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INTERPERSONAL CONFLICTS IN THE MANAGEMENT TEAMS

INTERPERSONAL CONFLICTS IN THE MANAGEMENT TEAMS
Okulich-Kazarin Valeriy, professor, ph.d. of education

Taganrog State Pedagogical Institute named after A.P. Chekhov, Russia

Championship participant: the National Research Analytics Championship - "Russia";

the Open European-Asian Research Analytics Championship;

 

This work contains the results of research on the causes of interpersonal conflicts in management Teams. It is shown that in Companies employing more than 600 people may cause systemic interpersonal conflicts on the lower level of management. At middle management level permanent interpersonal conflicts appear in Companies with more than 3000 employees.

Keywords: interpersonal conflicts, the management Team, causes of conflicts, conflicts neutralization, the study of conflicts

 

It is known that conflicts between specialists “burn up” to 20% of staff time. Conflicts between the members of the management Teams can lead to bankruptcy of the Company. And necessarily cause stress and disease among the participants of the conflicts.

The theoretical basis of the research are: the theory of transactional analysis, theory of relations between psychological types of people, the theory of the formation of small psychology groups. Initial data for statistical processing are obtained from the publications on the theory and practice of modern management. The calculations are made in relation to the USA, as a country with a developed competitive economy.

In the present work, a theoretical and statistical analyses were conducted to identify the causes of interpersonal conflicts in management Teams. It is shown that in Companies employing more than 600 people may cause systemic interpersonal conflicts on the lower level of management. At middle management level permanent interpersonal conflicts appear in Companies with more than 3000 employees.

The easiest way to eliminate the system of interpersonal conflicts and their heavy consequences is training of managers and managerial reserve methods of transactional analysis. Developing pedagogical technologies /1/ must be used to activate the right hemisphere leaders at all levels of management. This will create an atmosphere in the Company, directed on the decision of strategic tasks in the conditions of increasing competition.

A more expensive way is careful diagnosis of employees before the appointment to the post of the head.

Hidden systematic reason of interpersonal conflicts: the typological diversity of management Teams on the lower level management.

Below are the results of research typological differences managers of various levels, exclusively related to management activities.

Typology C.Jungis is very convenient for practical use /2/. The results of the typological diagnostic specialists and managers of USA institutions are shown in the diagram. Statistical analyses were conducted by the author of this report, according to data published in work /3/. Only one parameter of the four pairs of personal preference is used to analyze. It is the characteristics of the head of the Thinking type. This option is most brightly expressed in the management activity and may be associated with the “I-status” of the personality structure on E.Berne/4/.

Diagram:The number of specialists and managers Thinking type, sample was about 15,000 people (the average value of a persons Thinking type in the USA - 73%)

As shown in diagramdata, all psycho meet equally at the level of specialists staff. However, as you go up the career ladder, the situation is changing. “Thinking” become leaders, creating a system of remuneration that takes into account labour productivity, in which the following to the schedule and deadlines more important than creative, innovations and strategic planning. This is because the increase of productivity and profits contributed to the traits such as objectivity and responsibility. And for these quality people with the properties of Thinking, of course, get a promotion.

Chart allows to speak about high typological homogeneity of the managerial personnel of middle and top level management. Here and further calculations are conducted at the accepted norm of manageability (area control) equal to 7 /5/.

The emergence of formal small groups, typologically different from the majority of managers of lower levels, it is theoretically possible if the number of members of 600 people and more. The typological diversity in the management of Companies, the number of which exceeds 600 people, leads to the emergence of small psychology groups with alternative personal preferences.

Growth of interpersonal conflict is the consequence of this process. The intensity of the transaction “Colleagues”, which ensures the achievement of current and strategic goals of the organization, reduced by 10-15%.

Why is this happening?

The number of Feeling-managers at the lower level of control increases. Arise informal small psychological groups in which the transaction “Naughty” is possible only. The mood on the hard work and high performance in such a situation is absent. It may be achieved due to the impact of higher leader (transaction “Boss” against “Naughty”). The conflict nature of the transaction due to the significant divergence of positions (on two levels) and pronounced an extension of the above, look 1 schemaat the table /6/.

Communication between the members of small groups of heads of Feeling type with the members of small groups of heads of Thinking type a statistically proceeds according to 2 schema(“For what reason” and “Teacher”) and 3 schema(“Colleague” against “Naughty”) at the table.

Table

Options of transactions

The result of communication becomes conflicts.Total conflict increases by 35-45%:

  • - “Boss” against “Naughty” (5-10%);
  • - “Colleague” against “Naughty” (30-35%).

It can be argued that typologically heads in developing countries differ greatly from the heads in the USA and other advanced economies. However, different levels of maturity of the market structures are not of principal importance from the position of the theory of management. The development of competition, the penetration of foreign companies to the markets of developing countries, increase in the number of joint ventures etc. create the conditions for promotion people with the dominance of Thinking-preferences to positions of heads in developing countries. And typological uniformity managers in developing countries will soon be brought to the classical level, shown in the figure.

