Ключові управлінські навички сучасності: управління особистісним стресом та конфліктами у команді

Abstract

Abstract. Introduction. The article examines the relationship between personal stress and possible consequences for the team and the organization. The consequences of stress at the organizational level are expressed in absenteeism, employee dissatisfaction with their work, and staff turnover. Purpose. The state of tension that arises in a person under the influence of stressors causes a clash of sides, thoughts and forces. Conflicts arise in all teams and organizations. The very process of solving any conflicts causes changes in personal, organizational or social life, which are always met with resistance by the individual. Results. The proposed classification of types of stress depending on the source of stress. The main strategies for eliminating stressors are substantiated. For example, key strategies for dealing with confrontational stressors are cooperation and developing emotional intelligence. Thanks to the development of emotional intelligence, the amount of stress and conflicts decreases, the level of cooperation increases, and more effective interpersonal relationships are established. The article analyzes the causes and dynamics of the development of conflict situations arising on the basis of the stressful state of the individual. Managing personal stress is one of the most important leadership skills. It is necessary to understand the essence of conflicts, to know the types of conflicts, to be able to diagnose the type of conflict, to choose the optimal conflict management strategy, to be able to transform a relationship conflict into a conflict related to a task or process. It is determined that the process of resolving any conflicts causes changes, be it in personal, organizational or social life. It was found that the main obstacle on the way of organizational development is non-acceptance of changes and resistance to changes on the part of people, since the very exit from the usual comfort zone already causes resistance. Conclusions. The leader must be ready for resistance to change from the employees, because the reasons for resistance are: threat to personal interests, uncertainty, disagreement in views and goals. The article proposes the main ways to overcome such resistance, namely: training and counseling, participation and involvement, assistance and support, negotiations and agreements.