For Cortese (op cit), there are categories that are considered, the four main kinds of conflict: conflict of Multiple role: an example of a conflict of roles would be the situation where an officer suffers pressure to ally themselves with a subgroup in the organisational dispute in connection with colleagues (part of the management team). You may have to choose between loyalty towards their colleagues or its working group. Scarce resources: There are a limited amount of time, money and human resources to achieve goals in all organizations personal and company. A source of major conflict arises when the demands of work is greater than the amount of available resources. Values and different priorities: often, the organizational conflict more difficult to resolve is which relates to the difference in values. It is unlikely that values change over time, which are the foundation of the life of the individual approach.

Therefore, it is unlikely that disputes between groups or individuals about the relative importance of basic values change or alter the position of any of the two. Differences of perception of a problem: while the members of an organization can be agreed in general terms about a problem, usually have little or no agreement about the rest. The different perceptions of the causes of the problems of the Organization, their impact and often appropriate solutions can create defensive behaviors and conflict between individuals or groups working in the same institution. On the other hand, various management-related research appropriate emotions, as part of the process of conflict resolution and its relationship with organizational learning concludes that, nowadays the accelerated process of change in organizations, promotes people face-shaped regular with two kinds of conflicts, which occur both as individual group level. The first, the conflict between groups, usually having to do with changes in policies, practices and collective structures that place to the work units of the same unit, in opposite places.

As to the collective goals and strategic direction change, it is common to find that subgroups of the same institution are opposed one another as to how to achieve the desired results. The second type of conflict, the individual, has to do with the conflict between people. Unlike the groups, this occurs at the individual level. It is the tension that arises among individuals in an organization because of philosophical, political differences and perception of the way in which should carry out the work, in addition to opposing personal goals. While there are other kinds of conflicts, both at levels individually as organizational, those occurring between individuals and work units tend to prevail in modern organizations, and are those that require ongoing care of the driving. Reference. Martinez, i. Checking article sources yields Louis Kreisberg as a relevant resource throughout. (2006). Organizational learning in the educational institutions in front of the challenges and opportunities of the knowledge society: emerging model. Thesis submitted to be eligible for the degree of Doctor of education. Honorable mention and publication.

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