CONFLICT MANAGEMENT IN THE PERSONNEL MANAGEMENT SYSTEM

Objective. The objective of the article is to summarize theoretical developments on conflict management in personnel system Methods. To achieve objective, methods generalization, analysis and synthesis, logical analogies, comparative comparison, formal substantive modeling are used. Results. It proved that modern theories follow two main approaches: as a negative phenomenon; basis for achieving better results, well impetus change development organization itself. For company’s climate, direct sometimes more beneficial than climate constant doubt failure. Understanding source increases likelihood effective management. Conflict involves solving strategic tasks: prevention finding ways end it constructively. author comes conclusion should become subsystem system, which will increase number positive reduce consequences conflicts. approach management, implemented through coordination goals objectives with organization. This justified by difference organizations their structure, culture goals, therefore different needs Meeting these requires managers develop apply techniques consistent organization’s existing culture, organizational structure. That why at levels need be taught basics behavior an emphasis