| Abstract [eng] |
The importance of conflict management at work integrates into the common environment of organizational culture, however the significance of the latter opens while talking about the results of actions. Existance of conflicts at work, usually at certain periods of practice, is not a sign of a faulty management, rather efficiency of management is discribed with purposeful conflict decisions and methods of management. Object of this paper – special interactions among people in the working space, expressions of relationships – conflicts and management. Object of the research – to find optimal set of actions while managing conflictual situations in the working place. During the research some clear tendencies were recognized and they are related to the management of conflicts at work: conflict level at work is usually moderate; most of the respondents are usually satisfied with the end of their conflict solution; most of the respondents think, that management of conflicts at work is a competence of the whole working group; conflicts at work are identified, but their analysis and search of the most efficient solution is implemented quite rarely. An offered conflict management model was created by appealing to practical research tendencies, it diverges with a wider process regard and involves not only management of a particular conflict which has already risen up, but also pre-conflict and after-conflict plane. |
