Conflct Management/ Methods and Application in Hospital Organization

Organization of effiiency, effectiveness, changes and factors that can reduce or increase the level of development that one of theorganizational conflcts can have. Differences between individuals lie on the basis of the conflct. These differences are minimized,the lower level managers undertake the task of ensuring organizational alignment and coordination. Conflct, according to the fact oforganizational life, nor a sense of how to avoid it and an ideal way to eliminate completely. Thus, incompatibilities between individualswithin the organization, expressing disagreement or conflct and contrasts case, managers, are among the most important issues. Inthis case, both organizational and managerial aspects of public services as well as cause signifiant loss of time and energy, or citizenswho benefi from health services may be affected by this negative situation. In other words, organizational conflcts due to managers,organizational and scientifi potential of organization in accordance with existing objectives are deprived by possibility to use it effectively and effiiently. The same is true for employees. Conflct stress in any organization, malaise, can lead to insecurity and unease. Onthe other hand during the conflct devastating consequences for individuals and organizations can arise. All this negativity is reducingthe motivation level of individuals which may results in reduced effectiveness and productivity.To manage conflcts is better than to promote destructive creativity in many organizations; change, development can allow formationof peaceful and secure organizational climate. So conflct is subject to good analysis for identifiation the causes of emergence andconflct management path that could be adopted in interests of the organization.