A gestão de conflitos numa organização e consequente satisfação dos colaboradores

Abstract

The conflict is part of our existence as social beings in constant interaction withothers, it is part of the life of human beings. Its existence is not harmful, but ratherpromotes the growth and development. Their absence would not be beneficial both forindividuals and for organizations.The subject development is located primarily in the management of conflicts andthe consequent satisfaction of workers in a business context, it is intended specificallyto analyze the styles of conflict management and the various dimensions involved in jobsatisfaction.To meet the overall goal set it was applied a questionnaire to 100 employees of acompany's telecommunications business.With this study we conclude that one of the strategy of conflict management thatemployees use most of the sample is Sharing, which means that in general theemployees when they face a situation of conflict they give way in their positions oropinions. Then comes the style collaboration that involves collaboration between theparties and, consequently, leads to a more open trading, assuming a high concern withhimself and others.The style least used was the Avoidance, which is escape from the problemassuming a low concern with oneself and others.In relation to (dis) satisfaction at work, the dimensions that registered higherlevels of satisfaction were: satisfaction with the professional recognition, withorganizational support, affective relationship with the work, the social utility of theorganization and work, and dissatisfaction with work overload and lack of psychosocialsupport.As a result of inferential analysis confirmed the existence of statisticallysignificant relationship between the variables employment status and styles of conflictmanagement (collaboration, accommodation, sharing and avoidance).Also the variable, choose this company again noted significant differences towork with the scale of conflict management in collaborative dimensions andaccommodation. It also found significant relationships between variables functions ofmanagement / leadership styles and conflict management (collaboration, accommodation, sharing and avoidance) as the variable between the assigned leadershipand management styles of conflict accommodation.The study emphasizes that the conflict management styles adopted by employeesof a company do not influence job satisfaction of employees.

Date of Award	2012
Original language	Portuguese
Awarding Institution	Universidade Católica Portuguesa
Supervisor	Célia Ribeiro (Supervisor)