The appearance on the middle level of typologically different formal small group, according to the calculations, is possible only if the number of members more than 3000 people. It is shown that in Companies employing more than 600 people may cause systemic interpersonal conflicts on the lower level of management.

Neutralization of the conflict can be achieved by training the leaders of the lower levels of the theory and practice of conflict-free communication courses.

 

References:

  • 1. V.Tsvetkova, V.Manihin, V.Okulich-Kazarin. Psychology and pedagogy. Part 2. - Moscow: Prometheus, 2009. - 68 p.
  • 2. V.Okulich-Kazarin, V.Aleskerov, O.Maslak. Conditions of organization of education for employees. – Moscow, MPSU, 2012. - 88 p.
  • 3. KregerO., Tjuson J. Types of people and business: 16 personality types determine your success at work. – Moscow, Perseus, "Veche", AST, 1995. - 560 p.
  • 4. E.Berne. The games people play: the psychology of human relations. People who play the game: the psychology of human destiny. - St. Petersburg, Moscow: Universitetskaya kniga, 1998. - 398 p.
  • 5. E.Korotkov. Management: textbook for undergraduate students. - Moscow: Yurayt, 2013. - 640 p.
  • 6. V.Shaynov. How to manage others. How to manage yourself. - Minsk.: Almafeya, 1997. - 368 p.
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Your rating: None Average: 6.6 (5 votes)
Comments: 5

Aleksey Konovalov

Это был анкетный опрос или - электронный? Об удельном весе пользователей приведено много данных. Однако не связано с другими сторонами жизни общества, не показаны причины роста пользователей. В чем онтология проблемы? Очевидно у авторов имеются значительные наработки по этому поводу. Успехов!

Shapovalova Inna Sergeevna

Не хватает собственно описания предлагаемых автором моделей, так как сценарий игры, по Берну, предполагает наличия антитезы - т.е. решения проблемы.

Sergey Chirun

В статье представлена известная схема трансактного анализа, связанного с именем не менее известного американского социального психолога Эрика Бёрна. Как правило, лично я рисую эти и подобные схемы трансактного анализа на доске, когда мы со студентами на лекциях и семинарах разбираем особенности межличностных конфликтов и пути управления ими. К сожалению, сложно понять, что из представленной автором статьи является именно его (текстом, идеей), а что взято из весьма интересных и ценных, но чужих текстов.

Nesterenco Constantin Mihail

Статья довольно актуальна для современного менеджмента. Материал хорошо подобран и структурирован. В конце статьи грамотно изложены выводы. На мой взгляд, тема раскрыта, и статья заслуживает высокой оценки. Творческих успехов авторам ! С уважением К. Нестеренко

Ayazbekova Sabina

Уважаемый Валерий! Очень интересная и практически значимая работа. Внедрение ее результатов позволит снизить конфликты, что чрезвычайно важно в условиях конкурентности. Интересно было бы посмотреть, как это работает в условиях России и др. стран постсоветского пространства. Дальнейших успехов! С уважением, Аязбекова С.Ш.
Comments: 5

Aleksey Konovalov

Это был анкетный опрос или - электронный? Об удельном весе пользователей приведено много данных. Однако не связано с другими сторонами жизни общества, не показаны причины роста пользователей. В чем онтология проблемы? Очевидно у авторов имеются значительные наработки по этому поводу. Успехов!

Shapovalova Inna Sergeevna

Не хватает собственно описания предлагаемых автором моделей, так как сценарий игры, по Берну, предполагает наличия антитезы - т.е. решения проблемы.

Sergey Chirun

В статье представлена известная схема трансактного анализа, связанного с именем не менее известного американского социального психолога Эрика Бёрна. Как правило, лично я рисую эти и подобные схемы трансактного анализа на доске, когда мы со студентами на лекциях и семинарах разбираем особенности межличностных конфликтов и пути управления ими. К сожалению, сложно понять, что из представленной автором статьи является именно его (текстом, идеей), а что взято из весьма интересных и ценных, но чужих текстов.

Nesterenco Constantin Mihail

Статья довольно актуальна для современного менеджмента. Материал хорошо подобран и структурирован. В конце статьи грамотно изложены выводы. На мой взгляд, тема раскрыта, и статья заслуживает высокой оценки. Творческих успехов авторам ! С уважением К. Нестеренко

Ayazbekova Sabina

Уважаемый Валерий! Очень интересная и практически значимая работа. Внедрение ее результатов позволит снизить конфликты, что чрезвычайно важно в условиях конкурентности. Интересно было бы посмотреть, как это работает в условиях России и др. стран постсоветского пространства. Дальнейших успехов! С уважением, Аязбекова С.Ш.
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