‫ﺳﺘﺮﺍﺗﻴﺠﻴﺎﺕ ﺇﺩﺍﺭﺓ ﺍﻟﺼﺮﺍﻉ ﺍﻟﺘﻨﻈﻴﻤﻲ‬

‫ﻣﻊ ﺳﺘﺮﺍﺗﻴﺠﻴﺎﺕ ﻣﻘﺘﺮﺣﺔ ﻹﺩﺍﺭﺓ ﺍﻟﺼﺮﺍﻉ‬

‫ﻓﻲ ﻣﻨﻈﻤﺎﺕ ﺍﻷﻋﻤﺎﻝ ﺍ ﻟﻌﺮﺍﻗﻴﺔ‬

Strategies of Organizational Conflict Management with

Suggestive Strategies to Mange the Conflict in Iraqi
Business Organizations
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  ،‫א‬‫א‬‫א‬،‫א‬K
  ،‫א‬‫א‬‫א‬،K
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@ @ ï àîÄänÛa@Êa‹—Ûa@ñŠa†g@pbîvîma
@ @ òîÓa‹ÈÛa@ÞbàÇþa@pbàÄäß@À@Êa‹—Ûa@ñŠa†⁄@òyÔß@pbîvîma Éß@
  ‫א‬ K
   K

@ @ szjÛa@pbíìn«
    ‫א‬
   ‫ א‬ ‫א‬ ‫ א‬ W ‫ א‬ ‫א‬
  ‫א‬‫א‬ W
  ‫א‬‫א‬ ‫א‬W
   (Pondy)  ‫א‬‫א‬ ‫א‬ 
  (Rahim)  ‫א‬‫א‬ ‫א‬ 
  ‫א‬‫א‬ W
  K‫א‬ ‫א‬‫א‬  W‫א‬
  ‫א‬‫א‬ ‫א‬ W
  ‫א‬ ‫ א‬ ‫א‬  ‫א‬  W ‫ א‬ ‫א‬
  ‫א‬‫א‬‫א‬‫א‬‫א‬‫א‬‫א‬‫א‬‫א‬W‫ א‬ ‫א‬
  ‫א‬W
  ‫א‬‫א‬ ‫א‬   ‫א‬‫א‬ ‫א‬  ‫א‬‫א‬W
‫א‬ 

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‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬

@ @ Z˜Üƒn¾a
(Hodge & Anthony, 1991; W
  ‫א‬ ‫א‬    ‫א‬   ‫א‬‫א‬ 
Wright & Noe, 1996; Cook etal., 1997; Hach, 1997; Robbins & Decenzo, 2001; Hills
    ‫א‬‫א‬  ‫א‬ ‫א‬‫א‬  ‫א‬‫א‬
  K& Jones, 2001)
           ‫א‬
  ‫א‬    ،‫א‬ ‫א‬‫א‬
  K     ‫א‬  ‫א‬   ،‫א‬
          ،  ‫א‬‫א‬  ‫א‬ ‫א‬   ‫א‬ 
 ‫א‬   ‫א‬‫א‬ ‫א‬   ‫א‬ ‫א‬    ،    ‫א‬  ،
    ‫א‬ ‫א‬‫א‬ ‫א‬  ، ‫א‬      
 ‫א‬    ‫א‬‫א‬      ‫א‬‫א‬  ‫א‬ ‫א‬‫א‬  ‫א‬  ‫א‬‫א‬
  K(Hodge & Anthony, 1991: 531) ‫א‬
 ‫א‬  ‫א‬ ‫א‬‫א‬  ‫א‬ ‫א‬  ‫א‬ ‫א‬  ،‫א‬‫א‬ 
    ‫א‬  ، ‫א‬‫א‬   ‫א‬‫א‬ ‫א‬ ‫א‬  ‫א‬ ‫א‬ ‫א‬
  ‫א‬‫א‬    
 ‫א‬ ‫א‬‫א‬ ‫א‬  ‫א‬‫א‬
  K ‫א‬ ‫א‬‫א‬ ‫א‬
 ‫א‬ ‫א‬ ‫א‬ ‫א‬  ،   ‫א‬ ‫א‬  ،   ‫א‬ 
 ‫א‬  ‫א‬K ‫א‬، ‫א‬   ، ، ‫א‬ ،W‫א‬
 ‫א‬  K  ‫א‬  ‫א‬ ‫א‬      ‫א‬‫א‬ ‫א‬ ‫א‬‫א‬ ‫א‬
   ‫א‬‫א‬ ‫א‬  ‫א‬‫א‬   ‫א‬  ‫א‬   ‫א‬
  K‫א‬‫א‬ ‫א‬

@ @ Introduction:@ò ߇Ծa
  W ،‫א‬ ‫א‬    ‫א‬   ‫א‬‫א‬ 
(Hodge & Anthony, 1991; Wright & Noe, 1996; Hach, 1997; Cook, etal, 1997;
Robins & Decenzo, 2001; Hills & Jones, 2001).
 ،‫א‬ ‫א‬‫א‬    ‫א‬‫א‬  ‫א‬  ‫א‬‫א‬ ‫א‬‫א‬  
 ،‫א‬       ‫א‬ ‫א‬       ‫א‬  
 ‫א‬‫א‬    ‫א‬ ‫א‬‫א‬‫א‬ ‫א‬‫א‬ ‫א‬‫א‬ ‫א‬ ‫א‬ ‫א‬‫א‬   ‫א‬
  ‫א‬    Organizational Effectiveness ‫א‬ ‫א‬   
 ‫א‬ ‫א‬   ‫א‬   ،‫א‬ ‫א‬‫א‬  ،     ‫א‬
 ‫א‬  ،‫א‬ ‫א‬   ‫א‬    ‫א‬ ‫א‬ ‫א‬
  K‫א‬ ‫א‬   ‫א‬‫א‬     ‫א‬‫א‬   ،‫א‬
      ‫א‬‫א‬    ،  ‫א‬‫א‬  ‫א‬ ‫א‬   ‫א‬ 
 ‫א‬ ‫א‬  ‫א‬‫א‬  Desirable        ،Unavoidable   
     ‫א‬ 
      ‫א‬ 
   Tension & Frustration
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 ‫ א‬   ‫א‬

