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An analysis of task interpersonal organizational and non-organizational conflicts

Citace:
JERMÁŘ, M. An analysis of task interpersonal organizational and non-organizational conflicts. In Crafting Global Competitive Economies: 2020 Vision Strategic Planning & Smart Implementation. Milan: International Business Information Management Association (IBIMA), 2014. s. 1371-1382. ISBN: 978-0-9860419-3-8
Druh: STAŤ VE SBORNÍKU
Jazyk publikace: eng
Anglický název: An analysis of task interpersonal organizational and non-organizational conflicts
Rok vydání: 2014
Místo konání: Milan
Název zdroje: International Business Information Management Association (IBIMA)
Autoři: PhDr. Milan Jermář Ph.D. ,
Abstrakt EN: The paper focuses on the analysis of interpersonal organizational and non-organizational work/task conflicts. The existence of contemporary organizations is often associated with the occurrence of conflicts between individuals and between groups. In this paper interpersonal conflicts are studied primarily in the context of the social process theory of conflicts, which sees the conflict as a dynamic process that occurs between individuals and/or between groups who are in the situation of a mutual interdependence and of a presence of special situational and personal conditions (different interests, goals, etc.). The left hand column technique was used for recording of 68 work-related conflicts. Conflicts were analyzed using the content analysis and the original method that applied three characteristics of conflicts and nine conflict resolution components. Different parametres of work conflicts, of asymmetric conflicts (the relationship between superior and subordinate), of symmetric (equivalent) organizational and non-organizational work/task conflicts were studied. In the area of the characteristics of conflicts the most emotionally negative aspects appeared in symmetric/equivalent organizational conflicts, but the emotional characteristic of conflicts seemed to be less problematic than the characteristic of disagreement in the cognition of conflicts and the characteristic of the interference (the negative impact) on participants´ behavior. In the area of the components of the conflict resolution Mutual benefits agreements and Options for mutual gain appeared as the most problematic aspects. The paper offers the original methodology for the analysis of interpersonal work conflicts, brings some assumptions for a future research on work-related conflicts and some ideas for conflict resolution and management of conflicts in the organizational practice.
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