Problems in the team and their solution. The psychology of relationships in a team: how to avoid conflicts? How to avoid conflict situations at work

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Do not share information about your personal life with anyone and do not talk about problems that are not related to solving work problems.
Are gossip and rumors exaggerated in front of you, or are they just discussing someone behind your back? Show that you are not going to participate in these conversations. Just try to avoid unnecessary moralizing.
Observe the dress code and do not wear too bright and provocative outfits, expensive wardrobe items, accessories to work.
Do not strive to become "on the board." This is always noticeable and only causes contempt.
Be attentive, listen more and, in turn, do not make harsh statements about other colleagues.
Do not disregard company rules and values. If it is customary in an organization to hold corporate events and celebrate birthdays in the office, you should not ignore them.

5. A co-worker's slovenliness

Order promotes inner peace and productivity in most people - but not all. Why does a colleague have on the table eternal mess? There may be several reasons for this.

Some people are inspired by clutter, they believe that it stimulates their ideas, pushes them to develop.
Someone simply does not notice the disorder - it does not affect them in any way, they simply do not "see" it.

Before blaming a colleague for being sloppy, remind yourself that there is no right or wrong way, and what one likes may not be liked by another. After all, it's his workplace, and only for him to decide what it will be.

If the papers of a colleague are smoothly "crawling" onto your desk, it will be enough to ask you not to violate the borders.

6. Breaking up with a colleague

Friendship in the workplace has its pros and cons. One of the downsides is the awkwardness that comes when a close relationship falls apart and you have to see this person every day at work.To overcome it:

Avoid personal disagreements and focus on how good your ex is at doing his job.
Concentrate on doing your job.
Try to maintain a normal professional relationship with the person you were once friends with.

7. Consequences of an office party

Joint holidays are one of the team building techniques. Research has shown that managers believe that spending time together, going out into the countryside, playing games and participating in social events strengthens team relationships, which leads to more effective work, as if integrating personal and professional life into a coherent whole.

But there is also back side - undesirable consequences of corporate events. This is usually expressed in the stupid behavior of colleagues. But you yourself can get into an awkward situation.

The person prefers not to share information that could prevent the problem.

Hidden revenge: a person denigrates the opponent's reputation, upsets his daily activities, steals important documents, and all this behind his back, on the sly.

Try to bring such a colleague into an open conversation in order to find out the reasons for this behavior. As a rule, this is a misunderstanding, omissions, latent discontent, which a person, due to character or other circumstances, does not want to express explicitly.

If you yourself experience latent aggression towards a colleague, try to see the good sides in him. You should not hide anger or resentment.

9. Blurred behavioral boundaries

No matter what others do or say, everyone is ultimately responsible for themselves, so it's best to stick to a moderately formal communication format.

At work, you shouldn't say or do whatever you want to, and at the same time, you shouldn't let other people set moral and ethical boundaries for you. What is normal for one person may be completely unacceptable for another.

An effective tool to combat familiarity at work is to give colleagues direct and instant feedback, but without getting personal. That is, without humiliating or attacking, politely tell what you want and what you don’t want. The wording could be: "May I ask you not to do this to me / not to say this in my presence?"

Have you ever had conflict situations at work? How did you solve them? Share your experience in the comments.

Complete collection of materials on the topic: problems in the team from specialists in their field.

15.10.2015 | 2539

We will tell you how to get out of difficult situations that often arise at work with honor.

Even in the most friendly team, awkward and unpleasant moments periodically occur. If you do not pay attention to them in time, the situation can become critical. This, in turn, can lead to hostility and even war between colleagues.

Let's take a look at 3 of the most common problem situations that can turn colleagues into enemies and find out how to behave in each case.

The boss overwhelms you with work

If we are talking about official duties, then you must fulfill them. But when your boss gives out assignments that have nothing to do with your job, conflict can arise.

In such a situation, the employee usually silently performs all tasks, since he does not want to lose his job. But at one point, when his strength runs out or problems appear in the family, he decides to quit.

Output: To prevent this from happening, in a soft and correct form, express all complaints to the manager as soon as he tries to blame the next problem on you. Explain that you cannot grab onto everything at once because the quality of the work will suffer. You can also discuss the option of paying extra for overtime work. Just remember that you shouldn't scandal and swear.

There is a person in the team who shakes everyone's nerves

A rare team can do without an employee who is unhappy with everything. He is not satisfied with the work schedule, the taste of free office coffee, the voice of the secretary. What is really there! Even paper is never white enough for him.