(Hodge & Anthony, ‫א‬‫א‬          ،‫א‬ ‫א‬  ‫א‬
  K1991: 531)
   ‫א‬    ‫א‬    ،‫א‬‫א‬    ‫א‬ ‫א‬   
، ‫א‬‫א‬    ‫א‬ ‫א‬‫א‬ ‫א‬   ،‫א‬      
   ‫א‬ ‫א‬        ‫א‬ ‫א‬   ‫א‬‫א‬  
 ‫א‬ ‫א‬   ‫א‬‫א‬  ‫א‬  ،‫א‬ ‫א‬ ‫א‬‫א‬  ‫א‬‫א‬ ‫א‬‫א‬
 ‫א‬‫א‬   ،‫א‬ ‫א‬  ‫א‬ ‫א‬‫א‬ ‫א‬     
 ‫א‬ ‫א‬‫א‬      ‫א‬ ‫א‬، ‫א‬‫א‬    ‫א‬‫א‬
  K ‫א‬ ‫א‬   ‫א‬‫א‬      ‫א‬‫א‬
American  ‫א‬ ‫א‬ ‫א‬        ، ‫א‬ ‫א‬ 
   ٪٢٠  ‫א‬  ‫א‬ ‫א‬   Management Association
 ‫א‬  ‫א‬ ‫א‬‫א‬  ‫א‬‫א‬ ‫א‬‫א‬    K‫א‬‫א‬ ‫א‬ 
      ‫א‬ ‫א‬‫א‬ ‫א‬   ،‫א‬‫א‬ ‫א‬ ‫א‬   ‫א‬    ‫א‬
  KERobibins & Decenzo , 2001: 394F ‫א‬ ‫א‬ ،‫א‬ ،‫א‬‫א‬‫א‬ ‫א‬
 ‫א‬ ‫א‬   ‫א‬‫א‬ ‫א‬   ‫א‬ ‫א‬‫א‬   ،‫א‬‫א‬ 
  ‫א‬ ‫א‬ ،‫א‬ ،‫א‬ ،‫א‬ ،‫א‬ ،‫א‬ ‫א‬  ‫א‬
 ‫א‬‫א‬    ‫א‬ ‫א‬‫א‬   ‫א‬‫א‬   ‫א‬‫א‬ ‫א‬ ‫א‬  
  
 ‫א‬  ،   ‫א‬  ‫א‬        
  K‫א‬ ‫א‬‫א‬     ‫א‬ ‫א‬ ‫א‬‫א‬     
   ‫א‬   ‫א‬‫א‬   ‫א‬  ‫א‬   
 ،‫א‬      ‫א‬ ‫א‬   ‫א‬   ‫א‬   ‫א‬
 ‫א‬، ‫א‬‫א‬   ‫א‬ ‫א‬‫א‬ ‫א‬   ‫א‬‫א‬     ‫א‬ ‫א‬ 
، ، ،  ،  
 ‫א‬   ، ‫א‬  ‫א‬‫א‬ 
  ‫א‬   ‫א‬‫א‬    ‫א‬ ‫א‬   ،KKK‫א‬
  ،Thomas     ،‫א‬ ‫א‬  ،‫א‬ ‫א‬‫א‬    ‫א‬‫א‬
         ،‫א‬   ‫א‬‫א‬   ‫א‬‫א‬  
  K‫א‬ ‫א‬‫א‬    ‫א‬    ‫א‬ 
      ‫א‬ ‫א‬‫א‬ ‫א‬ ‫א‬‫א‬     ‫א‬  
 
  K ‫א‬ ‫א‬‫א‬ ‫א‬   ‫א‬‫א‬ 
  W  ‫א‬         
   ، ، ‫א‬ ،W‫א‬ ‫א‬‫א‬ W‫ א‬  ‫א‬
K‫א‬ ،‫א‬

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  
‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬

 ‫א‬ ‫א‬     ‫א‬‫א‬ ‫א‬ ‫א‬‫א‬ ‫א‬ W ‫ א‬ ‫א‬
  .‫א‬
 ‫א‬  ‫א‬‫א‬   ‫א‬ ‫א‬   W ‫ א‬ ‫א‬
  K‫א‬ ‫א‬ ‫א‬    ‫א‬    ‫א‬‫א‬ ‫א‬   ‫א‬‫א‬

