11.7. Objective and subjective causes of conflicts
Most employees perceive their manager very often as a "hard" quot; because of violation of ethical rules of relationships.
If the ethical rules of the criticizing side are not fulfilled, the critic most often leads to the stress of the critic, so to this "bitter" the medicine needs to be approached with skill.
The emergence of a conflict between the parties involved in the delegation of authority leads to a hasty and unprepared adoption of the delegation method.
Psychological causes of conflicts in the organization are the leader's distrust towards his subordinates, hostility between the leader and members of the group.The initiated but incomplete attempt to suppress the conflict significantly aggravates the conflict, does not eliminate the cause of the collision, seriously damages the authority of the person who makes such an attempt. The more homogenous the work performed in the structural units, the less there are conditions for the emergence of conflict, less the burden on the leader in connection with the need to regulate and coordinate the activities of subordinates.
The sources of resource conflicts in the organization include: limited resources, violation of the principle of fairness and appropriateness in the allocation of resources.
The sources of innovative conflicts in the organization include: changes in the organizational structure, errors in the distribution of functions, violation of the usual rules, rules, relationships, the conformity of employees' skills to innovative changes.
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11.8. The role of conflicts in socio-economic development
The fight differs from the conflict in that it does not necessarily have a certain direction, it does not always have a strictly directed character.
The conflict differs from the competition in that it is always personal and requires the presence of an outright presence.
There are the following types of social interaction:
In accordance with the concept of M. Weber, for such a social organization as bureaucracy, a minimal conflict is characteristic.
System-functional conflict analysis is a kind of system analysis of the conflict, consisting in revealing the nature and ways of influence of some elements of the conflict on others, as well as its impact on conflicts of other levels and the social sphere as a whole.
The system-genetic analysis of the conflict is a kind of system analysis of the conflict, consisting in the opening of communication and conditionality of conflicts by elements of the macro- and microenvironment, the subjective world of the individual.
11.9. Social and psychological reasons for conflicts
The position of the representatives of the school of "human relations" with respect to conflicts lies in the fact that conflicts in the organization can be eradicated on the condition of humanizing labor, increasing job satisfaction, following a democratic leadership style.
The general objective causes of social conflict include:
- Unmet needs and the desire to satisfy them
- different degrees of participation in power;
- the discrepancy between people's goals and interests.
Global conflicts in the modern world include conflicts between developing and developed countries. Global conflicts differ in that:
- affect the interests of all people on the planet;
- are manifested at a certain stage of the development of mankind, when scientific and technological progress has significantly expanded the boundaries of human intervention in nature;
- have symptoms that are no less dangerous to humanity than the conflicts themselves (large-scale accidents, catastrophes, aggravation of contradictions in interstate relations).
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