АНАЛІЗ ТЕОРІЙ ЩОДО СОЦІАЛЬНО-ТРУДОВИХ КОНФЛІКТІВ ТА ПРИЧИНИ ЇХ ВИНИКНЕННЯ У ПРАКТИЦІ УПРАВЛІННЯ ПЕРСОНАЛОМ

Abstract

The article reveals the preconditions for the emergence of conflicts in modern organizations, which are primarily related to market conditions in which all enterprises and organizations are without exception. Changing the conditions of operation of enterprises in most cases lead to social and labor conflicts. The analysis of the existing scientific literature gives grounds to claim that this problem has worried not one generation not only scientists but also managers-practitioners. Since ancient times, scientists have paid considerable attention to the study of causes and sources that give rise to socio-economic conflicts in society. It was found that the problems of creating and resolving conflict situations were of concern to representatives of various fields and sciences. Among them are the approaches to this problem from the standpoint of psychoanalytic, sociocentric, entological, group dynamics theory, frustration-aggressive, behavioral, sociometric, game theory, as well as the theory and practice of negotiation and organizational systems theory. Scholars' views on the causes of social conflicts that arise in the process of interaction between individuals and groups have been studied. It was found that in the second half of the twentieth century, the emergence of social and labor conflicts are stated by scientists as a normal state of development of social and labor relations. The main causes of conflicts in the organization are studied, the main ones being the inconsistency of work performed with their socio-psychological characteristics, unclear division of responsibilities between employees, duplication of management functions at different hierarchical levels, insufficient qualifications of management staff and more. The types of conflicts that arise in the management system of organizations among them: conflict of goal setting, conflict of ideas, conflict of emotions, conflict of procedures, content conflict, emotional conflicts, administrative conflicts, functional conflicts, psychological conflicts, conflicts of norms, management conflicts, management conflicts with adaptation between norms and values.