@ @ Organizational Conflict@ïàîÄänÛa@Êa‹—Ûa@ZÞëþa@szj¾a
@ @ Definition Of Conflict:@Êa‹—Ûa@Ñí‹Èm@– @üëc
    ،        ‫א‬ ‫א‬‫א‬   ‫א‬ ‫א‬  
  ‫א‬ ‫א‬    ‫א‬    E(Katz & Kahn, 1988: 312
  K‫א‬   Resistance  ‫א‬      ‫א‬ 
  ‫א‬ ‫א‬  ‫א‬‫א‬   ‫א‬‫א‬    March & Simon  
 ‫א‬  (Hodge & Anthony, 1991: 542)  ‫א‬ ‫א‬ ‫א‬   ‫א‬
  ‫א‬‫א‬   
 ‫א‬
   ‫א‬، ‫א‬، ‫א‬، ‫א‬‫א‬     ‫א‬
  ‫א‬‫א‬  ‫א‬  ‫א‬‫א‬ ‫א‬ EWright & Noe, 1996: 682F ،  ‫א‬
   ‫א‬  Overt Struggle    ‫א‬EHach, 1997:301F K‫א‬  ‫א‬
 ‫א‬     ‫א‬    ‫א‬      ‫א‬  
  K‫א‬   ‫א‬‫א‬      ‫א‬ ‫א‬     ‫א‬‫א‬
  ‫א‬ ‫א‬   ‫א‬‫א‬ ERobbins & Decenzo, 2001: 344F 
  K‫א‬  ‫א‬      ‫א‬ ‫א‬‫א‬
  ‫א‬ ‫א‬  ‫א‬  ،    ‫א‬  ‫א‬    
، ‫א‬، ‫א‬‫א‬   ‫א‬‫א‬   ‫א‬
 ‫א‬  ‫א‬ 
   
    ‫א‬ ‫א‬ ‫א‬       ‫א‬ ،‫א‬ ،‫א‬
  K‫א‬‫א‬  
@ @ @Z Stage of conflictÊa‹—Ûa@Ýya‹ß@Z bîãbq
 ‫א‬ ‫א‬         ‫א‬   ‫א‬‫א‬  
  ‫א‬‫א‬  ‫א‬‫א‬      ،‫א‬   ‫א‬ ‫א‬‫א‬
 ‫א‬ ‫א‬‫א‬  ‫א‬      Rahims  Pondy W
  W  ،‫א‬    ‫א‬ ‫א‬‫א‬
  W Pondys Stages Of Conflict Model E PondyF    ‫א‬ ‫ א‬ ‫א‬     –  
(Hodge &       
      ‫א‬  ‫א‬‫א‬Pondy  
  W  Anthony, 1991: 541 ; Wright & Noe, 1996: 687 ; Hills & Jones, 2001: 494)

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 ‫ א‬   ‫א‬

  ‫א‬        ‫א‬ WLatent Conflict   ‫א‬  . ١
   ،KK‫א‬   ‫א‬ ،‫א‬‫א‬  ‫א‬ ،‫א‬‫א‬  ‫א‬
K  ‫א‬ ‫א‬     
  ‫א‬ ‫א‬ ‫א‬‫א‬ ‫א‬  WPerceived Conflict    ‫א‬  . ٢
 ‫א‬  ،   ‫א‬ ‫א‬ ‫א‬  ،‫א‬  ‫א‬
 ‫א‬               ‫א‬  
K
 ‫א‬‫א‬ ‫א‬    ‫א‬ WFelt Conflict   ‫א‬  . ٣
‫א‬    ‫א‬‫א‬  ،‫א‬ ‫א‬  ‫א‬‫א‬  ‫א‬
K‫א‬ ‫א‬  ‫א‬      
    ،   W Manifest Conflict E  F     ‫א‬  . ٤
  ‫א‬  ، ‫א‬ ‫א‬  ‫א‬      
  ‫א‬  ‫א‬  ‫א‬    ‫א‬ ،‫א‬ ‫א‬   ‫א‬‫א‬
  ‫א‬  ‫א‬‫א‬ ‫א‬     ‫א‬  ‫א‬   ‫א‬ 
K‫א‬‫א‬
 ‫א‬‫א‬  ‫א‬‫א‬    W Conflict Aftermath  ‫א‬ ‫ א‬      . ٥
  ‫א‬   ‫א‬‫א‬       ‫א‬  ‫א‬   ‫א‬ ،‫א‬
K‫א‬ ‫א‬     
  W Rahims stages of conflict E RahimF   ‫א‬ ‫ א‬ ‫א‬     –  

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  
‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬


 ، ‫א‬‫א‬      ‫א‬  ‫א‬   Rahim 
  W    E١F ‫א‬   ‫א‬   ‫א‬ ‫א‬

  ‫א‬‫ א‬   J ١

 ،،  ،W
K،
،،،W‫א‬
،W

‫א‬‫א‬  ‫א‬ E١F 

Source: Rahim, M.A., "managing conflict in Organizations"
praeger Publishers, Division of Green wood press, Inc, 1986, P: 60.
 ‫א‬W Antecedent Condition ‫א‬ ‫ א‬        –  ‫ א‬  ‫ א‬. ١
 ،‫א‬ ،‫א‬‫א‬ ،   ‫א‬ ‫א‬‫א‬  ‫א‬‫א‬    ‫א‬‫א‬
K‫א‬‫א‬      ‫א‬ 
 ‫א‬‫א‬ W Behavioral Changes ‫ א‬ ‫א‬ ‫ א‬ –  ‫ א‬  ‫ א‬. ٢
 ‫א‬ ‫א‬  ،‫א‬ ‫א‬ ‫א‬‫א‬ E‫א‬F ‫א‬  ‫א‬   ‫א‬
      ،Wining ‫א‬  Goal Accomplishment ‫א‬‫א‬  
  ‫א‬  ‫א‬  ، ‫א‬ ‫א‬ ‫א‬    ‫א‬  
K‫א‬ ‫א‬  ‫א‬‫א‬  

