مديريت تعارض به عنوان قابليت محوري در سازمان ها

Conflict Management a Crucial Issue in Organizations

در عصري كه ارزش آفرينيِ نيروي انساني در سازمان ها نوعي دارايي ارزشمند و استراتژيك به شمار مي آيد، مشاغل نيروي انساني بايد از مديريت اثربخشي بهره مند باشد. يكي از جنبه هاي مديريت اثربخش، درك مباحث تعارض زا و مديريت تعارضات است. مقاله حاضر توجه به آن مدل اقتضايي تعارض را مورد تجزيه و تحليل قرار داده ، استراتژي ها و اقداماتي را كه در راستاي كاهش آثار منفي تعارض مناسب است، نام برده و «چرخه توسعه تيم» را در راستاي اداره هر چه بهتر تعارضات ميان نقش هاي نيروي انساني به تصوير كشيده است و در نهايت با ارايه پيشنهادهايي نظير «مدل SALAM» تلاش كرده است كه قابليت هاي استراتژيك و محوري را براي اداره تعارض شناسايي كندو با ايجاد محيط متعالي درسازمان،زمينه پيشرفت و بهبودرا فراهم آورد.

In an era when the value creation of human resources in organizations are considered as valuable assets and strategic,jobs in connection with human resources should benefit from effective management. One aspect of effective management is, understanding the issues causing conflict and conflict management among the organizational roles. In the early 21st century, the conflict as a pervasive phenomenon mentioned, therefore,it has been difficult to neutralize. For this reason, some people seek to use the phenomenon of conflict as to optimize and promote organizational matters in the areas of innovation and value creation. At first, this paper defines conflict and its process is portrayed and its role in the organizational affairs is studied and enumerated. The various conflicts with regard to the contingency model of conflict are analysed and strategies and measures in reducing the negative effects of conflict are suggested and named "Team development cycle" in order to better manage the conflicts between the roles and finally presenting the proposals such as "SALAM model", we try to provide strategic and pivot capabilities in order to detect conflict and create excellent environment to improve the fields in the organization.