Eğitim Kurumlarında Örgütsel Çatışma Kaynakları ve Problem Odaklarının Çözümüne Yönelik Stratejilerin İncelenmesi
Examination of Strategies for Solving Organizational Conflict Sources and Problem Foci in Educational Institutions

Summary/Abstract: In this study, it is aimed to examine the strategies for solving organizational conflict sources and problem foci in educational institutions. Conflicts that are effectively managed in other institutions, especially educational institutions, contribute to the development of the organization's mission and culture. There are always conflicts and differences of opinion in organizations. Because conflict is an integrative quality of change. Organizations in which there is no conflict are stationary organizations. Innovation, change and performance are low in these organizations. In organizations where there are constant and intense conflicts, failure to make decisions on time, inability to solve problems, staff demoralization and stress cause a negative impact on work efficiency. Even the increasingly violent conflicts that cannot be resolved endanger the existence of the organization. Reasonable level of conflict should be encouraged because it is necessary for the dynamism, productivity, innovation and development of the organization. Educational organizations are composed of different people with different motivations, programs, lifestyles, communication structures. For this reason, conflict is inevitable in schools, as in other organizations. Since conflict plays a recurring role in the lives of school administrators and teachers, individuals holding these positions should learn to manage conflict effectively and direct conflict to constructive results. Instead of accepting that the conflict that arises in their own organizations does not exist at all, school administrators should see it as a source of constructive and productive movement. Managers should not eliminate conflicts completely by suppressing them, nor should they ignore them and not allow conflicts to reach a level that will harm the organization. Managers should keep conflicts at a reasonable level by applying the most appropriate solution strategy or strategies after investigating the causes of conflicts. Thus, it should make conflicts suitable for the benefit of the organization. Managers should not be afraid of conflicts, on the contrary, they should be able to increase the efficiency and effectiveness of the organization by taking advantage of conflicts.

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