Title Rješavanje konflikata u timu : Stručni završni rad
Title (english) Resolving conflicts in a team
Author Katija Mindoljević Kovačić
Mentor Sendi Deželić (mentor)
Committee member Ana Skledar Ćorluka (predsjednik povjerenstva)
Granter The University of Applied Sciences Baltazar Zaprešić (Chair of Economics, Management and Marketing) Zaprešić
Defense date and country 2021-09-30, Croatia
Scientific / art field, discipline and subdiscipline SOCIAL SCIENCES Economics Organization and Management
Abstract Sukob predstavlja sučeljavanje zbog neslaganja u pogledu cilja, osjećaja, želja ili interesa. Sukobi se ne mogu okarakterizirati ni dobrim ni lošim, ali učinci koje sukob daje mogu biti dobri ili loši. Kod sukoba u timu dobivamo i pozitivne i negativne učinke. Pozitivni nam pomažu da problem sagledamo u potpunosti i razmotrimo sva moguća rješenja problema, dok nam negativni utjecaj sukoba blokira uspješno i učinkovito djelovanje tima.
Voditelj tima ne bi trebao sprječavati sukobe već njima treba znati upravljati. Lakše će u tome uspijevati ukoliko bude znao i uvažavao uzroke zbog kojih je do sukoba i došlo. Gotovo je nemoguće stvoriti idealan tim, ali je kod formiranja tima s obzirom na osobnost dobro stvoriti raznolikost. Upravo je pravi izazov za menadžera, stvoriti tim konstruktivno raznolikih osobnosti.
Menadžeri imaju na raspolaganju različite metode da analizom osobnosti putem upitnika ili psiholoških testova, a u dogovoru sa stručnom osobom, najčešće psihologom preispitaju osobnosti budućih članova tima.
Svrha ovog rada je prikazati važnost osnivanja timova, objasniti koje su njegove prednosti spram radnih skupina, odnosno koje su karakteristike dobrog tima. Ujedno, cilj je objasniti zašto je komunikacija, posebno interpersonalna komunikacija neophodna u opstanku bilo koje organizacije te ključ uspjeha svakog međuljudskog odnosa, s posebnim osvrtom na povjerenje kao najvažniji dio komunikacije te važnost empatije u poslovnom svijetu. S obzirom da je tim sastavljen od šest do desetak različitih individua, poseban naglasak je stavljen na asertivno ponašanje, kao najprihvatljiviji i najoptimalniji te svakako najpoželjniji oblik ponašanja svakog pojedinca unutar organizacije i / ili tima.
U primarnom istraživanju sudjelovalo je sveukupno 61 ispitanik i rezultati ukazuju na to da su najviše korištene strategije rješavanja konflikata – kompromis i suradnja, dok najmanje koriste strategiju nametanja.
Abstract (english) Conflict is a confrontation over disagreements about a goal, feelings, desires or interest. Conflicts cannot be characterized as good or bad, but the effects of conflict can be good or bad. In team conflicts, we get both positive and negative effects. The positive ones help us to look at the problem fully and consider all possible solutions to the problem, while the negative impact of the conflict blocks the successful and efficient operation of the team. The team leader should not prevent conflicts but should know how to manage them. It will be easier for him to succeed if he knows and respects the causes of the conflict. It is almost impossible to create an ideal team, but when forming a team with regard to personality, it is good to create diversity. It is a real challenge for a manager to create a team of constructively diverse personalities. Managers have at their disposal various methods to analyze personality through questionnaires or psychological tests, and in agreement with a professionalist, usually a psychologist to review the personalities of future team members.
The purpose of this paper is to show the importance of teams, to explain what are its advantages over working groups, and what are the characteristics of a good team. At the same time, the goal is to explain why communication, especially interpersonal communication is necessary for the survival of any organization and the key to success of any interpersonal relationship, with special emphasis on trust as the most important part of communication and the importance of empathy in the business world. Since the team is composed of six to a dozen different individuals, special emphasis is placed on assertive behavior, as the most acceptable and optimal and certainly the most desirable form of behavior of each individual within the organization and / or team.
A total of 61 respondents participated in the primary survey, and the results indicate that the most used conflict resolution strategies are compromise and cooperation, while the least used are the imposition strategy.
Keywords
Timski rad
interpersonalna komunikacija
asertivnost
konflikti
konfliktne strategije
Keywords (english)
Teamwork
interpersonal communication
assertiveness
conflicts
conflict strategies
Language croatian
URN:NBN urn:nbn:hr:129:064081
Study programme Title: Public sector Management - Specialist Graduate Professional Study Study programme type: professional Study level: specialist graduate Academic / professional title: stručni specijalist / stručna specijalistica javnog sektora (stručni specijalist / stručna specijalistica javnog sektora)
Type of resource Text
File origin Born digital
Access conditions Access restricted to students and staff of home institution
Terms of use
Created on 2022-03-02 14:14:23