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 ‫ א‬   ‫א‬

 ‫א‬‫א‬‫א‬  W Structure Formation ‫ א‬   –  ‫ א‬  ‫ א‬. ٣
      ‫א‬ ‫א‬ ‫א‬‫א‬ ‫א‬ ‫א‬ ‫א‬‫א‬ ‫א‬‫א‬ 
Institutional conflict   ‫א‬‫א‬
 ‫א‬‫א‬‫א‬ W Decision Process ‫א‬ ‫ א‬     J  ‫א‬ ‫ א‬  ‫ א‬. ٤
 ‫א‬ ‫א‬‫א‬  ‫א‬‫א‬   ،‫א‬ ‫א‬‫א‬     ‫א‬‫א‬‫א‬   ‫א‬ 
    ‫א‬   ‫א‬     Negotiation
 ‫א‬     
K‫א‬‫א‬
 ‫א‬    W Conflict Aftermath ‫א‬ ‫ א‬      –  ‫ א‬  ‫ א‬. ٥
K ‫א‬     ‫א‬ ،  ‫א‬‫א‬      ‫א‬‫א‬ 
 ‫א‬‫א‬   ‫א‬   ‫א‬ ‫א‬ ‫א‬      ‫א‬  ،
 ‫א‬  ‫א‬ ‫א‬‫א‬  ‫א‬ ‫א‬‫א‬   ‫א‬ ‫א‬‫א‬ ‫א‬‫א‬  
    ‫א‬ ‫א‬‫א‬ ‫א‬ ،‫א‬     ‫א‬   ‫א‬  
  K ‫א‬ ‫א‬‫א‬ ‫א‬ 
@ @
@ @ Z Levels of conflict@Êa‹—Ûa@pbíìnß@– @brÛbq
    E١F ‫א‬        ‫א‬   
  WEHodge & Anthony, 1991: 536 ; Wright & Noe, 1996: 688F
 
  ‫א‬  ‫א‬‫א‬  E١F 
 ‫א‬ ‫א‬ 
  ‫א‬     ‫א‬  ‫א‬ ‫א‬‫א‬
  ‫א‬  ‫א‬      ‫א‬   E‫א‬‫א‬F ‫א‬ ١
  ‫א‬EF        ‫א‬ Intrapersonal
Work family E‫א‬ F
‫א‬    ‫א‬  ‫א‬   ‫א‬
E‫א‬F     ‫א‬      ‫א‬‫א‬  ٢
  ‫א‬    ‫א‬  Inter personal
  ‫א‬ 
personality clashes
    ‫א‬
E‫א‬F ‫א‬  ‫א‬‫א‬
 ‫א‬     ‫א‬‫א‬ ‫א‬ ‫א‬
‫א‬ ‫א‬  ‫א‬ ٣
‫א‬ ‫א‬  Intra group
‫א‬‫א‬  
‫א‬‫א‬ ‫א‬ ‫א‬

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  
‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬

‫א‬ ‫א‬‫א‬ ‫א‬

 ‫א‬   ‫א‬
  ،‫א‬ ‫א‬  ‫א‬   ‫א‬  ‫א‬ ‫א‬  
KK‫א‬   ،‫א‬‫א‬  ‫א‬‫א‬     ‫א‬ ٤
‫א‬ ‫א‬‫א‬  ، ‫א‬ ‫א‬ ‫א‬ Inter group
 ،‫א‬ ‫א‬  
‫א‬ ‫א‬
  W ‫א‬
Hodge, B, j & Anthony, W.P.," Organizational Theory a Strategic Approach",
4th ed., Allyn & Banco, Inc, 1991, p: 535.
Wright, P.M & Noe, R.A., "Management of Organizations", 2nd ed., 1996,
p:688.
@ @ Z Reasons of conflict & its Indices@éma‹’ûßë@Êa‹—Ûa@lbjc@– @bÈiaŠ
     ،‫א‬     ‫א‬       ‫א‬‫א‬ 
(Hodge & Anthony, 1991: 308 ; Griffin, 1993: 354 ; Cook etal,         
 
   J W  1997: 354
V»< ØnÛjiæ< Í]‚âù]< ÐÊ]çi< Ý‚Â .١
KE‫א‬‫א‬  F ‫א‬  ‫א‬‫א‬ ‫א‬ •
K   ‫א‬‫א‬  ‫א‬ •
KE‫א‬‫א‬   ‫א‬ F ‫א‬   ‫א‬ •
< < V»< ØnÛji< æ< HØÛÃÖ]< ÜéÛ’iæ< ØÓé]< ÜéÛ’i< »< ØÒ^Ú .٢
K‫א‬   ‫א‬ ‫א‬ •
KE‫א‬‫א‬F ‫א‬‫א‬ ‫א‬ •
K‫א‬  •
K‫א‬   •
K‫א‬   •
K‫א‬ ‫א‬‫א‬   •
K ‫א‬   ‫א‬ ‫א‬‫א‬  ،E‫א‬F ‫א‬‫א‬ ‫א‬   •
< < V»< ØnÛjèæ< …]æù]< Å]†‘<JO
K‫א‬‫א‬    •
K‫א‬ ‫א‬‫א‬    •
< < V»< ØnÛjèæ< HÅ]†’Ö]< î× < Ärè< çq<JP
K    ‫א‬ •
E ‫א‬F     •
K  •

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 ‫ א‬   ‫א‬

 ‫א‬ ‫א‬ ‫א‬   ‫א‬‫א‬  ‫א‬ ‫א‬   ‫א‬ ‫א‬ 
  K‫א‬ ،‫א‬ ،‫א‬ ،‫א‬‫א‬ ،
   ‫א‬ Observable Indices ‫ א‬ ‫א‬ ‫ א‬    
   J W EHatch, 1997: 308 ; Hersey & Blanchard, 1997: 224F 
K‫א‬‫א‬ ‫א‬ ‫א‬‫• א‬
K‫א‬    •
K‫א‬ ‫א‬ •
K‫א‬  •
K‫א‬  ‫• א‬
K‫א‬ ‫א‬ ‫א‬ ‫א‬ •
K‫א‬ ‫א‬ ‫• א‬
K‫א‬ ‫א‬‫א‬  •
K  ‫א‬ ‫א‬ •
K‫א‬  ‫א‬‫א‬  •
@ @ Z Benefit of conflict@Êa‹—Ûa@‡öaìÏ@– @bßb‚
  ‫א‬‫א‬   Positive Perspective   ‫א‬   ‫א‬ ‫א‬‫א‬ 
   ‫א‬‫א‬  ‫א‬ ‫א‬ ‫א‬ ‫א‬‫א‬     ‫א‬‫א‬  Pondy 
 ‫א‬     ‫א‬‫א‬     
   ،  
 