Such a grumbler can greatly spoil the relationship in the team. All the negativity that he brings to work will sooner or later affect those around him, who will conflict either with the eternally dissatisfied subject, or with each other. And the grumbler after that will begin to lament about the constant squabbles that prevent the team from working and developing.

Output: There are two reasons why a grumbler behaves this way. The first is that he is really offended at something or someone and throws out anger in this way. In this case, a heart-to-heart conversation and a solution to a sore problem will help. The second option: the grumbler spoils everyone's mood, because he is allowed to. And again you need to talk to the person, but this time tough and uncompromising. You need to show him that this behavior is unacceptable in your team.

The team does not accept the newcomer

We have already told you what to do in order to join the new team. But there are situations when you find yourself on the other side of the barricades: in a team that spread rot young employee... At first it may seem that it is better not to stick out: let him figure it out himself. But if you see that a person is not coping, you should help him.

Output: The easiest way to act is if the team listens to your opinion. Meet a new colleague, try to get to know him better. During the next attack, stand up for him, but do it calmly and reasonably. Communicate in public more often: let others see that you have a good relationship. So you will not only improve the atmosphere in the team, but also acquire a faithful companion who will remember the good done to him.

Psychology of a young team: types of relationships at work and some of the nuances

The psychology of relationships in a team is a complex topic that should be considered on a case-by-case basis. The reason for the subjective analysis of the situation lies in the human factor, which in various cases manifests itself atypically. There is no single system that allows you to predict what will cause a conflict situation. Thus, anything can become a bone of contention, since all people are different, and it will not work to measure them with one yardstick.

There are three main types of relationships at work:

Equal. These are friendly relations of colleagues, which provide not only mutual assistance, but also the opportunity to make a comment if necessary. In this case, everything is smooth in the team, no one quarrels and does not conflict. But there are also exceptions in which the superiors agree on friendly relations with the subordinate, thereby distinguishing him from the rest, which can cause envy and serious problems.
Relationship psychology at work between senior and junior from the position of a senior employee. These relationships are subdivided into mentor-student and leader-subordinate. The first option is convenient in that in this case the mentor does not participate in the same work processes as the student, so the relationship is neutral and safe. In the second case, we are talking about business relationships that do not involve support and participation, friendly conversations and advice. The leader punishes the subordinate for misconduct and rewards him for success, but in no way distinguishes him from the rest of the team.
The psychology of relationships in the team of junior and senior from the position of a junior employee. Here the situation is exactly the same as in the previous type of relationship, only it is considered from the position of a junior employee, which is applicable both to an experienced specialist and to a completely green student undergoing internship. Relationship with a mentor involves advice and support, with a leader - conscientious performance of their direct duties.

Working relationships: nuances and subtleties

The psychology of peer relationships can be understood with effort. If you do not want to become the cause of conflicts, but feel insecure in a young team, talk to those employees whom you trust. By showing your dissatisfaction, desires, fears and gratitude, you simplify the situation. It is always easy to understand what is happening and what will happen, what to do with it next, if you are an open and benevolent person who does not keep silent to the side when a misunderstanding arises. Very often, the cause of conflicts in the team is precisely misunderstandings. You will be misunderstood, you will misunderstand someone, and you will not be able to quickly solve the problem.

Team conflicts: what causes it?

Anything can happen at work - everyone who has changed the team more than once, moving from one organization to another, knows this. Thus, a woman who has become part of a new and rather young team faces several problems:

How to prevent conflict?

In the first case, one should rely only on education. If a young specialist adequately perceives his position at work, brought up and used to listen to elders, there will be no special problems. But this is not always the case, so you should initially dot all the “i's” by discussing the problem in the bud, not allowing it to develop.

The senior-junior relationship presupposes that the first specialist has more experience and the second specialist lacks it. In such a situation, you can only rely on your own patience. Presenting herself without arrogance, but with severity, an older woman will be able to achieve well-coordinated work, a desire to cooperate in difficult issues and an effective solution to emerging problems.

To solve the problem of handling modern technologies, a woman should take care of raising her qualifications, passing special courses that will help her become familiar with current innovations and not lose her face.

Women's collective and its problems

The situation is more complicated with the psychology of relationships at work in a female team. If it so happens that a woman over 40 joins a young women's collective that has not changed for several years in a row, problems may arise from scratch. This is due to the extreme suspicion of newly minted colleagues, who can be kind and responsive people, but behave somewhat biased, fearing sudden changes that have occurred at work.

