The performance of any company depends on the people working in it: not only on their qualifications, but also on how they interact and understand each other. Today, organizations often experience intergroup conflict, which inevitably affects productivity. To avoid reducing it, it is necessary to understand the sources of disagreement and methods of dealing with them.
Conflict is a clash of two sides, each of which has its own view on a certain situation and stubbornly proves it. Everything can turn into quarrels, threats and even insults. Sometimes such a phenomenon can also bring positive qualities: additional information and real opinions of employees leak through, as a result of which you can really find the best solution. Everything will depend on how to coordinate the emerging differences.
Reasonsintergroup conflicts can be very diverse. First, in any organization, the availability of resources is not infinite, and the management decides how to use them most effectively. However, the staff wants to increase everything they have, begins to divide resources, thereby generating conflict. Secondly, often the result of work depends on the activities of departments. If one of them did not function correctly, intergroup conflict is inevitable. Third, sometimes departments set themselves a goal that they strive to achieve no matter what. If it is given more working time than the overall mission of the organization, the staff provokes discord. Fourth, employees may perceive circumstances differently due to their aspirations, learning only those features that are favorable for their group and their own needs. This cause of conflict is very common in organizations. Fifth, if the company employs people of different ages, seniority, social status, with different experiences and values, intergroup conflict can easily arise. The sixth reason is the imperfection of communications. If management does not clearly inform employees about job descriptions, cannot accurately justify the reasons for changing wages, or makes mutually exclusive demands, the result is a decrease in labor productivity, failure to fulfill the plan, and insufficiently high-quality results.
Intergroup conflicts in organizations can be resolved in several ways.
1. Evasion - one of the accused parties moves the topic to a completely different area,citing lack of time for showdowns.
2. Smoothing is the resolution of a dispute based on agreement with an opposing opinion or justification of one's own judgment. The latter only superficially eliminates the discord, inside the person is even more tuned in against the opponent, so the situation is secretly aggravated.
3. The search for a compromise involves studying the positions of both parties and determining the optimal solution that satisfies them as much as possible.
4. Coercion is not a particularly effective option, in which one group has accumulated enough small grievances and makes claims that the other cannot resist.
5. Solution. In this way, the ideas about the circumstances of both groups are considered, after which a specific solution strategy is developed.
The way the intergroup conflict is resolved depends on how people perceive everything that happens and the degree of their trust in each other.
