МЕТОДОЛОГИЯ УПРАВЛЕНИЯ ОРГАНИЗАЦИОННЫМИ КОНФЛИКТАМИ

Abstract

Managing organizational conflicts in the current challenging environment caused by the pandemic is extremely important. Forced unpopular methods of personnel management, such as salary reduction, transfer to a reduced working day, remote work format, staff reduction, lead to resistance on the part of employees and exacerbate conflict situations. In the first half of 2020, they recorded 94 conflicts in the country – this is ten more conflicts than in the first half of 2019. Conflict management in an enterprise is a purposeful impact on them in the interests of the development of the social system to which the conflict relates, in order to minimize the negative consequences of conflicts and maximize the positive aspects of conflict situations. The existence of different conceptual approaches to conflict management suggests that none of the concepts relatively makes it possible to minimize the number of conflicts. Solving problems with the aggravation and increase in the number of conflict situations is possible by flexibly responding to changes and applying the entire arsenal of methods for managing organizational conflicts. Recently, the sectoral distribution of the number of conflicts has been changing due to the external causes associated with the pandemic, which are decisive. Such dynamics also require adjustments to the methods of conflict management and prevention. Emerging conflict situations have an impact on the effectiveness of activities, the socio-psychological climate in the team, so management needs to look for new ways and methods of conflict management. The practical significance of the obtained research results is to expand the composition of strategic methods of managing organizational conflicts, which allow creating a favorable conflict-free environment in the organization and reducing the likelihood of social and labor conflicts.