MANAGING CONFLICTS IN ORGANIZATION

Najpomembneje je, da se ljudje premalo zavedamo, kako zelo pomembna je komunikacija v našem življenju. Na njo ne polagamo toliko pozornosti, saj se z sposobnostjo komuniciranja rodimo in se nam zdi samoumevna. Vendar še zdaleč ne znamo komunicirati pravilno oziroma bolje. Zaradi raznolikosti med ljudmi, zaradi različnih mnenj posameznikov, ali razmišljanja, drugačne ideje ali samo variante kako izpeljati določeno nalogo, lahko pride med ljudmi do grdih pogledov oz. do konflikta. Ker si v organizaciji tega ne moremo privoščiti, saj lahko to naše delo oz. produktivnost ter kvaliteto samo oslabi, se jih moramo naučiti obvladovati. Lahko pa se naučimo tehnik, kako same konflikte preprečevati, da do njih sploh ne bi prihajalo, ali pa bi se dogajali zelo redko, ter ob pomembnejših zadevah. Mnenja drugih moramo znati poslušati in sprejeti, na kar to pričakujemo tudi obratno. Pred obvladovanjem konfliktov, se moramo naučiti obvladovati komunikacijsko pot. V kateri smo lahko sprejemnik, to je oseba, ki posluša in dekodira podatke, ali pošiljatelj, ki je oseba, ki govori oz. kodira podatke. Konflikte lahko potlačimo, se jim izogibamo, jih tajimo, vendar se vedno znova pojavljajo v takšnih ali drugačnih oblikah in zaradi tega konflikti zahtevajo rešitve. Pri pojavu konflikta je potrebno začeti razmišljati o razrešitvi le tega, ne pa o tem kako se mu izogniti. Konflikt pa je lahko zelo pozitivna in dobrodošla situacija, če ga znamo in če nam ga uspe resnično rešiti. To še posebej velja za delovno in poslovno okolje, kjer je pričakovati nenehno izboljšanje produktov in procesov ter prilagajanje vse večjim zahtevam potrošnikov. V vsakem podjetju se ustvarja neka kultura med zaposlenimi, med oddelki, med nadrejenim in podrejenimi, katera usmerja k doseganju zastavljenih ciljev in zadovoljujejo potrošnikove potrebe. Prav zato so pomembni medosebni odnosi v delovnem okolju, saj pri dobrih in učinkovitih medosebnih odnosih cilje lažje in kakovostnejše dosegamo.It is most important that people do not truly realize just how important communication is in our lives. We may not pay much attention to it, since we are all born with the ability to communicate and we take it for granted. However, we do not really know how to communicate correctly and better respectively. Diversity of people, our differing opinions and beliefs, different ideas or methods of realization of a given task may cause disagreements or conflicts. Being something we cannot afford in an organization, since it only hinders our work and lessens productivity and quality, we must learn how to manage them. Furthermore, we can apprehend techniques that prevent or at the very least reduce conflicts, which then only appear scarcely and at more important issues. We must know how to listen and accept opinions and expect the same in return. Before we learn to manage conflicts, we have to master the communication path in which we may be the receiver, person who listens to and decodes information, or sender, person, who speaks and encodes information. We can suppress, avoid or negate conflicts, but they reappear in one or another form. Thus, conflicts call for solutions. When a conflict emerges, it is necessary to start thinking of a solution and not a manner to avoid it. Nonetheless, conflicts can present a positive situation, if we only know how to solve it and we manage to do so. This is particularly valid in a work or business environment, where constant product and process improvements and adaptations to the ever higher consumer demands are anticipated. Each company creates a certain culture among its employees, departments and superiors and subordinates, which directs to the achievement of the preset goals that satisfy consumer’s needs