Συγκρούσεις στο χώρο των οικονομικών οργανώσεων.
Δεν υπάρχει διαθέσιμη μικρογραφία
Ημερομηνία
2008-2-28T16:36:52Z
Συγγραφείς
Τίτλος Εφημερίδας
Περιοδικό ISSN
Τίτλος τόμου
Εκδότης
Τ.Ε.Ι. Κρήτης, Σχολή Διοίκησης και Οικονομίας (Σ.Δ.Ο), Τμήμα Διοίκησης Επιχειρήσεων
Τ.Ε.Ι. Κρήτης, Σχολή Διοίκησης και Οικονομίας (Σ.Δ.Ο), Τμήμα Διοίκησης Επιχειρήσεων (Ηράκλειο)
T.E.I. of Crete, School of Management and Economics (SDO), Departement of Business Administration
T.E.I. of Crete, School of Management and Economics (SDO), Department of Business Administration (in Heraklion)
Τ.Ε.Ι. Κρήτης, Σχολή Διοίκησης και Οικονομίας (Σ.Δ.Ο), Τμήμα Διοίκησης Επιχειρήσεων (Ηράκλειο)
T.E.I. of Crete, School of Management and Economics (SDO), Departement of Business Administration
T.E.I. of Crete, School of Management and Economics (SDO), Department of Business Administration (in Heraklion)
Επιβλέπων
Περίληψη
Οι οργανισμοί είναι ένα αναπόσπαστο κομμάτι της σημερινής κοινωνίας και του τρόπου ζωής μας, καθώς τα άτομα που εργάζονται σε αυτούς ολοένα και αυξάνονται. Ως οργανισμό θα μπορούσε να οριστεί η συνεργασία δύο ή περισσοτέρων ατόμων με σαφείς αντικειμενικούς σκοπούς και μια ξεκάθαρη σχέση ιεραρχίας. Οι αντιθέσεις μέσα στο χώρο των οικονομικών οργανώσεων ή επιχειρήσεων είναι αναπόφευκτες, όπως αναφέρθηκε και πιο πάνω. Αυτός που φέρει την ευθύνη για τη διευθέτηση και εξομάλυνση των διαφόρων αντιθέσεων και συγκρούσεων που θα προκύψουν σε έναν οργανισμό είναι ο μάνατζερ. Ο μάνατζερ, υπεύθυνος για τη σωστό προγραμματισμό, τη σωστή οργάνωση και λειτουργία του οργανισμού, οφείλει να αναγνωρίζει τις συνθήκες που μπορεί εν δυνάμει να προκαλέσουν συγκρούσεις, και σαφώς να λειτουργήσει ως διαμεσολαβητής ώστε οι αντιθέσεις που προκύπτουν να διευθετηθούν με τον καλύτερο δυνατό τρόπο για τους εργαζόμενους, και ως απόρροια αυτού, και για τον ίδιο τον οργανισμό. Η εργασία αυτή έχει την ακόλουθη δομή: Στο πρώτο κεφάλαιο παρουσιάζονται οι βασικές μορφές, στις οποίες μπορούν να παρουσιαστούν οι αντιθέσεις/ συγκρούσεις. Στο δεύτερο κεφάλαιο γίνεται μια απόπειρα παρουσίασης των αιτιών που τις προκαλούν, στο τρίτο αναφέρονται οι επιπτώσεις των συγκρούσεων, ενώ στο τέταρτο αναλύονται οι τρόποι με τους οποίους ένας μάνατζερ ή διευθυντής/ επικεφαλής ενός οργανισμού ή ενός τμήματος μπορεί να διευθετήσει τις συγκρούσεις. Τέλος, στο πέμπτο κεφάλαιο παρουσιάζονται διαφορετικές θεωρήσεις των συγκρούσεων. Στο συγκεκριμένο κεφάλαιο κύριο ενδιαφέρον έχει η θεώρηση της σύγκρουσης ως ωφέλιμη για τον οργανισμό.
Organizational behavior is a subject that many researchers devote a lot of time studying, as organizations are a part of modern society and way of life. This project focuses on the conflicts that arise in an organization from time to time during the course its action between its members. In the following pages the forms of conflicts will be analysed. From the point of view of various hierarchical levels and relationships, various forms of conflicts arise, as is expected. In addition to that, there is also the division which refers to the nature of the conflict regarding one person only. Such conflicts would be the intrarole conflict, the interrole conflict, the intra-reference conflict and the role-personality conflict. Moreover, the case of conflict amongst groups in the organization is discussed. Following that, the reasons and causes of conflicts are presented. The causes are a useful tool of the utmost importance for a manager that wants and needs to solve or neutralize the effects of a conflict, as well as the very conflict itself. After the causes and various reasons for the emergence of conflicts, the effects and impacts of organizational conflicts are discussed. In this part an important note is made as far as the nature of the impact is concerned. The conflict does indeed have a negative impact on the organizational life and the organizational culture, but not in all cases. Many times, it results in positive outcomes. As researchers suggest, a manager should provoke conflict so that the organization should gain from its positive impacts. Furthermore, the ways and means by which to solve a conflict are presented and briefly discussed. In that part a model is presented, that deals with solving a conflict in terms of two variables: interest in one s own welfare and interest in the welfare of others. Lastly, the nature of a conflict, as mentioned above (dysfunctional, normal, functional), as discussed.
Organizational behavior is a subject that many researchers devote a lot of time studying, as organizations are a part of modern society and way of life. This project focuses on the conflicts that arise in an organization from time to time during the course its action between its members. In the following pages the forms of conflicts will be analysed. From the point of view of various hierarchical levels and relationships, various forms of conflicts arise, as is expected. In addition to that, there is also the division which refers to the nature of the conflict regarding one person only. Such conflicts would be the intrarole conflict, the interrole conflict, the intra-reference conflict and the role-personality conflict. Moreover, the case of conflict amongst groups in the organization is discussed. Following that, the reasons and causes of conflicts are presented. The causes are a useful tool of the utmost importance for a manager that wants and needs to solve or neutralize the effects of a conflict, as well as the very conflict itself. After the causes and various reasons for the emergence of conflicts, the effects and impacts of organizational conflicts are discussed. In this part an important note is made as far as the nature of the impact is concerned. The conflict does indeed have a negative impact on the organizational life and the organizational culture, but not in all cases. Many times, it results in positive outcomes. As researchers suggest, a manager should provoke conflict so that the organization should gain from its positive impacts. Furthermore, the ways and means by which to solve a conflict are presented and briefly discussed. In that part a model is presented, that deals with solving a conflict in terms of two variables: interest in one s own welfare and interest in the welfare of others. Lastly, the nature of a conflict, as mentioned above (dysfunctional, normal, functional), as discussed.