The psychology of communication among the female team should be based on mutual trust. This is the only way to achieve a calm atmosphere, because everyone knows that one squabble can cause a whole local war when it comes to women. It is worth considering the presence of bosses, who, being of the stronger sex, are unlikely to want to see strained and unproductive relationships in their team. It is often difficult for a male leader to understand the root cause of the conflict, so both sides are likely to be guilty.

For many, the psychology of the women's team remains a dark forest. But not for the women themselves. If you have survived your fourth decade and are confidently determined to further career growth or work in a company that you like, even taking into account the presence of a completely unfamiliar team, get ready for difficulties. Better yet, overtake them, initially setting yourself up in a peaceful and benevolent way. A lot depends on the first meeting with future colleagues. Think carefully about your behavior, how you show professionalism and willingness to work in one team.

Relationship and gender issues

It is difficult to say what is the bigger problem - family relations or mutual understanding between a man and a woman. In the first case, you have to deal with a number of natural nuances:

envy of colleagues;
rejection of the team;
evil rumors.

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It just so happened that family relations are normally perceived only in a number of separate and, one might say, unique cases when the family business grows and develops, and leadership positions are traditionally occupied by heirs. But most often the team is faced with the fact that one of the many relatives of the bosses is taken to a good place, but he is not able to cope with the duties assigned to him. If a woman finds herself in such a situation, it is even more aggravated, because then certain prejudices affect the first impression. You can avoid such problems by proving your ability to cope with the assigned tasks and responsibilities.

The relationship between a man and a woman is always difficult when it comes to business cooperation. Different views on problems, different ideas about their possible solutions and completely different style of communication with colleagues. All this can cause both conflicts and quarrels that are not related to work. However, according to many psychologists, it is much easier to work in a motley team than with only women or men.

As a woman over 40, having entered a new team for yourself, you will not encounter anything fundamentally new. Other means of achieving goals are used, which remain unchanged from decade to decade - productive and well-coordinated teamwork is still the very desired result that those who want to succeed in climbing their career ladder strive for. By working effectively as a team, you will achieve personal and professional growth, as a good specialist will find his place in a team with any age range.

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Where people gather, passion always burns. Even if it seems to you that everything is fine and everyone is calm, there is no guarantee that it will suddenly not shoot.

Work.ua asked an expert what problems in the team are most often faced by modern companies. Find out, too.

1. Rejection of newbies

The first problem is “newcomers to the team”. It exists only because training newcomers is usually not included in the work plan of other employees, is not considered an important task for them, and is not taken into account when assessing labor productivity. For example, a company needs to expand in the market. The management spends time and energy on hiring staff, and the "oldies" refuse to deal with newcomers under the pretext of being busy and the need to complete assigned tasks.

What to do?

Change it! For example, you can assign one person to handle the interns. Some companies even have a special “adapter” post - a person involved in the adaptation of new employees.

If you have a newcomer, "attach" him officially to someone, meet with the two of them, regularly check the newcomer's statistics, ask the person in charge about how they are doing. In general, take control of this. For convenience, in your work calendar, immediately put control points ahead for several weeks. This will allow you not to forget about the meeting, for the "old man" it will be an indicator that you value his work, and for the newcomer - the standard of quality of work in your team.

2. Internal stimulus

The second problem of the team is that there is almost always a person in it who shakes everyone's nerves. Everything is not so for him: the chair is uncomfortable, the air conditioner is cold, the clients are harmful, the colleagues are unresponsive, the coffee is bad, the voice of the boss’s secretary is nasty, the weather is disgusting, all the men….

By constant whining and grumbling, he knocks people out of work and even more, sets them up for the same group grumbling, because he is "the only one who stands up for everyone here." And someone else would like to work, rejoice at the new project, but then a grumbler came out with his comment that “they only need to ride us”, and the smile disappeared from the person's face, he thought about his unhappy fate as an office slave.

What to do?

Personally, I am a supporter of parting with such guys. But you need to be careful, sometimes a responsible employee is mistaken for a grumbler, who simply cannot resist loud indignation when he sees someone interfering with productive work or doing something bad.

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You know, productive employees are often a speck in the eye for those who want to sit quietly at work without straining. And therefore they can complain that they spoil everyone's mood. Therefore, it is worth taking a closer look at those who complain a lot about the fact that they are hindered from working or spoil their mood - perhaps it is they who are such grumblers trying to hide behind imaginary obstacles.

