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master's thesis
Vodstvo i upravljanje konfliktima u organizaciji
Diplomski rad
2020. urn:nbn:hr:145:695383
Krajina, Sara
Josip Juraj Strossmayer University of Osijek
Faculty of Economics and Business in Osijek
Chair of Quantitative Methods and Informatics

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Krajina, S. (2020). Vodstvo i upravljanje konfliktima u organizaciji : Diplomski rad (Master's thesis). Osijek: Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek. Retrieved from https://urn.nsk.hr/urn:nbn:hr:145:695383

Krajina, Sara. "Vodstvo i upravljanje konfliktima u organizaciji : Diplomski rad." Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, 2020. https://urn.nsk.hr/urn:nbn:hr:145:695383

Krajina, Sara. "Vodstvo i upravljanje konfliktima u organizaciji : Diplomski rad." Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, 2020. https://urn.nsk.hr/urn:nbn:hr:145:695383

Krajina, S. (2020). 'Vodstvo i upravljanje konfliktima u organizaciji : Diplomski rad', Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, accessed 01 April 2025, https://urn.nsk.hr/urn:nbn:hr:145:695383

Krajina S. Vodstvo i upravljanje konfliktima u organizaciji : Diplomski rad [Master's thesis]. Osijek: Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek; 2020 [cited 2025 April 01] Available at: https://urn.nsk.hr/urn:nbn:hr:145:695383

S. Krajina, "Vodstvo i upravljanje konfliktima u organizaciji : Diplomski rad", Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, Osijek, 2020. Available at: https://urn.nsk.hr/urn:nbn:hr:145:695383

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Metadata
TitleVodstvo i upravljanje konfliktima u organizaciji : Diplomski rad
Title (english)LEADERSHIP AND CONFLICT MANAGEMENT IN AN ORGANIZATION : Graduate paper
AuthorSara Krajina
MentorJerko Glavaš (mentor)
Committee memberIvana Barković Bojanić (predsjednik povjerenstva)
Committee memberJerko Glavaš (član povjerenstva)
Committee memberIvan Kelić (član povjerenstva)
GranterJosip Juraj Strossmayer University of Osijek
Faculty of Economics and Business in Osijek
(Chair of Quantitative Methods and Informatics)
Osijek
Defense date and country2020-07-17, Croatia
Scientific / art field,
discipline and subdiscipline		SOCIAL SCIENCES
Economics
Organization and Management
Abstract
Upravljanje konfliktima iznimno je važno za zdravo poslovanje organizacije. U prošlosti se konflikt smatrao izričito negativnim za organizaciju te se suzbijao i izbjegavao, ali pojavom biheviorističke škole, na organizaciju se počelo gledati kao na sustav međuljudskih odnosa, pa se time i na konflikte počelo gledati kao na dobre za organizaciju ako se njima dobro upravlja. Danas ih se u nekim slučajevima čak i potiče. Negativni aspekti konflikta mogu biti stres na poslu, izgaranje i... More nezadovoljstvo, komunikacija između pojedinaca i grupa može se smanjiti, može se razviti klima nepovjerenja i sumnji, odnosi se mogu oštetiti, radna učinkovitost se može smanjiti, otpor prema promjenama može se povećati, može utjecati na organizacijsku predanost i odanost. Sa pozitivne strane, konflikt može potaknuti inovativnost, kreativnost i rast, moguće je poboljšati organizacijsko odlučivanje, moguće su naći alternativna rješenja problema, sukob može dovesti do sinergijskih rješenja uobičajenih problema, moguće je poboljšati pojedinačne i grupne performanse, pojedinci i grupe mogu biti prisiljeni tražiti nove pristupe, a od pojedinaca i skupina može se tražiti da izraze i razjasne svoje stavove. Konfliktima se može upravljati tehnikama prevencije ili rezolucije. U ovom radu istražili su se vodstvo i upravljanje konfliktima u hrvatskim poduzećima kako bi se dao kritički osvrt na hrvatska poduzeća i njihovo trenutno stanje. Istraživanje je pokazalo da direktor nije iznimno autokratski usmjeren prilikom donošenja odluka, ali to nije niti rijetko jer donosi odluke autokratski u četvrtini slučajeva. Daje ispitanicima slobodu izražavanja, i općenito se osjećaju slobodnima da izjasne svoje ideje. Konflikti ne nastaju u poduzeću vrlo često, ali kada nastaju, stvaraju najčešće negativnu radnu atmosferu. Ego, stres i komunikacijski problemi kao najčešći čimbenici konflikata u poduzeću ukazuju na to da bi poduzeća trebala ulagati barem neke resurse u pomoć zaposlenicima da se snađu u upravljanju tim čimbenicima i da riješe konflikte koji iz njih proizlaze. Međutim, niti jedan ispitanik nije naveo da poduzeća imaju bilo kakav trening ili pomoć u svladavanju konfliktima, a opća sposobnost rješavanja konflikata nije visoka. Less
Abstract (english)
Conflict management is extremely important for the healthy operation of an organization. In the past, conflict was considered explicitly negative for the organization and was suppressed and avoided, but with the emergence of the behavioral school, the organization began to be seen as a system of interpersonal relationships, and thus conflicts began to be seen as good for the organization if well managed. Today, in some cases, they are even encouraged. Negative aspects of conflict... More can be stress at work, burnout and dissatisfaction, communication between individuals and groups can be reduced, a climate of mistrust and doubt can develop, relationships can be damaged, work efficiency can be reduced, resistance according to change it can increase, it can affect organizational commitment and loyalty. On the positive side, conflict can stimulate innovation, creativity and growth, it is possible to improve organizational decision making, alternative solutions to problems can be found, conflict can lead to synergistic solutions to common problems, individual and group performance can be improved, individuals and groups may be forced to seek new approaches, and individuals and groups may be asked to express and clarify their views. Conflicts can be managed by prevention or resolution techniques. This paper examines the leadership and management of conflicts in Croatian companies in order to give a critical overview of Croatian companies and their current situation. Research has shown that the director is not extremely autocratic in decision-making, but this is not uncommon because he makes decisions autocratically in a quarter of cases. It gives respondents freedom of expression, and they generally feel free to express their ideas. Conflicts do not arise in the company very often, but when they do occur, they most often create a negative work atmosphere. Ego, stress and communication problems as the most common factors of conflict in the company indicate that companies should invest at least some resources to help employees cope with the management of these factors and to resolve conflicts that arise from them. However, none of the respondents stated that companies have any training or assistance in coping with conflicts, and the general ability to resolve conflicts is not high. Less
Keywords
Keywords (english)
Languagecroatian
URN:NBNurn:nbn:hr:145:695383
Study programmeTitle: Business economy; specializations in: Management
Course: Management
Study programme type: university
Study level: graduate
Academic / professional title: magistar/magistra ekonomije (magistar/magistra ekonomije)
Type of resourceText
File originBorn digital
Access conditionsOpen access
Terms of useLicence In copyright icon
Created on2021-05-28 09:09:35
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