Managing and resolving conflicts in a company

Zaposleni so danes temeljni element uspeha v vsakem poslu. Njihovo zadovoljstvo ali nezadovoljstvo je ključni dejavnik, ki vpliva na delovno uspešnost, rezultate dela in vzdušje, ki vlada v organizaciji. Vodstvo se zaveda, da je v konkurenčnem okolju zelo pomembna skrb za zaposlene, njihove medsebojne odnose in odnose z vodji. V primeru da so ti odnosi slabi, je raziskava pokazala, da bo njihova motivacija nizka, skupaj z delovno uspešnostjo. Po drugi strani pa koliko so zaposleni pri delu zadovoljni, motivirani in zavzeti, toliko so boljši tudi njihovi rezultati. Medčloveški odnosi so včasih vir stresa, napetosti in na koncu vodijo v konflikte. Konflikte je mogoče "preprečiti ali ozdraviti". V teoretičnem delu obravnavamo temeljne pojme in raziskave v zvezi s konflikti, njihovimi vzroki, stopnjami in načini reševanja, s posebnim poudarkom na preventivi. V nadaljevanju sledi empirični del raziskave, v katerem ugotavljamo trenutno stanje anketirancev in njihovo mnenje glede odločitve o povečanju delovne intenzivnosti v podjetju X. Postavljene in preverjane so tri hipoteze, katerih cilj je ugotoviti kako skrajšan delovni čas, za enak obseg dela, vpliva na verjetnost pojava konfliktov, kot tudi občutka jeze, nezadovoljstva in nesoglasja. Na podlagi podatkov, ki so bili pridobljeni z raziskavo, je opravljena analiza in oblikovana rešitev za ta zapleteni problem. Za odstranitev stopnjevanja konfliktov, je v delu podano tudi več predlogov za dobro počutje zaposlenih v celotni organizaciji. Na ta način pride do izboljšanja poslovanja in gradnje zdravih odnosov v prihodnosti. Reševanje problematike konflikta, ki je nastal med zaposlenimi in managerji, je lahko recept za reševanje podobnih problemov v praksi. Korist za nezadovoljne zaposlene in management se odraža v skupnem cilju. S takim pristopom k omenjenemu problemu se ustvari ravnotežje na obeh straneh. To je kompromis, ki je zanesljiv in dober za obe strani.Today, people are the fundamental element of success in any business. Their satisfaction or dissatisfaction is a key factor affecting work performance, work results and the atmosphere in the organization. Management is aware that in a competitive environment, it is very important to take care of employees, their mutual relations, and relations with managers. If these relationships are poor, research has shown that their motivation will be low, along with job performance. On the other hand, to the extent that employees are satisfied, motivated and engaged in their work, their results are also better. Interpersonal relationships are sometimes a source of stress, tension and eventually lead to conflicts. Conflicts can be "prevented or cured". In the theoretical part of the work, basic concepts and research related to conflicts, their causes, stages and resolution methods were given, with a special emphasis on prevention. This was followed by the empirical part of the research, in which the current situation of the respondents and their opinion regarding the decision to increase the work intensity in company X was determined. Three hypotheses were set up and tested, the aim of which was to determine how reduced working hours, for the same amount of work, affect on the likelihood of conflicts, as well as feelings of anger, dissatisfaction and disagreement. On the basis of the data obtained through the research, an analysis is made and a solution is designed for this complex problem. In order to eliminate the escalation of conflicts, the work also provides a number of suggestions for the well‐being of employees in the entire organization. In this way, business is improved and healthy relationships are built in the future. Solving the problem of the conflict that arose between employees and managers can be a recipe for solving similar problems in practice. The benefit for disgruntled employees and management is reflected in the common goal. With such an approach to the mentioned problem, an equilibrium with two scales is created. This is a compromise that is reliable and good for both parties