Look at productivity. Fortunately, such people are productive in only one way - in the destabilization of the working atmosphere, but their work tasks are usually in disorder and lack of production indicators. For a manager, the main criterion for the usefulness of an employee is his statistics: how much of what and when was produced. Therefore, it is very important for the bosses to conduct regular coordination with subordinates, check the reports for the week and agree on a plan for the upcoming period.

3. Too many unnecessary tasks

And then the third main problem of the team immediately appears on the surface - the leader, who overwhelms everyone with new tasks. And it seems like it is clear that everyone came to work, and that everything is spelled out in their job responsibilities. But what have these new, extra-planned affairs, assignments, urgent meetings, meetings, problem solving?

And since a person also loves his work and treats his boss well, then he has to silently swallow discontent while there is enough strength. And when patience runs out, the person collects his things and quits. Or gets sick.

What to do?

Most often, such situations arise only because the manager does not know what the subordinate is doing at the moment, how important is what he is doing. But any burning task always seems to be more important than a planned one. Which is actually wrong.

The most important tasks are planned tasks, prepared in advance and agreed - it is they that generate profit and move the company forward. And what to do with force majeure?

We conducted a research and found that most of the force majeure occurs due to ... failure to fulfill planned tasks. And here again the need for weekly coordination of the head with subordinates comes to the fore, in which the boss, who sees a more holistic picture throughout the unit, will be able to choose the most optimal ways of interaction in advance.

So planning and getting work done according to plan is your way to optimize your workforce. The introduction of planning in the work of the team always brings excellent results, removes unnecessary enturbulation and promotes the growth of loyalty and involvement.

A small note: when making plans, do not forget to include in them spare time to solve real force majeure, which has always been, is and will be. The problem with force majeure is that you don't have time to settle them, and this ruins all your plans and introduces a lot of frustration to the team. Just always leave some time in reserve.

Do not worry - no one has ever lost this time, there is always something to do with it.

3 common team problems and how to solve them

Let's take a look at 3 of the most common problem situations that can turn colleagues into enemies and find out how to behave in each case.

If we are talking about official duties, then you must fulfill them. But when your boss gives out assignments that have nothing to do with your job, conflict can arise.

There is a person in the team who shakes everyone's nerves

We have already told you what to do in order to join the new team. But there are situations when you find yourself on the other side of the barricades: in a team that spread rot against a young employee. At first it may seem that it is better not to stick out: let him figure it out himself. But if you see that a person is not coping, you should help him.

Team problems

Working in a female team: a serpentarium or a safe haven?

It is not known what is more difficult: work in a purely male team, where everyone feels like a dominant male, or in a serpentarium, as women's communities are often called.

One side, work in a female team is calmer and proceeds according to a single scenario, starting with the correction of makeup and ending with a discussion of the actions of men. The more women there are in the team, the less working discussions are.

It is enough to just drag on a song about your personal life, and it immediately turns out that everyone else faced a similar problem, and they are ready to immediately give advice on any occasion. Sometimes it gets to such an extent that you want to howl, once again listening to the story of the head of the department about her childbirth or her husband's sores.

But in other way you can encounter meanness here much more often than when dealing with men. The women's collective is less ambitious, but if one of its representatives decides to survive you and takes other colleagues as an accomplice, then the outbreak of war may be no less bloody than the Second World War.

Such an office-based women's club lives an independent life, while nothing has changed over the years. The most typical example of a female team and all its charms were demonstrated back in soviet times in the film "Office Romance".

So, since that moment, only the brands of the discussed goods have changed, but the essence of the conversations remained the same: who, where, when and with whom... In especially neglected cases, communication within the office seems to be little and it goes beyond the scope of work. Ladies get together on holidays, make friends with families, go out into nature.

For all the idyll, such a group of women requires compliance with the norms established in it. Here you can either keep pace and form, no matter where - whether to paint a fence at the dacha to Maryivanna or celebrate the end in a cafe kindergarten son of Verpetrovna, or you can immediately quit. Dissent is not allowed.

What to do if such a psychological cohabitation fundamentally does not suit you and you absolutely do not want to live as a big single family?

We will have to make certain sacrifices: if collective campaigns can be abandoned under a plausible pretext, then it will not be possible to evade listening to universal problems. It is advisable to find an ally in this camp of enemies, with whom it will really be pleasant to communicate, and then life will be easier.

