Abstract
The article analyzes the methodological tools used by organizational leaders to resolve conflict situations.The relevance of the study is due to the problem of the inevitability of conflict situations between employees in any organization. It has been noted that dysfunctional conflicts lead to time and financial losses, reduce productivity and cause stress among staff. Attention is focused on the leader's task: to be able to predict emerging, prevent emerging and resolve conflicts that have occurred. Six methods of resolving conflict situations are analyzed, described and collected in a table: mediation or mediation tools;general (ideal) model of conflict management; institutionalization and conflict reduction; authoritarian method;partner method;assessment of organizational culture. It is concluded that in order to resolve conflicts between employees, the leader must have the skills and knowledge of conflict management and be able to use different methodological tools depending on the specific situation. In the process of working on the material, the significance of the leader’s influence on resolving conflict situations and possible methods of its influence were revealed.The materials may be useful to future and current managers, as well as anyone interested in knowledge about conflict management.
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