A Research Of Managing Organizational Conflict Based On Social Constrction

Organizational conflict is inevitable for any organization.Some data shows that managers took more than 20% time to deal with all kinds of conflicts in organizations. Especially China is suffering the triple transition in politics, economy and culture, it increases the risk of the organizational conflict:the causes of organizational conflict are more complicated; the mode is more varied and the effects is more destructive.These conditions hinder the process of construction of Harmonious Society,and make organization be destructive.Therefore,we must analize the basic causes and relations between factors of organizational conflict to prevent and manage organizational conflict.The personal resource exchange actions is original analisis point.On this base, the process of organizational structure and polarization were disscussed,and the interaction which happened among organizational structure,organizational process and action was also proved,and the process of discourse constrution was described.Bsed on the above,an analisis framework of organizational conflict which based on social constructionism was established.First,researching the process of action construction in organizational conflict. This paper argues that any organizational conflict is the action conflict, and action and are subject to certain organizational structure and organizational processes.Therefore,the causes of organizational conflict were analized in two aspects organizational structure and organizational process.On the one hand,the organizational structure diversity leads to different logic in different unit,it determined habitus and action strategies,and its practical performance is action conflict which actors performed in different organization. On the other hand organization power,resourse distribution,organizational institution,organizational culture which could effect organizational coflict were analized systematically.Second,researching the process of discourse constrction in organizational conflict.lt stated the interaction mechanism between discourse and cognitive,and discussed the important effect of discourse subject and discourse strategies,then all based philosophy of language.Conflict discourse may divided into two types:one type is discourse subject within organization,including stakeholders and differential stakeholders;another type is discourse subject outside organization,including relevant group,expert and scholar,government,mass media.And different subjects act different effect.At the same time,stating the strategies of discourse reality,sincerity and legitimacy.Third,operating the variables of organizational conflict,and taking the organizational struture as oganizational goal,independence of organizational value,resourse competition between organization and dependence of work task;taking the organizational process as organizational power,resourse distribution,organizational institution and organizational culture;taking the discourse construction as identity of discourse subject,reality of discourse,sincerity of discourse and legitimacy of discourse. On this basis, the scale of organizational conflicts was established. Through the survey data analysis, structural equation model of organizational conflict was built, and the results were analyzed.Finally, according to organizational conflict coefficient of each factor, proposing the policy and specific 5 methodes for organizational conflict management.