The result of any company depends onpeople working in it: not only on their qualifications, but also on how they interact and understand each other. Today, organizations often have intergroup conflicts that inevitably affect the productivity of work. In order to avoid its reduction, it is necessary to understand the sources of the formation of differences and methods of dealing with them.
Conflict is a collision of two sides, each ofwhich has its own view on a particular situation and stubbornly proves it. Everything can turn into quarrels, threats and even insults. Sometimes, such a phenomenon can also bring positive qualities: additional information and real opinions of employees are leaked, as a result of which one can really find an optimal solution. Everything will depend on how to coordinate the emerging differences.
Causes of intergroup conflicts can be veryvaried. Firstly, in any organization there are not infinite availability of resources, but management makes decisions on how to use them most effectively. However, the staff wants to increase everything that has, begins to divide resources, thus giving rise to conflict. Secondly, often the result of the work depends on the activities of the units. If one of them functioned incorrectly, intergroup conflict is inevitable. Thirdly, sometimes branches independently set a goal that they strive to achieve, no matter what. If she is given more working time than the overall mission of the organization, the staff provokes discord. Fourthly, employees can perceive circumstances differently due to their aspirations, studying only those features that are favorable for their group and their own needs. This cause of conflict is very common in organizations. Fifthly, if people of different ages, length of service, social status, with different experience and values work at the firm, intergroup conflict can easily arise. The sixth reason is the imperfection of communications. If the management does not clearly inform employees about job descriptions, it cannot accurately justify the reasons for the change in wages or makes mutually exclusive requirements, the result is a decrease in labor productivity, non-fulfillment of the plan and insufficient quality results.
Intergroup conflicts in organizations can be resolved in several ways.
1. Evasion - one of the accused parties takes the topic to a completely different area, citing the lack of time for fights.
2Smoothing - resolution of a dispute based on agreement with the opposite opinion or justification of one’s own judgment. The latter only superficially eliminates discord, inside a person is even more tuned against his opponent, so the situation is secretly exacerbated.
3. The search for a compromise involves the study of the positions of both parties and the determination of the optimal solution that best satisfies them.
4. Coercion is not a particularly effective option, in which one group has accumulated a lot of small offenses and makes claims that the other cannot resist.
5. Solving the problem. This method examines the perceptions of the circumstances of both groups, after which a specific solution strategy is developed.
From the people's perception of everything that happens and the degree of their trust in each other depends on how intergroup conflict is resolved.
