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Title:KONFLIKTI - NEGATIVNI UČINKI V ORGANIZACIJI
Authors:Miškulin, Marija (Author)
Uršič, Duško (Mentor) More about this mentor... New window
Files:.pdf VS_Miskulin_Marija_2009.pdf (267,94 KB)
 
Language:Slovenian
Work type:Undergraduate thesis (m5)
Organization:EPF - Faculty of Business and Economics
Abstract:Delovno organizacijo sestavljajo med ostalim tudi ljudje, ki so zaradi delovne obveznosti prisiljeni vsakodnevno sodelovati ter se soočati. Glede na to, da v delovni organizaciji preživimo večji del vsakdanjika, je neizogibno, da se pojavijo konflikti. Konfliktne situacije spodbujajo spremembe, nove zamisli in ideje, sicer pa ignorirani in nerazrešeni konflikti lahko imajo pogubne posledice za organizacijo, zaradi česa je naloga vseh udeleženih v konfliktu ter vodij, da se čimprej soočajo z njimi. S konflikti se je smotrno soočati že ob samem nastanku oziroma ko jih zaznamo in prepoznamo, saj se bomo tako izognili morebitnemu razvitju mobinga. Za uspešno razrešitev konfliktov je potrebno poznati vzroke ter načine reševanja in obvladovanja konfliktov. Nezadovoljstvo zaposlenih, okrnjena in otežena komunikacija, absenteizem, fluktuacija, zmanjšanje učinkovitosti in produktivnosti, upadanje motiviranosti in lojalnosti organizaciji so nekateri od stroškov, ki jih povzročajo neobvladani konflikti in posledično mobing. Vzroke za mobing največkrat najdemo v organizaciji dela (nejasna navodila, premalo zaposlenih, visoka odgovornost in nizka možnost odločanja, podcenjevanje sposobnosti in dela zaposlenih). Vsaka delovna organizacija, ki želi biti uspešna in konkurenčna na trgu in se zaveda prednosti in slabosti konfliktnih situacij ter pomembnosti človeškega kapitala, se bo zavzemala za izboljšanje delovnih pogojev ter za pristne in zdrave medsebojne odnose. Zavedala se bo dejstva, da vlaganja v pozitivno klimo ter v pristne odnose je bolj donosno kot ingnorirani in neobvladani konflikti. Zaradi tega je smotrno, da se managerji odločajo za izobraževanje vodilnega kadra glede pravilnega ravnanja v primeru konfliktov in mobinga.
Keywords:konflikt, organizacijski konflikt, vertikalni konflikt, horizontalni konflikti, ravnanje s konflikti, reševanje konfliktov, posledice konfliktov, pozitivni učinki konfliktov, negativni učinki konfliktov, mobing, posledice mobinga
Year of publishing:2009
Publisher:[M. Miškulin]
Source:Koper
UDC:331.4
COBISS_ID:10027292 Link is opened in a new window
NUK URN:URN:SI:UM:DK:VTGTZHLP
Views:2787
Downloads:785
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Categories:EPF
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Secondary language

Language:English
Title:CONFLICTS - NEGATIVE EFFECTS IN THE ORGANIZATION
Abstract:A working organization is comprised of, besides other, the people who find themselves compelled to cooperate with and face each other. Regarding the fact that one spends most of his day in a working organization it is inevitable that conflicts arise. Conflict situations stimulate changes, new ideas; on the other hand unsolved conflicts can have fatal consequences for the organization. It is therefore the task of the people involved in a conflict, especially the managers, to cope with conflicts as soon as possible. It is reasonable to face conflicts when they arise or when we first detect and recognize them and so be able to avoid possible development of mobbing. In order to solve conflicts thoroughly, we need to know the motives and the ways of solving and mastering conflicts. Dissatisfaction of employees, bad and aggravated communication, absentism, fluctuation, lessening of performance and productivity, decrease of motivation and loyalty to the organization are the expences of unmenageable conflicts and consequently mobbing. The motives for mobbing are usually found in the layout of organizing work: unclear instructions, too few employees, high responsibility and low decision level, underestimation of capability and performance of employees. Every working organization striving for success and competition, conscious both of the benefits and weaknesses of conflict situations and importance of human capital will take care to improve working conditions and strive for genuine and healthy human relations. It will be aware of the fact that investing in the positive working climate and genuine relations is far more profitable than ignored and unsolved conflicts. It stands to reason for managers to decide on educating managerial workers on proper conflict managing and mobbing.
Keywords:Conflict, organization conflict, vertical conflict, horizontal conflict, managing of conflicts, solving conflicts, conflict consequences, conflict positive effects, conflict negative effects, mobbing, mobbing consequences


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