PATTERNS OF ORGANIZATIONAL CONFLICTS

Patterns of Organizational Conflicts

Patterns of Organizational Conflicts

Conflicts exist as long as there are people. However, the generally accepted theory of conflict, explaining their nature, impact on the groups, societies, no, although there are numerous studies on the occurrence, operation and management of conflicts. In some studies, "spiritual" father of the theory conflicts is Heraclitus, are references to Socrates and Plato. Quite frequent is the recourse to Hegel, to his teaching about the contradictions and struggle of opposites. Rise to the modern theories of conflict to study of a number of German, Austrian and American sociologists, in the early XX century: Georg Simmel, L. Gumplowicz, D. Smalley W. Sumner. The most famous of these is Georg Simmel. He regarded the conflict as an inevitable phenomenon in public life, which follows from the properties of human nature and personality inherent instinct of aggressiveness.

Memories of conflict usually cause unpleasant associations: threats, hostility, misunderstanding, try, sometimes bad, to prove their case, resentment. As a result, it was felt that the conflict is always a negative phenomenon, undesirable for each of us, and especially for executives, managers, because they have to deal with conflict more likely. Conflicts are considered as something that should be avoided if possible. The representatives of earlier schools of management, including supporters of the school of human relations, believe that the conflict is a sign of an inefficient organization's activities and poor management (Miyahara, Kim, Shin, & Yoon, 1998). In previous time, theorists and management practices are increasingly inclined to the view that some conflicts, even in the most effective organization in the best of relationships are not only possible but desirable. It is only necessary to manage conflict. Role conflict and its regulation in the modern society are so great that in the second half of the twentieth century to allocate special area of ??knowledge - Conflict. Large contributions to its development have been made in sociology, philosophy, political science, and, of course, psychology. Conflicts occur in almost all spheres of human life (Ting-Toomey, 1985).

Organizational Conflict

The concept of organizational conflict pertains to process the dispute or conflict, which consists in response to exercising great pressure on the part of a particular individual or group of individuals, or organization to another individual or group of individuals. They exist both from within the field of employment or in the field of community last, to change (positive or negative) in the structure or standards, or that individual values, or that group, or organization. The conflict is defined as a state of conflict occurs between two or more parties as a result of the interaction between them leads to a situation of tension in relations between the parties to the conflict resulting in poor performance and confuse the decision. There is no doubt that the conflict many reasons, including differences in values ??and trends and the different experiences and different goals, objectives and overlap of responsibilities and powers and different styles and personalities (Brew, & Cairns, ...