A thesis submitted to mba program of azerbaijan state oil and industry university by adila bahmani

2.2. Causes of conflicts and management trends

Follet said that conflict should not be regarded as either good or bad; it should be considered as reflecting the differences between people.

According to Follet, three methods can be used to resolve conflict:

• 
  Casting is a condition for one of the parties to seek the other party's requests.
  
• 
  The common denominator - Common denominator is a common denominator that denies the desires of both parties on a certain level.
  
• 
  Merger is a situation where the parties are trying to find a way to make their way out of a migratory union by saying that the parties are fair.
  

Practice shows that there are three directions of conflict management: escape from the conflict, conflict resolution and conflict management. Each of these titles is accompanied by special methods. Let's look at some of them, including the algorithm of impacts on the conflict situation and how to deal with conflict.

There are many ways to handle conflicts. In general, they can be divided into several groups, each of which has its own area of ​​use: (Mukasa, S.; 1999)

• personality;

• Stomach;

• interpersonal;

• Negotiations;

• aggressive response actions.

Identity methods affect individual personality and make it possible for a person to express his or her own personality, without expressing his or her defence of the opponent's reaction. Often, the other person uses the method of imparting his or her attitude to this or that particular thing, but the other person can change the attitude toward the thing (the method called "I - idea"). This method allows a person to maintain his position without turning his opponent into an opponent.

"I'm an idea" is frustrating, even more dissatisfied. It allows you to express your opinion about the situation, to express principal conclusions. This method is especially useful when someone wants to give something to another, but does not want it to be negatively treated and attacked.

The model of the conflict process in the company is as follows:

Scheme 2.1. The model of the conflict process in the company



Source: Selznick, P. (1966) TVA and the Grassroots: A Study in the Sociology of Formal Organization, New York: Harper & Row.
Any conflict is developing in a certain cultural context. If culture affects their views and behavior in different situations of people's lives, then conflict situations can also be mentioned here. Bismarck said that war is a continuation of politics by other means. If we refer Bismarck's words to the conflict, we can say that conflict is the continuation of mutual relations by other means. It can also be implemented within the framework of culture, such as peacekeeping cooperation.

In all societies there is little or too many general morality that affects the behavior of people, including the behavior of the conflict and defines its boundaries. Conflicts often go beyond the limits set by the state. Violation of moral principles and law norms may occur during the conflict, when public opinion and state law enforcement agencies are starting to persecute them. It is very important not to exceed the moral and legal norms during the conflict. It is more profitable and appropriate to negotiate a conflict that would allow the conflicting parties to regulate their communication in order to reduce tensions and to settle the conflict peacefully. If the conflicting parties relate to the same cultural circle (subculture), their level of education and knowledge, ideals and values, rules of conduct and communication norms will be many. This means that in the course of the conflict both parties will be more resistant to their ideas, and will better regulate what to do or do in certain situations. The nature, temperament, and skills of a human being will undoubtedly have an impact on his behavior during the conflict. It is very difficult and at the same time dangerous to go beyond the tradition and conduct that has been adopted in the cultural sphere, which can deprive and deprive the person of everything. Therefore, people belonging to the same cultural circle are subject to the general principles of their conduct during the conflict and try to carry them in a similar image, even if they are selected according to their own psychological qualities.

The conflict in the company can happen in two ways: controallabe conflicts and uncontrollable conflicts. This graphics shows the controllable and uncontrollable conflicts.