ORGANIZATIONAL CONFLICTS MANAGEMENT

The greatest part of his working hours, a contemporary manager spends in communication – direct conversations, at group meetings, in writing the reports, letters, communication via e-mail. Many experts in the field of organization, management and leadership believe that effective communication is a basis for the effectivity of the organization of any type. Conflicts occur as a consequence of poor communication within an organization, among other things. This paper has a task to examine what are the causes of the conflicts among people, to define them and also to determine the cause and consequences of the conflict and to find the ways in which it would be possible to avoid or overcome the conflicts. Communication in a contemporary organization is one of the most significant strongholds of successful functioning and the indicator of most values related to the relational aspect of intellectual capital. The relations between the employees, between the employees and consumers, suppliers, associates at all levels make up one of the most important organization’s values (Grubić-Nešić, 2006.). D. Zelenović states the results of one research that was carried out in several companies, which show that: 1. An average business man spends about 60 – 90% of his regular business day engaged in communication, and only 10 – 40% in other activities, 2. Average time spent on daily business communication is further shared in the following way: Listening to associates, business partners, representatives of other companies – 45%, Direct oral information communicating, guidelines issuing and similar jobs – 30%, Reading the reports, proposals, requests and similar demands – 16%, Writting notices, designing the notes, designing the ideas Error! Bookmark not defined. – 9% (Zelenović, 1995.). The term conflict has many meanings and it is used to describe the events that range from internal unrest that occurs because of opposite needs or wishes, to the open violence between entire societies. In the context of organizational behavior, the term conflict primarily describes the examples when individuals or groups of individuals within an organization work against each other instead of working for each other. We are particularly interested in conflicts that emerge from the field of human work activity, having in mind the fact that work as a conscious and purposeful human activity is developed through a continuous process of creation and resolution of conflicts. Key elements of conflict are: Opposed interests of individuals or groups, Recognition of such contradictions, Belief of both sides that the other side will thwart its interests, Actions that have negative consequences. Conflict is a psychological situation in which there is an insurmountable obstacle to the accomplishment of individual’s goal. Behavioural symptoms that occur until the conflict is resolved are the following: Depression, Withdrawnness, Moodiness, ANNALS of the ORADEA UNIVERSITY. Fascicle of Management and Technological Engineering, Volume X (XX), 2011, NR2