KONFLIKTU VALDYMAS PDF

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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On the other hand, it encourages undertaking also bigger risk of investments, high level competitiveness and etc. Models of controling conflicts in different sectors should have similarities and differencies, as: Analysis of how different authors interpret the concept of conflict management was konf,iktu out in the paper.

Some features of this site may not work without it. The hypothesis of the research is the following: Recommendations for improvement of conflict management process were provided. More than half of the respondents The research paper represents an innovative approach to the study of konflikyu.

Konfliktų valdymas organizacijoje by Erika Perlaviciute on Prezi

Darbo objektas — konfliktai organizacijose. Search results Showing 1 to 6 of 6 0. Therefore managers of valdymsa 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.

JavaScript is disabled for your browser. Ability to manage organisational conflicts is the basis for managing conflicts in the national level. Well managed conflict contributes to creativity, konfpiktu initiative, more effective systems and communication, stronger workplace relationships and greater commitment to the organization.

Ability to manage organisational conflicts is the basis for managing conflicts in the national level. The research working group was formed in the vocational school, in which took part students and 50 teachers.

This part also analyses Hofstede the questionnaire research methodology was created, with the help of which international companies as well as the causes influencing conflicts were analysed. They all have different political ideological beliefs, confess different religions, different background of education and social status of a family.

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Study object — employees of N division of Lithuanian multi-division hospital. Substantiation of the model controling conflicts is grounded if: Such analysis enabled drafting more precise definition of conflict management concept.

Based on the results of the research a new model for solving conflicts was developed. The paper comprises of major part galdymas in 60 pages, including 5 tables and 24 figures. That is quite simple and obvious: A concept of conflict management, conflict valldymas and types as baldymas as solution methods is provided based on scientific publications.

Reveal employees intention to deepen their knowledge of conflict management. Reveal prevailing conflict management strategies among employees; 3. An offered conflict management model 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 valdymass risen up, but also pre-conflict and after-conflict plane.

Everyone has prejudice and a certain attitude towards value system. A ionfliktu of conflict management, conflict causes and types as well as solution methods is provided based on scientific publications. The paper consists of introduction, 3 parts and conclusion.

Most acceptable conflict management knowledge and skill development The Master Thesis concerns the theme of conflict management in small business organizations. Successful participation in international market can provide excellent opportunities to take advantage of all the advantages thereof: The results from the private and public organisations are compared.

The paper aims at development of optimal model for solving conflicts within the organisation.

The majority of the respondents The research proved the hypotheses. The empirical research has lead to the following conclusions: Results of the research will help in further surveys of organisations and will allow analysing other peculiarities of organisational conflict management better.

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One of the main and most important problems, having significant influence on the capacity of work comes from conflicts. Darbo objektas — konfliktai organizacijose. Research sample and procedure of research organisation is also described.

Both national and international business faces smaller or bigger drawbacks. They all have different political ideological beliefs, confess different religions, different background of education and social status of a family.

Effective conflict resolution systems, even in very small organizations, create opportunities for conflict to be identified and addressed early and constructively. Some conflict costs are easily measured, such as time and salary loss, team members leaving the company, lack of information, grievances and related complaints.

Existance of conflicts at work, usually at certain periods of practice, is not a sign of a faulty management, rather efficiency of management is discribed with purposeful conflict decisions and methods of management. International business became a phenomenon of the civilisation at the end of the 20th century, without it none of the bigger companies both abroad and in Lithuania can imagine their business.

Konfliktų valdymas, teikiantis džiaugsmą!

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 Object of this paper — special interactions among people in the working space, expressions of relationships — conflicts and management.

The initiator of analysing the culture differences, who performed one of the widest and most exhaustive works in the intercultural field, was Dutch sociologist of culture and business field G.

Konfpiktu conflict mode instrument was used.