  SociologicallyE ‫א‬F ‫א‬ PsychologicallyE‫א‬F ‫א‬
  Frustrations ‫א‬    ‫א‬   ‫א‬ ‫א‬   
 ‫א‬ ‫א‬ ‫א‬     ‫א‬ ‫א‬    ،    
   ‫א‬‫א‬   ‫א‬   ،‫א‬ ‫א‬     ‫א‬
  
 ، ‫א‬    ‫א‬ ‫א‬‫א‬    ‫א‬‫א‬  ‫א‬ 
        ‫א‬ ‫א‬‫א‬  ‫א‬   ‫א‬‫א‬  ‫א‬ ‫א‬
  KEHatch, 1996: 304F ‫א‬ ،‫א‬ ،   ،  ‫א‬‫א‬     
 ‫א‬‫א‬    Contingency Model  E٢F ‫א‬ 
 ‫א‬‫א‬      ‫א‬   ‫א‬ ‫א‬ ‫א‬ ‫א‬ ‫א‬
   Organizational Performance  ‫א‬ ‫א‬‫א‬ 
      ‫א‬ ‫א‬ ‫א‬ ‫א‬‫א‬ ‫א‬   ،‫א‬   
 ‫א‬  ‫א‬‫א‬  ‫א‬‫א‬ ‫א‬‫א‬  ‫א‬‫א‬  ‫א‬    
 ‫א‬   ‫א‬‫א‬ ‫א‬‫א‬
   K‫א‬ ‫א‬  ‫א‬‫א‬  ‫א‬‫א‬ ،‫א‬
   ‫א‬‫א‬  ‫א‬‫א‬ EWright & Noe, 1997: 683F  ،  ‫א‬
 ‫א‬‫א‬    ،‫א‬‫א‬ ‫א‬  ‫א‬ ‫א‬    ‫א‬  ‫א‬

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  
‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬

 ‫א‬   ‫א‬   ‫א‬ ،  
 ‫א‬   
      ‫א‬       ‫א‬‫א‬    ،‫א‬‫א‬
 ‫א‬     ‫א‬   ‫א‬‫א‬ ‫א‬    ‫א‬        ،
  KCompetitive Advantage  ‫א‬ ‫א‬   ‫א‬     
  ‫א‬ ‫ ؟‬ ‫א‬    ‫א‬ ‫א‬ ‫א‬‫א‬ ‫א‬ ‫א‬‫א‬    
  K‫א‬ ‫א‬   

High  J 

‫א‬‫א‬ ‫א‬‫א‬ 

Performance
‫ﻤﺴﺘﻭﻯ ﺍﻷﺩﺍﺀ‬

W  ‫א‬‫א‬
L l

     • ‫א‬ L     •       •

 •   •
  ‫א‬ •
‫א‬‫א‬     •        •
  ‫א‬ •     ‫א‬ ‫א‬‫א‬‫א‬
      ‫ א‬ •

Low J ‫א‬   ‫א‬‫א‬ high J 

Level of Conflict
‫א‬ ‫א‬ ‫א‬‫א‬  E٢F 
Source: Hach, Mary-jo, "Organization Theory, Modern Symbolic &
postmodern perspectives " Oxford university press , New York , 1997: 305

Strategies Of Management @Ê@ a‹—Ûa@ñŠa†g@p @ bîvîma@Zï@ ãbrÛa@s@ zj¾a

@ @ @Conflict
  ‫א‬ ‫א‬   ‫א‬‫א‬    ‫א‬ ‫א‬ ‫א‬ ‫א‬ 
 ‫א‬   ‫א‬‫א‬ ‫א‬ ‫א‬‫א‬   ،‫א‬ ‫א‬   ‫א‬ 
  K‫א‬      ‫א‬ ‫א‬  ‫א‬

١٢٥
 ‫ א‬   ‫א‬

 ‫א‬‫א‬ ‫א‬  ‫א‬  ‫א‬،      ‫א‬
 ‫א‬ ‫א‬
(Wright & W    ،‫א‬     ‫א‬‫א‬  ‫א‬   
  KNoe, 1997: 683)
K‫א‬‫א‬   •
K  ‫א‬‫• א‬
K‫א‬      ‫א‬‫א‬  •
K ‫א‬ ‫א‬‫א‬       ‫א‬‫א‬   •
 
