whereby it is significant that the long-time employees more and more do not accept conﬂict as a factor of business performance of the organization. The reason for this kind of standpoint lies partially in the previous bigger negative experience related to the conﬂicts which have long-time employees. The difference in conﬂict percep-tion and inﬂuence on the business performance of the organization appears during the analysis of the answer related to that kind of ownership. Namely, there is a sig-nificant statistical connection (on the level of significance 0,03) between the private and government sector, where the government sector almost has a twofold bigger percentage related to the issue of how the conﬂicts affect the business performance of the organization.It is crucial to encourage the awareness about the positive inﬂuence of the rea-sonable level of conﬂicts also among the employees. Except that, the employees and
CONFLICT MANAGMENT IN ORGANIZATION515managers should be able to distinguish those conﬂicts focused on personality from those focused on business problems, and according to that encourage the conﬂicts focused on business problems to the optimal level, and reduce those focused on people. SOURCESRobbins, P. S. (1992):Bitni elementi organizacijskog ponašanja, “Mate“ , Zagreb Fox, R. (2001): Poslovna komunikacija, Hrvatska sveučilišna naklada, Zagreb Sikavica, P., Novak, M (1999).: Poslovna organizacija, Informator, Zagreb Žugaj, M, Šehanović, J., Cingula, M. (2004): Organizacija, TIVA Tiskara Varaždin, VaraždinPoljak, N., Šehić-Relić, L., (2006): Upravljanje sukobom u organizaciji, Centar za mir, nenasilje i ljudska prava Osijek, Osijek Huczynski A.,Buchanan D. (2001): Organizational Behavior, Pearson Education Limited, HarlowWhetten, D.A., Cameron, K.S.: Developing Management Skills, 7th edition, Pears Education, Inc. Prentice Hall, New Jersey, 2007.-MENT%20HRV.ppt (10.2.2008.)
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