| Abstract | Zaposlenici se trebaju obostrano otvoriti, ali također moraju biti spremni pustiti druge
„unutra“ i podijeliti detalje o svojim iskustvima, emocijama i mišljenjima. Kroz zajedničko dijeljenje se oni međusobno upoznaju, gdje ovaj proces, poznat kao samootkrivanje, kuje veze i produbljuje intimnost među zaposlenicima. U implementaciji interpersonalnih odnosa među zaposlenicima potrebno je uzeti u obzir emocije drugih ako ne bi došlo do podjele važne informacije o stvarima koje mu se događaju u životu. Mogu imati osjećaj da im ne vjeruju ili da ih ne smatraju bliskim prijateljem. U takvim situacijama mogu se generirati konflikti među zaposlenicima.
Poboljšanje kompetencije u rješavanju sukoba može polučiti pozitivne učinke u stvarnom svijetu. Budući da je sukob prisutan u našim osobnim i profesionalnim životima, sposobnost upravljanja sukobom i pregovaranja o poželjnim ishodima može zaposlenicima pomoći da budu uspješniji u oba slučaja. U profesionalnim okruženjima, sposobnost uključivanja u rješavanje sukoba, koja se ponekad naziva i rješavanje sukoba, neophodna je i cijenjena vještina. Međutim, mnogi stručnjaci ne prolaze obuku o upravljanju sukobima iako se od njih očekuje da to rade kao dio svog posla.
Provedeno istraživanje ukazalo je na visok stupanj motivacije zaposlenika za rad u timu, kao i potencijalnu redukciju konflikata te vjeru u kolege, čija pozitivna motivacija utječe na druge zaposlenike na timski rad. Zaposlenici su skloni oslanjanju na podršku kolega iz tima prilikom nastanka konfikta u cilju zajedničkog rješavanja. |
| Abstract (english) | Employees need to open up to each other, but they also need to be willing to let others in and share details about their experiences, emotions, and opinions. Through this shared sharing, they get to know each other, where this process, known as self-discovery, forges bonds and deepens intimacy among employees. In the implementation of interpersonal relations among employees, it is necessary to take into account the emotions of others, otherwise important information about things that are happening in his life would not be shared. They may feel that they are not trusted or considered a close friend. In such situations, conflicts between employees can be generated.
Improving conflict resolution competence can have positive effects in the real world. Because conflict is present in our personal and professional lives, the ability to manage conflict and negotiate desirable outcomes can help employees be more successful in both. In professional settings, the ability to engage in conflict resolution, sometimes called conflict resolution, is a necessary and valued skill. However, many professionals do not receive training in conflict management even though they are expected to do so as part of their job.
The conducted research indicated a high level of employee motivation for working in a team, as well as a potential reduction of conflicts and faith in colleagues, whose positive motivation influences other employees to work as a team. Employees are inclined to rely on the support of their colleagues in the event of a conflict in order to resolve it together. |
