中东通信设计项目团队冲突管理研究

发布时间：2018-03-21 09:32

本文选题：冲突管理　切入点：项目团队　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：科学技术发展到当下的阶段,我国的项目类工作的复杂程度以及工作量在很大程度上,已经达到或者超过了单个工作者的极限。所以,这几十年里,团队代替原来的工作组织形式在各个类型的组织中被广泛应用。而团队作为一个最重要的工作模式,团队在组织中的学习单元与绩效单元的模块已经变得越来越重要。但是,因为在团队的每个成员有诸多差异,每个团队成员的目标认知都有或多或少区别的。在团队遇到突发事件或团队沟通机制设置不当时容易发生多种团队冲突;另一方面,为了让团队避免在一个假和谐气氛中开展工作,团队成员应当被鼓励表达不同意见,一般情况下,团队领导在对于团队冲突的处理上,可以采取鼓励和加强适当的、建设性的和积极的建议措施。对于团队来说,管理者的这种处理方法在工作上能够给团队成员带来积极的影响,让他们能够有效沟通达到互相理解,信息实现有效交互,使得相对合理的团队决策得以形成。本文首先回顾与分析了团队冲突的相关理论及综述,发现我国冲突管理研究课题数量虽然有所增加,比之国外,尤其是发达国家,仍显不足。经过很长时间的进化和演变,学者们通过实际验证冲突管理理论并对其进行相关研究才得以完善。在此基础上,针对团队冲突管理过程,充分认识团队冲突的影响因素,找出冲突类型,并且选择合理的管理方式。然后具体结合中东通信设计项目作为案例,分析其存在的团队冲突问题并分析导致这些问题存在的原因。并将团队冲突的内容分为团队成员与成员之间的冲突、团队成员与团队中的冲突、团队与团队之间的冲突以及团队领导与团队成员之间的冲突四个部分,分别针对这四个方面制定项目团队冲突管理的方案。首先针对项目成员之间的角色冲突采用正视法;对人际冲突要积极的询问,交流沟通时要学会倾听、结合中东通信设计项目的特点,要解决该项目如果团队当中出现了文化冲突,需要做好以下几个方面:第一是对文化差异进行识别;第二是进行多元文化培训;第三是在经营观念以及公司精神文化上达到一致;针对项目团队与成员之间的冲突提出了预防项目团队破坏性冲突的FACE组合法与鼓励建设性冲突的TEAP组合法;在具体的团队管理中,管理人员解决与成员之间冲突的策略主要以下几种:及时进行沟通协调、注重询问与倾听、对上级沟通要有理、有节、有胆、有据、平级沟通要有"肺"、构建良好的回馈机制、防止在负面情绪中进行协调沟通、控制非正式沟通、容忍冲突,强调解决方案;两个团队间的冲突大多是因为至少一个冲突的共同点导致的,经常是破坏性的冲突。可以尝试互换角色、转移目标以及改变组织结构因素。最后为了保证团队冲突管理的方案的实施,从组织架构和流程制度两个方面提出了保障措施。
[Abstract]:With the development of science and technology to the present stage, the complexity and workload of the project work in our country have to a great extent reached or exceeded the limit of individual workers. Teams are widely used in all types of organizations instead of the original work organization. As one of the most important work models, the learning and performance modules of the team in the organization have become more and more important. However, Because there are many differences in each member of the team, each team member has more or less different understanding of the goal. When the team encounter unexpected events or team communication mechanism is not set up at the time prone to multiple team conflicts; on the other hand, In order to avoid working in a false and harmonious atmosphere, team members should be encouraged to express different opinions. In general, team leaders may take appropriate incentives and enhancements in dealing with team conflicts. Constructive and positive advice. For the team, this management approach can have a positive impact on the work of the team members, enabling them to communicate effectively to achieve mutual understanding and effective interaction of information. This paper first reviews and analyzes the relevant theories and reviews of team conflict, and finds that the number of research topics on conflict management in China has increased, compared with foreign countries, especially in developed countries. After a long period of evolution and evolution, the scholars have verified the conflict management theory and carried on the related research to perfect it. On this basis, aiming at the team conflict management process, Fully understand the impact factors of team conflict, find out the type of conflict, and choose a reasonable management method. Analyze the problems of team conflict and analyze the causes of these problems. The content of team conflict is divided into conflicts between team members, conflicts between team members and team members. The conflict between the team and the team and the conflict between the team leader and the team members, the project team conflict management scheme is developed respectively in view of these four aspects. Firstly, the conflict of the role between the project members is faced squarely; Ask positive questions about interpersonal conflicts, learn to listen when communicating, and take into account the characteristics of the Middle East communication design project to solve the problem of cultural conflict in the team. It is necessary to do well in the following aspects: first, to identify the cultural differences; second, to carry out multi-cultural training; third, to achieve consistency in the concept of management and the spirit and culture of the company; Aiming at the conflict between the project team and its members, the paper puts forward the FACE combination method to prevent the destructive conflict of the project team and the TEAP combination method to encourage the constructive conflict. The main strategies for managers to resolve conflicts with their members are as follows: timely communication and coordination, attention to inquiry and listening, reasonable communication with superiors, courage, evidence, and "lungs" for horizontal communication, so as to build a good feedback mechanism. Prevent coordinated communication in negative emotions, control informal communication, tolerate conflicts and emphasize solutions; conflicts between two teams are mostly caused by the common ground of at least one conflict, It is often a destructive conflict. It can try to swap roles, transfer objectives and change organizational structure factors. Finally, in order to ensure the implementation of team conflict management, the paper puts forward the safeguard measures from two aspects: organizational structure and process system.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F626

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