  ‫א‬‫א‬       ،‫א‬ ‫א‬    •
  EWright & Noe, 1997: 682FW    ،‫א‬ ‫א‬
K‫א‬          ‫א‬‫• א‬
K‫א‬    ‫א‬ ‫א‬‫א‬  •
K‫א‬ ‫א‬   ‫א‬  ‫א‬  ‫א‬‫א‬  •
K‫א‬ ‫א‬  ‫א‬ ‫א‬‫א‬  •
K    ‫א‬‫א‬  •
K‫א‬    ‫א‬  ‫א‬   ‫א‬‫א‬  •
 ‫א‬  ‫א‬‫א‬ ‫א‬    ‫א‬   ‫א‬‫א‬   ‫א‬
     ،    ‫א‬‫א‬     ‫א‬  ‫א‬‫א‬
  K‫א‬‫א‬  ‫א‬
        ‫א‬ ‫א‬‫א‬ ‫א‬ ‫א‬‫א‬E٣F ‫א‬ 
  W  (Hodge & Anthony, 1991: 551 ; Wright & Noe, 1996: 691)
UseOfPowerAnd / OrAuthority E‫א‬F ‫ א‬   L   ‫ א‬ ‫א‬ ‫ א‬ ‫א‬‫ א‬. ١
    ‫א‬‫א‬  ‫א‬  ‫א‬ ‫א‬‫א‬    W (Suppression) Strategy
 ‫א‬   ‫א‬‫א‬    ،‫א‬ ‫א‬ ‫א‬  ‫א‬  ‫א‬
  K‫א‬   ‫א‬    ،‫א‬  
 ‫א‬‫א‬‫א‬  ‫א‬‫א‬    W Smoothing strategy  ‫ א‬ ‫א‬‫ א‬. ٢
K    ‫א‬   ‫א‬ ‫א‬ ‫א‬ ‫א‬‫א‬ ‫א‬
 ‫א‬   Avoidance \ With drawl strategy: ‫ א‬  ‫א‬‫ א‬. ٣
 ‫א‬‫א‬   Buffers ‫א‬‫א‬ ‫א‬‫א‬ ،     ‫א‬    ‫א‬‫א‬ 
K‫א‬

١٢٦
  
‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬

‫א‬ ‫א‬‫א‬ E٣F 

Source: Hodge , B , j & Anthony , W.P., "Organizational Theory - A strategic
Approach " 4thed , Allyn & Banco , Inc , 1991 , p: 552
  ‫א‬‫א‬   W Compromise strategy ‫ א‬ ‫א‬‫ א‬. ١
     ‫א‬ ‫א‬‫א‬     ‫א‬   ،‫א‬‫א‬ 
   ‫א‬  ‫א‬‫א‬  ‫א‬  ‫א‬‫א‬   ، 
  Bargaining ‫א‬ ‫א‬      ‫א‬‫א‬ ‫א‬ ‫א‬  K
   ‫א‬ mini – maxi  ‫א‬  ‫א‬   EFred & Gillette F 
  ‫א‬‫א‬   ‫א‬‫א‬   ‫א‬  ‫א‬ ‫א‬     ‫א‬
 ‫א‬ ‫א‬، 
     ‫א‬ ‫א‬       
 ‫א‬           ‫א‬  ‫א‬   
  W
‫ ؟‬   ‫א‬ ‫א‬ ‫א‬   •
‫ ؟‬   ‫א‬ ‫א‬ ‫א‬   •
‫ ؟‬    ‫א‬  ‫א‬ ‫א‬ ‫א‬   •
١٢٧
 ‫ א‬   ‫א‬

‫ ؟‬   ‫א‬ ‫א‬ ‫א‬   •

           ‫א‬‫א‬     ‫א‬   ‫א‬ 
  ‫א‬‫א‬    ،‫א‬‫א‬    ‫א‬‫א‬   ‫א‬ ‫א‬
  K‫א‬ ‫א‬
 WThird – party interventionstrategy             ‫א‬‫ א‬. ٢
 ‫א‬‫א‬  ‫א‬ ‫א‬     ‫א‬‫א‬      
 ‫א‬ ‫א‬  ‫א‬    ‫א‬ ‫א‬ ‫א‬    ،‫א‬
Lawrence & F ‫א‬  ،       ‫א‬ ‫א‬  ‫א‬‫א‬  
 
       ‫א‬‫א‬  ‫א‬ ‫א‬‫א‬ ELorscl
Wright & Noe, 1996: F  ‫א‬‫א‬  ‫א‬   ‫א‬ Integrator  
Organizational             ‫א‬ E695
   
 ‫א‬‫א‬    ‫א‬  ‫א‬
 ‫א‬   ombudsman
   ‫א‬  ‫א‬   ‫א‬ ‫א‬   ‫א‬‫א‬   ‫א‬
K‫א‬‫א‬ E٢F ‫א‬  ، ‫א‬  
  ‫א‬‫א‬   ‫א‬ ‫א‬ ‫א‬ ‫א‬ E٢F 
–  ‫א‬ ‫א‬
  ‫א‬
‫א‬  ‫א‬
 ‫א‬ ‫א‬‫א‬‫א‬‫א‬ ‫א‬
 – 
  ‫א‬‫א‬‫א‬‫א‬ Inquisitor
‫א‬‫א‬‫א‬‫א‬‫א‬‫א‬
‫א‬–  Mediator ‫א‬
E‫א‬‫א‬ ‫א‬F‫א‬
 ‫א‬  ‫א‬‫א‬
 – ‫א‬ Judge‫א‬
‫א‬
    ‫א‬‫א‬‫א‬  ‫א‬L‫א‬
‫א‬ J ‫א‬
 ‫א‬‫א‬‫א‬  Avoider
Source: Wright patrict M. & Noe Raymond A, " Management of Organizations "
Irwin Mc Gra w Hill , 1996: P 693.

