Structural methods of resolving industrial action as a factor in the organizational culture of the modern leader.
In the conditions of modern market-oriented economy's efficiency Chief is one of the main factors determining the prospects for continued existence and development of the company. There are several effective ways to manage conflict. They can be divided into two categories: structural and interpersonal. As we known, the leaders should not be considered cause for conflict situations a simple difference in the characters of subordinates. Of course, the difference could lead to conflict in a particular case, but it is just one of the factors that may cause a conflict. The leader should begin by analysing the actual reasons, and then use the appropriate method. Reduce the possibility of conflict by applying the techniques of conflict resolution.
-Clarification of the requirements for the job. One of the best management practices to prevent dysfunctional conflict-explanation of the head of what results are expected from each employee and business unit. Here must be mentioned parameters such as level results to be achieved, who provides and who receives the information, the system of authority and responsibility, as well as clearly defined policies, procedures and rules.
-Coordination and integration mechanisms. Another method of controlling the conflict situation is the application of the coordination mechanism. One of the most common mechanisms-the chain of command. As a long time ago said Weber and representatives of school administration, establishing a hierarchy of authority orders the human interaction, decision making and information flow within an organization. If two or more employees have a disagreement on an issue, conflict can be avoided by appealing to their overall Commander, requesting it to take a decision, the principle of unity of command makes it easier to use a hierarchy to control the conflict because slave knows whose decisions he must obey.
-Corporate complex objectives. Establishing enterprise-wide integrated objectives-another structured way to manage the structural situation. The effective implementation of these goals requires joint efforts of two or more employees, groups or departments. The idea, which is embedded in these higher purpose-to direct the efforts of all the participants to achieve a common goal.
For example, if three shifts of production department conflict with each other, should be the goal for its Department and not separately for each shift. Summary of the higher principles (values) of the Organization disclosed the content of the integrated objectives. The company tries to reduce the possibility of conflict, outlining the organization-wide comprehensive objective to achieve greater coherence and of all staff.
-Structure of the system of rewards. Rewards can be used as a method of managing conflict, influencing human behaviour to avoid dysfunctional effects. People who have contributed to the achievement of organizational objectives, integrated help other teams and try to approach the problem in a comprehensive manner, should be rewarded greatly appreciated, award, recognition or promotion. It is equally important that the remuneration system does not encourage damaging behaviour of individuals or groups.
A major factor of sustainable development of enterprises is a rational strategy for the management of their human resources and to create conditions for their development. Human resources have a direct impact on the final results of enterprises activity, determining the effectiveness of its functioning. Therefore, in the present conditions of the development of economic relations is one of the most important conditions for enhancing the efficiency of industry is the development of an organizational culture conducive to unity of the employer and the employee.
-Coordination and integration mechanisms. Another method of controlling the conflict situation is the application of the coordination mechanism. One of the most common mechanisms-the chain of command. As a long time ago said Weber and representatives of school administration, establishing a hierarchy of authority orders the human interaction, decision making and information flow within an organization. If two or more employees have a disagreement on an issue, conflict can be avoided by appealing to their overall Commander, requesting it to take a decision, the principle of unity of command makes it easier to use a hierarchy to control the conflict because slave knows whose decisions he must obey.
-Corporate complex objectives. Establishing enterprise-wide integrated objectives-another structured way to manage the structural situation. The effective implementation of these goals requires joint efforts of two or more employees, groups or departments. The idea, which is embedded in these higher purpose-to direct the efforts of all the participants to achieve a common goal.
For example, if three shifts of production department conflict with each other, should be the goal for its Department and not separately for each shift. Summary of the higher principles (values) of the Organization disclosed the content of the integrated objectives. The company tries to reduce the possibility of conflict, outlining the organization-wide comprehensive objective to achieve greater coherence and of all staff.
-Structure of the system of rewards. Rewards can be used as a method of managing conflict, influencing human behaviour to avoid dysfunctional effects. People who have contributed to the achievement of organizational objectives, integrated help other teams and try to approach the problem in a comprehensive manner, should be rewarded greatly appreciated, award, recognition or promotion. It is equally important that the remuneration system does not encourage damaging behaviour of individuals or groups.
A major factor of sustainable development of enterprises is a rational strategy for the management of their human resources and to create conditions for their development. Human resources have a direct impact on the final results of enterprises activity, determining the effectiveness of its functioning. Therefore, in the present conditions of the development of economic relations is one of the most important conditions for enhancing the efficiency of industry is the development of an organizational culture conducive to unity of the employer and the employee.
