在组织管理过程中,提到冲突,人们往往与脸红脖子粗式的争吵联系起来,评价也往往是负面的,有的甚至将冲突看作企业即将崩溃或管理失败的征兆,所以管理者应当尽量避免冲突。这种看法在过去的管理实践中较为流行,但随着人们创新意识的增强和知识员工等管理对象素质的全面提高,这种落后于时代且不全面的看法显然需要重新审视。诚然,冲突在企业里更多地表现为员工与员工、员工与管理层的正面争战,但是,如果我们能够全面认识和正确处理冲突,有时反而会给组织带来新活力。 In the process of organization and management, referring to conflicts, people often associate themselves with blushing and quarrelsome evaluations, which tend to be negative. Some even regard the conflict as a symptom of an impending enterprise collapse or management failure, so managers should try their best avoid confict. This view is more popular in past management practices. However, with the improvement of people’s awareness of innovation and the overall improvement of the quality of management personnel such as knowledge workers, this backward-than-current and incomplete view clearly needs to be re-examined. It is true that conflict is more manifested in the enterprise as a positive battle between employees and employees, employees and management, but sometimes we can bring new vitality to the organization if we can fully understand and correctly handle the conflicts.