1. Causes of potential conflicts
No matter between organizations, between organizations and members, between members, and between units within organizations, there are different understandings and views on goals and ways to achieve them, which have become "mines" of conflicts.
Differences among groups, individuals, personalities, tempers, habits, etc. It will become a potential promoter of conflicts in work, production and life.
Lack of resources. Every organization and individual wants to strive for more resources to achieve their goals. However, the resources available for allocation or utilization are limited.
When you cut the cake, you can cut more. In this way, the allocation of resources may become an important potential conflict factor.
For example, the leader's time is also a kind of resource, and subordinates want to be interviewed by the leader. If the leader's "time resources" are unfairly distributed, conflicts may arise. For another example, when evaluating professional titles, the superior only issues one indicator, but in this unit, there are three qualified people, which will also become a potential cause of conflict.
Different values and interests of each organization and individual are also potential causes of conflict, and the interests of production factories are different from those of other stores. Zhang San and Li Si have different values and interests, which may lead to conflicts when carrying out the same goals.
Different social roles have different tasks, responsibilities, goals, needs, interests and pursuits, and there will be contradictions, which is also the reason for potential conflicts. The rules and regulations of the organization are not perfect, and the members of the organization have no rules to follow, which has become a major hidden danger that causes conflicts.
2. Publicize the causes of the conflict
(1) The ideological and political work of the organization is weak, and the seeds and signs of conflict are left unchecked.
(2) The information dissemination channel is not smooth, or there is voice interference in the process of communication, which is misunderstood by the audience.
(3) Lack of public relations awareness, and will not coordinate the relationship between the organization and the public.
(4) Lack of places to vent their emotions.
(5) The organizational structure is reasonable, the institutions overlap, and multiple "mother-in-law" are in charge of a "daughter-in-law", and the "daughter-in-law" is in a dilemma. Many "mother-in-law" give "instructions" to the same subordinate, and if there are contradictions, it will also lead to open conflicts.
(6) Improper distribution. Organizations that do not distribute according to work often lead to open conflicts.
(7) gang consciousness. This is the historical trace of small producers in feudal society. The formation of gang consciousness is mainly related to interests, similar tastes and similar understanding. Such "interest groups" often conflict with organizations.
(8) Improper implementation of development policies, such as the problem of laid-off workers, will lead to social contradictions.
There are many reasons for public conflicts. Only a few are introduced here, and readers should constantly summarize them in management practice.