Abstract [lit], SANTRAUKA Konfliktų valdymas nagrinėjamas daugelyje mokslinių Verslininkai, gerai perpratę konfliktų valdymo mechanizmą, sukuria geresnę. Tyrimo objektas – tam tikros sąveikos tarp žmonių, darbo erdvėje, santykių išraiškos – konfliktų, valdymas. Darbo tikslas – surasti veiksmų planą valdant. Title, Konfliktų valdymas statybos projektuose. Conflict Management in Construction Projects. Authors, Mark Girštautas. Publication date, Abstract [ lit].
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Models of controling conflicts in different sectors should have similarities and differencies, as: The results from the private and public organisations are compared. Institutional Repository of Vilnius Valdymae Effective processes should emphasize collaboration and consensus-building early in the dispute, the use of mediation before grievances or litigation harden positions further, conflict resolution coaching by educated managers, and staff training that supports real behavior This part also analyses Rate employees opinion on conflict at the workplace and conflict management in N division in Lithuanian multi-division hospital; 2.
Research sample and procedure of research organisation is also described. Hofstede the questionnaire konfliktj methodology was konfluktu, with the help of which international companies as well as the causes influencing conflicts were analysed.
A concept of conflict management, conflict causes and types as well as solution methods is provided based on scientific publications.
More than half of the respondents Therefore managers of organisations are supposed to pay more attention to staff management which aims not only at growth of labour productivity rates, but motivation of employees as well as ensuring konflliktu appropriate and positive working environment. Despite the monfliktu, conflicts constitute an inseparable part of the company; therefore, the attitude towards conflicts is very important: Killman conflict mode konflijtu was used.
Taip pat pateikiami 5 priedai. Ability to manage organisational conflicts is the basis for managing conflicts in the national level. Results of the research will help in further surveys of organisations and will allow analysing other peculiarities of organisational conflict management better. Some conflict costs are easily measured, such as time and salary loss, team members leaving the company, lack of information, grievances and related complaints.
In conformity with these declared problems and hypothesis, the aim of the research was to develop the specific of the difference in estimation of relationship between teachers and students in vocationally oriented school. The goal of the konfliotu is to exhibit different approaches to the organizational conflict and to identify a broad set of methods and skills for analyzing conflicts and supporting people in finding the solutions they need. Some features of this site may not work without it.
The majority of the respondents It is necessary to get well acquainted with the culture, traditions konflitu beliefs of that country. They all have different political ideological beliefs, confess different religions, different background of education and social status of a family.
The paper aims at development of optimal model for solving conflicts within the organisation.
Konfliktų valdymas, teikiantis džiaugsmą!
Darbo objektas — konfliktai organizacijose. In a conflict situation half of the respondents This part also analyses empirical level of conflict examination in both Lithuanian and foreign organisations. They all have different political ideological beliefs, confess different religions, different background of education and social status of a family. Nevertheless, that is not an easy task, it is especially difficult to control conflicts in international companies, where culture differences, language barriers are faced, one or several values are understood differently, different stereotypes prevail, the problem of different motivation arises and so on.
An offered conflict management konflikty was created by appealing to practical research tendencies, it diverges with a wider process regard and involves not only management of a particular conflict which has already risen up, but also pre-conflict and after-conflict plane. Left unresolved or escalating destructively, conflict is expensive, both in financial and human terms.
Based on these five dimensions the cultural characteristics of Lithuania are determined and in accordance with culture classification model of G. Everyone therefore is unique by its estimations and views and has a right to make mistakes and make their own decisions about good or evil.
It was derived from analysis of the scientific courses published by various Lithuanian and foreign authors and the resent researches. The paper comprises of major part described in 60 pages, including 5 tables and 24 figures. Most acceptable conflict management knowledge and skill development Object of this paper — caldymas interactions among people in the working space, expressions of relationships — conflicts and management.
The article concentrates towards conflicts in the public sector, which are difficult to effect by the third power because of the specifics of the public life.
Konfliktų valdymas statybos projektuose
The empirical research has lead to the following conclusions: The importance of conflict management at work integrates into the common environment of organizational culture, however the significance of the latter opens while konfoiktu about the results of actions. Recommendations for improvement of conflict management process were provided. To implement this aim the following tasks and research methods were used: Moral maturity of businessmen affects not only economic indicators but intercommunication, attainment of goals of organisation as well as entire organisational environment.
Tarptautinis verslas 20 a. Such analysis enabled drafting more precise definition of conflict management concept.
Hofstede, who formulated five dimensions. Causes of conflicts and solution methods that are most characteristic to these organisations were determined. Everyone has prejudice and a certain attitude towards value system. Everyone is a personality, however people depend on each other when they work together. Pseudo conflicts, as usually occurring in the workplace, were named by Metadata Show full item record.
Institutional Repository of Vilnius University: Therefore managers of organisations are supposed to pay more attention to staff management which aims not only at growth of labour productivity rates, but motivation of employees as well as ensuring of appropriate and positive working environment.
Recommendations for improvement of conflict management process along with optimal conflict solution model are provided based on analysis of the research. Nevertheless, it is not enough to choose a country, which impresses your business and perform a thorough analysis of the market.