| Abstract [eng] |
SUMMARY Lithuania started following Community Directives that define corporate social responsibility for an employee after accession to the European Union. Therefore managers of organisations are supposed to pay more attention to staff management which aims not only at growth of labour productivity rates, but motivation of employees as well as ensuring of appropriate and positive working environment. Ability to manage organisational conflicts is the basis for managing conflicts in the national level. Everyone is a personality, however people depend on each other when they work together. They all have different political ideological beliefs, confess different religions, different background of education and social status of a family. Everyone has prejudice and a certain attitude towards value system. Everyone therefore is unique by its estimations and views and has a right to make mistakes and make their own decisions about good or evil. Moral maturity of businessmen affects not only economic indicators but intercommunication, attainment of goals of organisation as well as entire organisational environment. The paper aims at development of optimal model for solving conflicts within the organisation. The first part of the paper THEORETICAL ASPECTS OF CONFLICTS presents peculiarities of conflict management in organisations. A concept of conflict management, conflict causes and types as well as solution methods is provided based on scientific publications. This part also analyses empirical level of conflict examination in both Lithuanian and foreign organisations. The second part of the paper RESEARCH METHODOLOGY describes methods, aim and objectives of the research planned in local self administration and private organisations. Research sample and procedure of research organisation is also described. Research methods employed: questionnaire, interview and mathematical analysis (used to structure the results). The research proved hypotheses that were raised: • The manager of the organisation influence conflict management; • Proper method for conflict solution helps eliminate the conflict and improve management situation. The third part EMPIRICAL RESEARCH OF ORGANISATIONS, DATA ANALYSIS AND DISCUSSION OF RESULTS presents structured analysis of research data and research assessment. The results from the private and public organisations are compared. Recommendations for improvement of conflict management process along with optimal conflict solution model are provided based on analysis of the research. Analysis of how different authors interpret the concept of conflict management was carried out in the paper. Such analysis enabled drafting more precise definition of conflict management concept. Causes, types and solution methods of conflicts were structured and peculiarities of conflict management in private and public organisations were explored. Causes of conflicts and solution methods that are most characteristic to these organisations were determined. Importance of conflict management along with its positive and negative effects on organisations and their employees was based on theory. A questionnaire was drafted and employees of both private and public organisations were questioned. Results of the research will help in further surveys of organisations and will allow analysing other peculiarities of organisational conflict management better. The research proved the hypotheses. Recommendations for improvement of conflict management process were provided. Based on the results of the research a new model for solving conflicts was developed. The paper consists of introduction, 3 parts and conclusion. The paper comprises of major part described in 60 pages, including 5 tables and 24 figures. |
