下位시스템間의 葛藤이 組織에 미치는 影響과 葛藤解消를 爲한 Model設定 및 理論的考察

• 발행기관: 호서대학교 사회과학연구소
• 저자명: 金銅煥
• 간행물 정보: 『사회과학연구』제2집 제1호, 139~167쪽, 전체 29쪽
• 주제분류: 사회과학 > 행정학
• 파일형태: PDF
• 발행일자: 1983.05.31

영문 초록

As we reviewed, subsystems of business organizations are just that system. They, like organization, attempt to grow and survive. Unlike organization, however, subunits rarely guide their own destiny. So it is natural theywill upset the ballanced of influence suggested by the formal structure. In addition, as organization attempt to direct and control the activities of their participants strains and tensions may arise rumong these participants and among subsystems. Thus we examined conflicts, noting that they can be both functional and dysfunctional. We specified several important factors of conflicts among subsystems of a large organization: l) goal conflict, 2) role conflict, 3) ambiguities, 4) mutual task dependence, 5) power imbalance, 6) performance criteria and rewards, 7) organizational differentiation, 8) dependence on common resources, 9) communication obstacles, 10) personal traits and skills and so on. We analyzed major consequences of conflicts of Business organizations as well as within them by dissecting vertically and slicing horizontally, resp-ectively. Based on this analysis, We also suggested theoretical considerations and Model- I, Model- II to coordinate dysfunctional consequences of conflicts. Implications for the Model- I of this paper are to resolve conflicts in preventive approach method, that is, the one which deals with conflicts between 1) the values and structual gualities which advance the interests of people and 2) the values and structual gualities which advance the interests of organizations . Persuits for the Model- II of this article are to meet conflicts in diagnostic approach way, i.e, the one which cures negative consequences of conflicts systematically in relation to cause and effect. By dealing in depth with such dysfunctional conflicts, we may expect the whole effectiveness of business organizations to grow and survive and find ways to manage them in the service of both the organization and it s participants and also to use tensions creatively as well as competitively. Furthermore there are still many potential conflicts unanswered which are emerging from comnplexi ties of external business environments changes, especially technical ones. We plan to solve them. in the nearer future by depending on further investigations and careful observations.

목차

Ⅰ. 序論

Ⅱ. 시스템의 概念과 下位시스템의 分類體系

Ⅲ. 葛藤의 ᅳ般模型과 諸要因

Ⅳ. 葛藤의 機能的 役割과 組織에 미치는 影響

Ⅴ. 葛藤解消 方案을 위한 Model 設定과 理論的 考察

Ⅵ. 結論

参考文献

SUMMARY