Intercultural management: L´individu, le groupe, les conflits

Résumé du document

Today, in every organization, conflicts occur. It is very important to solve its, in order to create a better work atmosphere. Moreover, the employees have a lot of personal issues that are or not related to their work. It is a priority to communicate with them in order to increase their efficiency.
To solve the issues in companies, it is imperative to understand where the conflict comes from.
What are the elements that create the conflict? After realizing that, we will study the different techniques and ways of preventing problems and also of managing conflicts. We will see the communication is a key factor and that they are a lot of argumentation technique to be persuasive.
This paper is useful for the organizations managers that want to efficiency act against conflicts.

Extraits

[...] The influences generated by those techniques have to be done with effectiveness and honesty. During conflicts, those methods are used to convince the other part like almost manipulation. It is important to know those ways in order to argue in a calm atmosphere. Strategy of conflicts solution This part will explain how to end a conflict and to transform it into an opportunity. This part is very useful for managing conflicts. To manage conflicts It is not easy to end a conflict; the most important is to mobilize the necessary resources. [...]

[...] Five deep ideas undergo the fact that conflicts are useful for the company: To accept new ideas experimentation To show that your open-minded Always work to find consensus To be a catalyse To set up rules that fix the consensus fined All that show us those conflicts have to be considerate as a development help. Conclusion This paper explains that every organization should not be afraid of conflicts. The first part is based on the definition of the types of conflicts and it shows that problems generally come from confrontation between needs and available resources. Every conflicts goal is to change the balance of power between the two parts. The second part shows the usefulness of conflicts. Its have to be considered as the driving force of innovative changes. [...]

[...] Personal development is very important for a person. A company that helps his employees to increase their knowledge avoids intra personal conflict by decreasing the personal pressure. Agreements Companies in order to prevent communication issues or divergence, fix implicit agreements in order to guaranty cohesion in case of small difference. They fix the scope of the social exchanges. The oral communication : a key factor In order to solve crisis, it is very important to discuss with the two counterparts. [...]

[...] To argue During a crisis, a good argumentation is the key of finding a solution. A good argumentation is linked with the cause of the problem. The person has to well define the situation in order to be understood. Moreover, to be listened, the solution efficiency for the company has to be proved. The person has to argue about the efforts made, also he should emphasize his argumentation thanks to example or figures. He also can compare the situation right now and how it will be with his solutions after the conflict. [...]

[...] It is not possible to end a conflict rapidly. As we saw, a conflict comes from a pressure situation and a crisis situation, so when the conflict occur, the situation is deeply bad. That is why it takes time to solve the problem. A step by step development is requiring in order progressing by stages. People conflict The most important is to distinguish objective facts. In those cases, people mind is full of affective problems. A manager can not take those into consideration. [...]