Causes of conflict

Many leaders of various organizations perceive any disagreement among employees as a negative phenomenon and extremely harmful for work. Find out the causes of conflicts in the organization is sometimes quite difficult. However, a good leader should be able to do this. In addition, it should be noted that without the disputes and discussions it is impossible to fully develop the company. For successful resolution of unpleasant situations, it is necessary to know the causes of conflicts and be able to eliminate them. All of them are divided into 2 main groups: constructive and destructive.

Constructive conflicts are expressed in discussions, disputes. At the same time, opponents listen to each other and find the right solution. Such conflicts are very useful for the organization, since they lead to the emergence of fundamentally new ideas. It is very important for the leader in this situation not to stand on someone's side, but to bring the dispute to an end. Otherwise, employees may perceive the superior's opinion as correct, even if it is not.

Destructive conflicts are based on interpersonal relations, rejection by each other's employees. On this basis, small groupings arise between which squabbles and petty squabbles constantly occur. All this takes up a significant part of the working time and leads to a decrease in efficiency. In this case, the causes of conflicts need to be eliminated and to ensure that in the future the situation does not recur.

There are a number of factors that affect the behavior of employees and are the main causes of discord in the team:

1. Management factors:

• Uneven distribution of responsibilities;
• Discrepancy of rights and responsibilities;
• Discrepancy of rights and duties;
• Discrepancy between duties and requirements.

2. Organizational factors:

• Poor organization of work;
• Disproportionate load;
• Incorrect working conditions;
• Lack of rest;
• Lack of discipline.

3. Professional factors:

• Lack of a staffing system;
• Poor quality of workers' training;
• Lack of growth prospects.

4. Economic factors:

• Low wages, lack of bonus system and material incentives;
• Delay in payment of wages.

5. Other factors related to the activities of the head:

• Violation of official ethics;
• Biased evaluation of the performance of individual workers;
• Violation of the law.

The causes of conflicts are far from being limited to this list. Any leader can supplement it and allocate its own. Nevertheless, in any case, you need to know the most effective ways to resolve conflicts. There are several basic strategies.

When the conflict is sluggish, there is no strong assertiveness, the following strategy is applicable: an open struggle for one's interests. At the same time, the person (leader) must be absolutely sure of his correctness and correctness of the decisions made. Realize your intentions by applying authority, authority and dependence of partners.

If the causes of conflicts are more serious, then first of all they need to be smoothed out and maintain a favorable relationship. In no case can you raise your voice. Stressing common problems and interests, avoiding disagreements, is the only way out of this situation.

In the case when the conflict has flared up in full force, it becomes quite difficult to regulate it. Both sides need to make some concessions and achieve mutual satisfaction. In this case, opponents need to listen to each other and find a solution in which no one loses or wins.

The result of applying any strategy depends on the complexity of the situation. As a rule, managers who are able to apply the received knowledge in practice most effectively resolve conflict situations .