Conflict in organizations – counterproductive behavior – causes, conditions and ways of solving in Polish conditions – historical perspective

Abstract

Purpose: The presented article is an attempt to compare methods of resolving conflicts in contemporary realities in Polish organizations based on their empirical justification in a time perspective. Design/methodology/approach: The analysis is based on found empirical research put in perspective. Findings: Homo sociologicus (collective actor - e.g., large-industry workers) began to give way to individual-achievement logic and changes in the labor code. An orientation toward mediation as a means of resolving organizational conflicts is beginning to dominate. Research limitations/implications: A survival strategy in the organization becomes the phenomenon of organizational withdrawal, which corresponds to the perception of work in the hierarchy of values. The expectation of a kind of "task instruction" allows to avoid conflicts and at the same time opens a new field of research on the shape and nature of organizational culture - the dominance of collectivist or rather individualistic values. Practical implications: Changing employee behavior from a collective to an individualistic orientation makes it possible to identify the sources of employee anomie. Social implications: The analysis and conclusions raise the importance of the social dimension of the organization's functioning and the impact of the external environment on its functioning. Originality/value: The author emphasizes the importance of shifting attitudes toward the workplace in the formation of organizational culture. Keywords: organization, social conflict, industrial conflict, trade unions, labor anomie. Category of the paper: Research paper.