a conflict is an inevitable result of any management system and any hierarchically organized system. The conflict is localized within the sectors or within the enterprise. R. Dahrendorf considers that application of term «regulation» to conflict is much more accurate than the term «settlement». Full settlement of conflict is impossible. Managerial activity by definition includes conflict of interest, misalignment of aims and limitation of resources. To optimize intra-organizational processes upon realization of contradictions in the article, it is suggested to use mediation technologies of conflict regulation. As a result of negotiations process, realization of own interests and the interests of the other party occurs, the realization of mutual losses borne by the parties at the state of conflict escalation, detection of mutual interests. The third party can initiate change of point of view of the problem. This is the central function of mediation. As the mediator can carry out the most various functions, there is a large variety of mediation models. The mediator acts as a mediator or a moderator who gradually clarifies the psychological and intrinsic grounds of the conflict situation and helps the conflicting parties find a settlement of conflict unassisted. Moderation has the following characteristics: it is concentrated on a certain problem; oriented at cooperation but not at competition; excludes formal control and estimation; contains the ways of activity showing the path for problem settlement for the group; creates psychologically comfort conditions for professional activity entities. Finally, moderation serves a source of development of organizational relations.
Опис
Ключові слова
групповой конфликт, управление конфликтом, посредничество, медиация, модерация, развитие организации, соціальний конфлікт, управління конфліктом, медіація, модерація, переговорний процес, розвиток організації, social conflict, conflict management, mediation, moderation, negotiations, organizational development
Бібліографічний опис
Вісник Одеського національного університету = Odesa National University Herald