  ‫א‬ ‫א‬‫א‬   W cooptation Strategy  ‫ א‬ ‫א‬‫ א‬. ٣
 ‫א‬  ‫א‬   
    ‫א‬  
 
    
 ، ‫א‬ ‫א‬  ‫א‬  ‫א‬‫א‬   E‫א‬F ‫א‬
 ‫א‬ ‫א‬    ‫א‬ ‫א‬ ‫א‬        ‫א‬‫א‬ ‫א‬
K‫א‬  

١٢٨
  
‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬

 ‫א‬‫א‬WDemocratic process strategy ‫א‬  ‫ א‬  ‫ א‬ ‫א‬‫ א‬. ٤
  ‫א‬    ‫א‬‫א‬ ،‫א‬‫א‬ ،‫א‬‫א‬ ،‫א‬  
K  ،‫א‬   ‫א‬  ‫א‬‫א‬‫א‬ ‫א‬  ‫א‬ ‫א‬‫א‬
 ‫א‬     ‫א‬‫א‬  W Job Rotation strategy  ‫ א‬   ‫א‬‫ א‬. ٥
   ‫א‬ ‫א‬ ‫א‬      ‫א‬    
       ‫א‬ ‫א‬ ‫א‬     ‫א‬ ‫א‬
K‫א‬‫א‬  ‫א‬ ‫א‬  ‫א‬     ‫א‬    ‫א‬
   ‫א‬ ‫א‬‫א‬   W Cooperation strategy  ‫ א‬  ‫א‬‫ א‬. ٦
، ‫א‬ ‫א‬  
 
   ‫א‬‫א‬      ‫א‬
    ‫א‬‫א‬   ‫א‬ ‫א‬‫א‬   ‫א‬‫א‬  
    ‫א‬‫א‬   ،  ‫א‬         
  ‫א‬ ‫א‬   Commitment ‫א‬‫א‬  ،  ‫א‬  
K‫א‬ ‫א‬  ‫א‬  ‫א‬‫א‬
    ‫א‬‫א‬  W Confrontation strategy ‫ א‬ ‫א‬‫ א‬. ٧
 L  ‫א‬‫א‬      ‫א‬ ‫א‬‫א‬   ‫א‬
 ‫א‬   ‫א‬ ‫א‬   ،‫א‬   ‫א‬   stress‫א‬
K‫א‬
  ‫א‬‫א‬   W Larger Goal Strategy ‫א‬ ‫ א‬   ‫א‬‫ א‬. ٨
 ‫א‬‫א‬   ‫א‬    ‫א‬ ‫א‬‫א‬   ، ‫א‬
K‫א‬‫א‬   ‫א‬ ‫א‬ ‫א‬  ‫א‬ ‫א‬     
  ‫א‬   ‫א‬    ،‫א‬ ‫א‬‫א‬ ‫א‬ ‫א‬‫א‬   
، ‫א‬‫א‬    ‫א‬   ‫א‬   ‫א‬‫א‬ ‫א‬  ‫א‬‫א‬   ‫א‬‫א‬
  K ‫א‬‫א‬   ‫א‬  ،‫א‬ 

@Þ@ bàÇþa@p@ bàÄäß@À@Ê@ a‹—Ûa@ñŠa†⁄@ò@ yÔß@p @ bîvîmaa@É@ ß@pbî–ìnÛa@ZsÛbrÛa@szj¾a

@ @ òîÓa‹ÈÛa
  ‫א‬‫א‬ ،‫א‬K   ،‫א‬W  ‫א‬ ‫א‬ 
  W  ،‫א‬‫א‬ ‫א‬   ‫א‬‫א‬ ‫א‬
@ @ Z Recommendations@pbî–ìnÛa@Z üëc
 ‫א‬ ‫א‬    ،‫א‬  ‫א‬‫א‬ ‫א‬‫א‬      
  W  ،   ‫א‬‫א‬ ‫א‬ ‫א‬       ‫א‬ ‫א‬
 ‫א‬  ‫א‬        ‫א‬ ‫א‬‫א‬  . ١
KSensitivity Training ‫א‬   ‫א‬ ‫א‬  ‫א‬

١٢٩
 ‫ א‬   ‫א‬

     ‫א‬  ‫א‬        ‫א‬‫א‬   ‫א‬ .٢
W      ‫א‬   ‫א‬ 
K‫א‬ ‫א‬ ‫א‬‫א‬  ‫• א‬
K     •
K‫א‬    •
K‫א‬   ‫א‬    ‫א‬   ‫• א‬
K‫א‬ ‫א‬ ‫א‬ ‫א‬ •
   ‫א‬    ‫א‬  ‫א‬ ‫א‬   ‫• א‬
K   ‫א‬ ‫א‬
 ‫א‬       ‫א‬‫א‬ ‫א‬ ‫א‬، ‫א‬‫א‬، ‫א‬‫א‬  .٣
 ‫א‬          ‫א‬  ‫א‬  ‫א‬ ‫א‬
K‫א‬ ‫א‬     ‫א‬  ‫א‬ 
   ‫א‬ Employee Assistance ProgramsEEAPSF   ‫א‬  .٤
       ،‫א‬  ‫א‬  ‫א‬  ‫א‬ ‫א‬ 
 ‫א‬    ‫א‬    ‫א‬‫א‬ 
 ‫א‬  ،  ‫א‬ ‫א‬
 (Wright & Noe, 1996: 640)  ‫א‬ ‫א‬  ‫א‬   ‫א‬‫א‬
 ‫א‬  ‫א‬   ‫א‬‫א‬ ‫א‬‫א‬ ‫א‬‫א‬  ‫א‬  ‫א‬  .٥
K‫א‬‫א‬   ‫א‬  ‫א‬‫א‬ 
@ @ @òîÓa‹ÈÛa@ÞbàÇþa@pbàÄäß@À @Êa‹—Ûa@ñŠa†⁄@òyÔß@pbîvîmaa@– @bîãbq
Suggestive Strategies to mange the conflict in Iraq Business Organizations:
 ‫א‬ ‫א‬ ‫א‬  ‫א‬ ‫א‬‫א‬   ‫א‬ ‫א‬  ‫א‬  
   ‫א‬    ، ‫א‬‫א‬  ‫א‬‫א‬ ‫א‬ ‫א‬  ‫א‬
 ‫א‬‫א‬  ‫א‬‫א‬    ‫א‬‫א‬ ‫א‬   ،‫א‬‫א‬
   ، ‫א‬‫א‬    ‫א‬‫א‬    ‫א‬ ‫א‬‫א‬ ‫א‬  
  W  ‫א‬‫א‬
 ‫א‬‫א‬   ‫א‬‫א‬   W Negotiation strategy ‫ א‬ ‫א‬‫ א‬. ١
  
