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Title:MANAGEMENT KONFLIKTOV V PODJETJU
Authors:Tischler, Barbara (Author)
Potočan, Vojko (Mentor) More about this mentor... New window
Files:.pdf UNI_Tischler_Barbara_2010.pdf (1,34 MB)
 
Language:Slovenian
Work type:Undergraduate thesis (m5)
Organization:EPF - Faculty of Business and Economics
Abstract:Sodobni globalni svet, kjer je dinamika procesov izredno hitra, zahteva od zaposlenih, njihovih vodij ter podjetij nenehno prilagajanje in z njimi povezane spremembe, ki pa lahko privedejo do konfliktnih situacij v nas samih, v podjetjih, nenazadnje pa tudi v okolju, v katerem živimo. Vzrok za nastajanje konfliktov je lahko naša nepripravljenost na spremembe in toga drža ali pa tudi načini upravljanja in vodenja podjetij in njihova nepripravljenost za nove izzive globalnega okolja. Lahko rečemo, da ni podjetja ali organizacije, v kateri med sodelavci ne bi bilo konfliktov. Podjetje, ki trdi, da znotraj njega ni konfliktov, živi v iluziji, pa naj bo to posledica namernega ali nenamernega prikrivanja resnice. Obstaja več vrst konfliktov, med katerimi smo se bolj posvetili konfliktom v podjetju, ki jih lahko delimo na interpersonalne, intrapersonalne, konflikte med skupinami, konflikte v skupini in konflikte interesov. Konflikte je potrebno reševati in ne bežati pred njimi, kajti s tem situacijo samo še poslabšamo. Za uspešno reševanje konflikta pa je potrebno poznati njegov izvor, nato pa se lahko posvetimo reševanju le-tega. V podjetju je veliko vzrokov, ki pripomorejo k nastanku konflikta, kot na primer preobremenjenost z delo, prenizka plača, različni interesi med zaposlenimi in vodstvom podjetja, tekmovalnost, ipd. Zato je v vsakem podjetju potrebna dobra organizacija in sposobno vodstvo, ki mora uspešno upravljati s nastalimi konflikti. Z izvedeno anketo smo v izbranem podjetju prikazali pogostost konfliktov, njihove najpogostejše vzroke, posledice, tako negativne kot tudi pozitivne ter protikonfliktne ukrepe vodstva podjetja. V izbranem podjetju se pojavljajo tako močni oziroma intenzivni konflikti, da je veliko ljudi celo razmišljalo o menjavi službe, vendar so se kasneje uspešno pogovorili z vodstvom podjetja, ki jim je obljubilo spremembe, in so se odločili ostati. V podjetju bi bilo potrebno posvetiti več pozornosti motiviranju in nagrajevanju zaposlenih ter bolj skrbeti za ohranitev kadra, da ne bi več razmišljal o menjavi službe. To lahko dosežemo na več načinov, zagotovo pa je najpomembneje, da se z ljudmi odkrito pogovarjamo in jim damo vedeti, kako dragoceni in posebni so za nas, tu in tam jim pa lahko nakažemo naklonjenost tudi z majhnimi darili ali finančno stimuliramo. Zavedati se je namreč potrebno, da je dobro podjetje sestavljeno iz še boljšega kadra.
Keywords:konflikt, interpersonalni konflikt, intrapersonalni konflit, konflikt v skupini, konflikt med skupinami, konflikt interesov, vzroki konfliktov, posledice konfliktov, organizacija, upravljanje konfliktov.
Year of publishing:2009
Publisher:[B. Tischler]
Source:Maribor
UDC:658.3
COBISS_ID:10395164 Link is opened in a new window
NUK URN:URN:SI:UM:DK:TG6QDN3N
Views:2241
Downloads:323
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:EPF
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Secondary language

Language:English
Title:MANAGEMENT OF CONFLICT
Abstract:Modern global world, where extremely fast dynamic processes, requires of employees, their leaders and businesses, are constantly adapted and associated with changes, which can lead to individuale conflict situations, conflicts in companies, and finally in the environment in which we live in. The reason for the emergence of conflict may be our unwillingness to change, rigid posture or even modes of governance and management and their unwillingness to new global challenges. We can say that no company or organization is withoat conflicts. The company, which claims that there is no conflict is living in illusion, whether it is deliberate or unintended consequence of hiding the truth. There are several types of conflicts, of which we are more devoted to conflict in the company, which can be divided into interpersonal, intrapersonal, conflict between groups, group conflicts and conflicts of interest. Conflicts need to be resolved and not put it down, because this could make the situation even wors. To solve a problem it is important to know its origin to devote your attention to it. In this particular company are many causes that contribute to the emergence of conflict, such as work overload, under-paid, different interests between employees and company management, competition, etc. Therefore a good organisation and capable management that takes care of proper conflict in every company is important. We made a survey in a particular company which shows the frequency of conflicts, their most common causes, consequences, negative and positive and the company's management strategy against conflicts. In this particular company strong or intense conflicts are present, this is a reason why many empoyees had thought about changing their job, but after having a conversation with their management, who have promised change,they decided to stay. The company would need to devote more attention to motivating and rewarding employees, and more care to maintain the staff to no longer thinking about changing job. This can be achieved in many ways, certainly the most important thing is to talk openly with people and give them to know how precious and special are to the company. It would also be welcome if the company would show its support by giving the empoyees small presents or financial stimulations. We have to be aware that good employees make even a better company.
Keywords:conflict, interpersonal conflict, intrapersonal konflit, group conflict, conflict between groups, conflict of interests, the causes of conflict, the consequences of conflict, organization, conflict management.


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