Pievienot darbus Atzīmētie0
Darbs ir veiksmīgi atzīmēts!

Atzīmētie darbi

Skatītie0

Skatītie darbi

Grozs0
Darbs ir sekmīgi pievienots grozam!

Grozs

Reģistrēties

interneta bibliotēka
Atlants.lv bibliotēka

Izdevīgi: šodien akcijas cena!

Parastā cena:
3,99
Ietaupījums:
0,56 (14%)
Cena ar atlaidi*:
3,43
Pirkt
Identifikators:600950
Autors:
Vērtējums:
Publicēts: 01.12.1996.
Valoda: Angļu
Līmenis: Vidusskolas
Literatūras saraksts: Nav
Atsauces: Nav
Darba fragmentsAizvērt

Research studies have formed a solid base of knowledge about conflict and its management. Morton Deutsch first laid out his theory of cooperation and competition in the 1940s, and since then many social scientists have empirically supported and developed it. The approach has proved an elegant, powerful way to understand conflict. Deutsch argued that working with others can be distinguished by how people believe they depend upon each other, how goals are related consistently and dramatically affects interaction, in particular managing conflict.
People in conflict can conclude that their goals are cooperative or competitive. In cooperation, people believe that their goals are compatible and positively related; as one moves toward attaining a goal that helps others reach their goals. They may have a common goal: task force members will all be successful when Steve seriously considers their recommendations. Or they may have different goals: Rick pleases the accounting department by using its procedures so that he can develop budgets the corporate office takes seriously.
People who believe they have cooperative goals are likely to manage their conflicts productively. They recognize that it is in everyone's self-interest to promote each other's effectiveness. Feeling trusting, they freely speak their minds, reveal their frustrations, and talk about their anger. The participants welcome these confrontations and realize it is important to work out settlements so that they can continue to assist each other. They work for mutually beneficial solutions that maintain and strengthen the relationship. They explore each other's perspectives, creatively integrate their views, and are confident they will continue to work together for mutual benefit. As a result, they are prepared to collaborate and discuss future conflicts.

Darbu komplekts:
IZDEVĪGI pirkt komplektā ietaupīsi −3,26 €
Materiālu komplekts Nr. 1260811
Parādīt vairāk līdzīgos ...

Nosūtīt darbu e-pastā

Tavs vārds:

E-pasta adrese, uz kuru nosūtīt darba saiti:

Sveiks!
{Tavs vārds} iesaka Tev apskatīties interneta bibliotēkas Atlants.lv darbu par tēmu „Using Conflict for Organisational Benefit”.

Saite uz darbu:
https://www.atlants.lv/w/600950

Sūtīt

E-pasts ir nosūtīts.

Izvēlies autorizēšanās veidu

E-pasts + parole

E-pasts + parole

Norādīta nepareiza e-pasta adrese vai parole!
Ienākt

Aizmirsi paroli?

Draugiem.pase
Facebook
Twitter

Neesi reģistrējies?

Reģistrējies un saņem bez maksas!

Lai saņemtu bezmaksas darbus no Atlants.lv, ir nepieciešams reģistrēties. Tas ir vienkārši un aizņems vien dažas sekundes.

Ja Tu jau esi reģistrējies, vari vienkārši un varēsi saņemt bezmaksas darbus.

Atcelt Reģistrēties