   ‫א‬ ‫א‬‫א‬ ، ‫א‬‫א‬ ‫א‬  ‫א‬‫א‬  
 ‫א‬  ‫א‬‫א‬    ‫א‬
 ‫א‬   ‫א‬ ‫א‬  ،‫א‬‫א‬
         ‫א‬       
K      
  W  ‫א‬     ‫א‬ ‫א‬‫א‬  
  ‫א‬  ‫א‬‫א‬       ‫א‬‫א‬   •
K    
K ‫א‬  ‫א‬    ،‫א‬ ‫א‬   ‫א‬ ‫א‬  •
١٣٠
  
‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬‫ א‬‫ א‬‫א‬‫ א‬‫א‬‫א‬

   ‫א‬       ، ‫א‬   ‫א‬ ‫א‬‫א‬  •
K‫א‬ ‫א‬‫א‬
 ،‫א‬  ‫א‬  ‫א‬ ،‫א‬ ‫א‬  ‫א‬  ‫א‬   •
K   ‫א‬ ،‫א‬
 WIncreased Communications strategy ‫ א‬   ‫א‬‫ א‬. ٢
     ‫א‬     ‫א‬  ‫א‬ ‫א‬   ‫א‬‫א‬
   ‫א‬     ، ‫א‬  ، ‫א‬    ‫א‬‫א‬
 
  ‫א‬ ‫א‬   ‫א‬   ‫א‬‫א‬     ،‫א‬‫א‬ 
  ‫א‬ ‫א‬  ‫א‬ ‫א‬  ،‫א‬  ،‫א‬  ‫א‬ 
K  ‫א‬‫א‬        ‫א‬ ‫א‬ 
 ‫א‬ ‫א‬    ‫א‬   W Teams work strategy  ‫ א‬    ‫א‬‫ א‬. ٣
  ،       ، ‫א‬   ‫א‬
، ‫א‬‫א‬  ‫א‬‫א‬ ‫א‬   ‫א‬   K   
W ‫א‬   K  ‫א‬   ‫א‬ 
  ‫א‬   ‫א‬   WCross functional Teams ‫א‬ ‫א‬  ‫• א‬
  ‫א‬  ‫א‬، ‫א‬، ‫א‬        
  W 
  ‫א‬    ‫א‬ ‫א‬       
    ‫א‬‫א‬   ‫א‬
 ‫א‬   ،‫א‬ ‫א‬ 
  K‫א‬‫א‬   ‫א‬ ‫א‬     ‫א‬ ‫א‬
  ‫א‬   ‫א‬     Solve problem Teams ‫א‬   •
K‫א‬ ‫א‬  ‫א‬ 
      ‫א‬ ‫א‬‫א‬    ‫א‬ ‫א‬    ‫א‬‫א‬  
      ،‫א‬‫א‬   ‫א‬   ‫א‬    ‫א‬ ‫א‬
K‫א‬ ‫א‬       ،‫א‬ ‫א‬ 
 ‫א‬‫א‬   W Restructuring strategy ‫ א‬   ‫א‬‫ א‬. ٤
   ، ‫א‬ ‫א‬‫א‬ ‫א‬  ‫א‬ ‫א‬     
 ‫א‬    ‫א‬     ،‫א‬     
، ‫א‬  ،  ‫א‬ ‫א‬، ‫א‬    ،‫א‬ ‫א‬
    ‫א‬     ‫א‬ ‫א‬ ‫א‬ ‫א‬  ‫א‬ ،‫א‬ ‫א‬ 
 ‫א‬‫א‬      ‫א‬‫א‬      ‫א‬  
K‫א‬ ‫א‬‫א‬  ‫א‬  ‫א‬   ،‫א‬ ‫א‬   ‫א‬ ‫א‬

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 ‫ א‬   ‫א‬

 ‫א‬‫א‬  W Expansion Resources strategy ‫א‬‫ א‬   ‫א‬‫ א‬. ٥
 ‫א‬   ‫א‬‫א‬  ‫א‬‫א‬ ‫א‬‫א‬ ‫א‬   ‫א‬ ‫א‬‫א‬ 
K  ‫א‬‫א‬    ‫א‬  ،‫א‬‫א‬
 ‫א‬‫א‬  ‫א‬  W Reduction of gap strategy ‫ א‬   ‫א‬‫ א‬. ٦
‫א‬ KKK‫א‬ ،‫א‬ ،‫א‬ ،‫א‬‫א‬ ،‫א‬  ‫א‬‫א‬  ‫א‬ 
     ‫א‬   ‫א‬  ‫א‬ ‫א‬    ‫א‬ ‫א‬
 ‫א‬‫א‬    ‫א‬‫א‬
 ‫א‬  ‫א‬‫א‬   ‫א‬ ‫א‬‫א‬  
  ‫א‬‫א‬  ‫א‬   ،‫א‬ ‫א‬‫א‬ ‫א‬   ‫א‬ ‫א‬
  ،  ،‫א‬  ،‫א‬   ‫א‬   ‫א‬
K‫א‬   ‫א‬ ‫א‬‫א‬     ،‫א‬ ‫א‬  ‫א‬
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