The Role of Communicative Management in Conflict Situation’ Solving at the Enterprises

The article examines the role of communicative management in conflict resolution and analyzes its basic principles. Communicative management serves as a practical tool for building effective relationships within an organization and with its external environment. It has been studied that such principles of com- municative management as communication, listening and constructive dialogue help to prevent conflicts at the enterprise.
A conflict arises when there are differences in interests, values, perspectives, or goals between two or more interacting parties within an organizational environment.
Organizational conflict refers to a situation where the interests, objectives, or viewpoints of differ- ent parties (employees, management, departments) are incompatible. The key causes of organizational conflicts were defined such as: organizational changes (restructuring, leadership transitions, etc.), insuf- ficient or absent communication, misaligned goals and interests and uneven distribution of resources and responsibilities.
An important aspect is to study the conflicts’ nature, their types and features. Contrary to the common perception of conflicts as purely negative phenomena, they can also have positive functions. The negative aspects of conflictі are more obvious and manifest themselves in increasing tension in interper- sonal relationships, worsening the psychological climate between the parties to the dispute, which often causes chaos, instability, aggression, significant expenditure of time and emotional resources, and also slows down and complicates the process of making managerial decisions.
On the other side the positive features of conflicts were defined. Among them are: de-escalating of a situation tension, establishing and maintaining a relatively stable structure of intra-group and interper- sonal relations, uniting the group, organization in the face of external difficulties and threats to existence and development, diagnostics of opponents' capabilities and identification of violations in the functioning of the organization.
It was examined that conflicts can be intrapersonal, interpersonal, group, or organizational. Their causes include lack of information, ineffective communication, differences in values and interests, and dissatisfaction with working conditions. Sometimes conflict can be transformed form one type into an- other (for example: interpersonal conflict may become an organizational or a group conflict if the third parties interfered the previous one).
The article emphasizes the importance of communication managment for resolving conflicts through the following aspects as: prevention, identification and effective resolution of conflicts. It was defined that communication management is one of the key factor in conflicts’ solving.
The key methods of communicative management for conflict prevention are presented, including: mediation, corporate culture and ethics, training and communication. It should be noted that there is no universal method for resolving any conflicts. Depending on the situation, it is necessary to select the most optimal one, since a situation in which negotiations can be effectively applied cannot always be resolved through mediation or open communication, and vice versa.