【作者】 卢静；

【导师】 秦放鸣；

【作者基本信息】 新疆大学 ， 企业管理， 2004， 硕士

【摘要】 冲突作为一种社会现象，普遍地存在于现代企业组织中，是发生在人与人之间的一种相互关系。而人是最活跃的生产要素，冲突管理的结果将影响着企业中人的积极性，进而影响着企业的效益和组织目标的实现，因此是企业管理中一个很有必要探讨的问题。古今中外的学者对于冲突的起因与作用有着不同的认识，学者们从不同的角度对冲突进行了界定。随着社会的发展，学者们对于冲突作用的认识也经历了一个变化的过程，从单纯的认为冲突是破坏性的到辩证地认识冲突作用的两面性，认为在组织中应当维持一个适度的冲突水平，从而对待冲突的态度也从简单的消灭冲突转变为冲突管理。前人在冲突模式、冲突管理模式及具体的管理措施等方面进行了不懈的努力，取得了很大的成就，这对企业如何认识内部冲突问题和如何管理企业内部冲突问题有着重要的指导意义。但是，前人对于冲突问题的研究多集中于对冲突及冲突管理定性的描述上，即使运用了博弈方法，但其研究还限于对各方在冲突下的反应模式及其反应机理的分析。由于研究方法与角度的局限性，到目前为止，冲突管理研究还有如下一些问题难以解决：1、在不同情况下如何选择冲突管理方式；2、如何确定组织中适度的冲突水平；3、在组织冲突水平过低的情况下如何激发建设性冲突。而这些都是关于冲突管理方式或制度的效率问题。冲突管理虽然是在管理领域中出现的问题，但它的管理效果却在一定程度上决定着企业的经济效益，而且在企业管理所追求的目标中，制度管理是管理的最高境界。因此通过制度对冲突进行管理，提高冲突管理的效率是冲突管理所应当达到的最高水平。通过在企业的实习和在内地企业实<WP=4>地调研，更加深了本人关于用制度对冲突进行管理，提高冲突管理效率的思考。而冲突管理效率的问题前人很少关注，是冲突管理研究领域中的一个空白。新制度经济学的基本理论在一个新兴学科――“法和经济学”中的应用为我提供了思路，即用与分析资源配置的经济方法相似的方法来研究冲突管理问题。本文认为制度既是博弈的结果又是博弈的规则，这一规则规定了资源的初始分配，但这种分配并不一定是有效率的，当这种资源分配出现低效率或无效率时，冲突就产生了。冲突是一种对资源进行重新分配的博弈，当这次博弈重新达到均衡时，新的资源分配方式被确定，新的制度也就形成了。本文的主要内容分为三个大部分：一、前言。这部分主要概括了前人关于冲突的定义、冲突管理研究的成果、研究方法等，指出前人在此问题上研究的不足和缺憾，在此基础上确定了本文的研究思路和方法。二、冲突管理的制度分析。这是本文分析的重点。本文将冲突管理的制度分为三大类：个体行为制度、契约制度和协调制度，并采用新的视角和前人在这一领域中很少关注的方法对三类制度进行了分析。在分析方法上的独到之处在于将新制度经济学分析的方法引入到冲突管理的研究中来。1、用经济学中的成本收益理论对各类制度进行了效率分析，提出了分析冲突管理制度效率的新思路，对不同情况下如何选择冲突管理方式做了有益的尝试。2、用经济学的边际成本与边际收益概念对组织中适度冲突水平的确定进行了分析，提出了用冲突管理的边际收益和边际成本来确定组织中适度冲突水平的新思路，对不同情况下如何确定组织中冲突水平是否适度做了有益的探索。在此基础上，本文对如何激发企业组织中建设性冲<WP=5>突提出了相应的对策建议，试图以此弥补以往研究的不足。三、结论。这是本文的落脚点和归宿。明确提出了本文的创新之处，同时也指出了本文的不足和欠缺。本文的研究并没有给出一个制度优劣的绝对结论，只是提供了一种选择冲突管理制度的思路。更多还原

【Abstract】 As a social phenomenon, conflict exists in enterprise generally. It is a kind of human interrelation. Human is the activest factor in enterprise and the result of conflict management can affect the initiative of the staff, then influence the benefit of project and the realization of organization`s aim. So the conflict management is a problem that must be discussed during business management.Scholars at all times and in all over the world have different understanding about the origin and function of conflict and defined it from diverse point of view. With the development of society, scholars` understanding about the function of conflict also go through a developed process.During the study on conflict management, acdemician made great efforts on　study the conflict mode, the conflict management mode and measures and have got great accomplishment, which are very important in recognizing and managing conflicts to enterprise. However, the formers` researching on conflict and conflict management only focus on determining the nature of them. Although they used the game method, the study is still limited to analysis the reaction mode and mechanism. Because of the limitation of the method and the point of view ,to nowadays, there <WP=7>are still some problem difficult to be resolved. They are, 1.how to choose the manners of conflict management in vary conditions? 2. how to define the moderate conflict level in orgnization? 3.how to blaze constructive conflict when its level is too low? These are all efficiency problem about conflict management mode or system.Conflict management is the issue come from the field of management, but its effect decides the benefit of the business. Moreover, in all aims enterprises persue, administrating by system is the highest bourn. After my practice in enterprise and investigation in other districtes, I confirmed my thought that managers should manage conflict by institution to improving the efficiency. But managing conflict by institution to improving the efficiency is the level that should obtain. But the efficiency of conflict management is seldom pay attention to, so it is still a blank in the field. the application of basic theory of new institutional economics in the law and economics offer a new thought to me, that is using a method similar to the economics one which was used to analysis the source collocation to research the conflict management.I believe that the system is not only the result of a game, but also the rule of the game, the rule prescribe the original source distribution. But the distribution isn`t necessery the most effective one, and when low efficiency appear, conflict appear. Conflict is a game that redistribut the source. when a new equilibrium come out ,the new source distributed pattern forms and the new system <WP=8>come into being.This article can be divided into three parts.1.Preface.This part mainly recapitulate the definition of conflict, the result and method of researching conflict management, which have been developed by predecessor. Moreover, it also points out the lack and regret about them and build up the thought and study way of this article on the basis.2.Institutional analysis of conflict management. It is the main part of this article. The article classify the institutions of conflict management into three sorts, individual-behavioural institutions, contract institutions and coordinate institutions. Moreover, it analyzes the three kind of institutions with new eyes and methods seldom be cared by formers. The most distinctive idea about analysis method is to introduce the methods of new institutional economics into the researching of conflict management. Firstly, I analyze these kinds of system`s efficiency by use the transaction cost theory and bring forward a new thought on the system efficiency analysis, which is a available attempt on how to select conflict management manners. Secondly, I analyze the moderate conflict level by using the cost-income method, bring forward the new thought that by applying the concept MR and MC更多还原