But the problems of the women's team do not end there. Since the female mental organization is more subtle, resentments arise literally out of the blue.

Criticism from the bosses is regarded as an insult, and ordinary words of a colleague, pronounced “in the wrong tone”, can cause tears.

Since all this is accompanied by active consolation from colleagues, it gradually becomes a habit. When changing the team to mixed or male, she will interfere.

Despite all these difficulties, the women's team can teach a lot. Here you understand that sometimes professionalism is less important than personal communication skills.

But in the women's team it is not a shame to ask for help and this will not be regarded as a weakness and in it you can really find real friends who will support both at work and in life.

Sources:
3 common team problems and how to solve them
We will tell you how to get out of difficult situations that often arise at work with honor.
http://www.estiva.ru/ru/articles/career/3305/
Working in a female team: a serpentarium or a safe haven?
On the one hand, work in a female team is calmer and proceeds according to a single scenario, starting with makeup correction and ending with a discussion of the actions of men. The more women there are in the team, the less working discussions are.
http://violet-lady.ru/problemy-v-zhenskom-kollektive/

Healthy team relationships are an important component of successful work. Conflict or latent hostility has a significant impact on the overall performance of workers. The team at work is not chosen, so you need to learn how to behave correctly.

With the correct presentation of oneself, there will be much less conflict situations

Teamwork gives good results if each person seeks to contribute to the common cause. Mutual understanding and mutual assistance also play an important role.

Division into roles

In any team, there is a division not only by position, but also by the role that a person performs when working together. In order to take your place in the team, you need to decide on this very role.

There are three levels.

A "workhorse" is a person who has good knowledge in a certain topic and knows how to communicate with colleagues at work. He can carry out tasks and assignments, and is also a consultant when it comes to the practical side of the issue.
An innovator - has lateral thinking and is creative in completing tasks. Most of the ideas belong to this category of employees.
Leader - knows how to assemble a team into a single whole, as well as distribute responsibilities between people. Such a person inspires to work and monitors the fulfillment of all requirements.

The most numerous category is “workhorses”. This does not mean that these people are more stupid or worse, they just know how to carry out assignments well, which is what they do. The main thing is to find your calling and occupy a niche that would fit in terms of knowledge, skills and abilities.

Good leaders are hard to find. Ideally, this is not the person who reaps the benefits of the entire group, but directs and organizes activities. For a true leader, there is no concept of "I", there is only "we".

Team behavior

Each company has its own rules

For those who work in a team, it is important to follow the rules of team conduct. The main thing is to maintain neutrality. Sometimes it is quite difficult, because you have to communicate with different people. There is no need to divide employees into good and bad. And even more so to do it publicly or tell someone about your thoughts on this matter.

Gossip is the cause of many conflicts at work. Do not distribute them. If there is no confidence in the information, then it is better not to react to it at all.

For beginners who have not yet grasped the specifics of the work, it is better to refrain from evaluative statements at first. This is perceived negatively by the "old-timers". It is recommended to listen more than talk, and fix for yourself the basic rules that are established in this team.

Modesty can play into the hands of building harmonious relationships in a team, but it should not be abused. It is necessary to learn to answer “no” to requests from colleagues to do work that is not part of the responsibility. Excessive kindness can be used.

Also, do not interfere with the work of other people. You can only give advice if the person asked for it himself. The initiative is punishable, that is, it can be perceived with hostility.

Team behavior may vary. In order to understand what unspoken rules operate, you just need to observe the behavior of people at work for some time.

Team problems

Conflict situations reduce the efficiency of the work process

Conflicts may arise between employees in a team, which result in latent or explicit aggression. This makes the job much more difficult and reduces performance.

Quite often in a team there is one or more people who are always unhappy with everything. They splash out their negativity on others and sabotage the work of the entire team. Constant squabbles and scandals make the atmosphere very tense. This problem can be resolved by having a serious conversation or setting rigid rules regarding behavior at work.

Another equally common problem is hostility towards new people. The entire team is up in arms against the newcomer. This behavior is difficult to root out, but prioritization can help. This should be done by a leader or person in a leadership position.

Depending on the specifics of the work, a division of the team may occur according to gender or age. This state of affairs also violates harmonious relationship in a team and hurts the workflow.

Team building

Team games promote team building

There is one peculiarity in the psychology of relationships between colleagues: almost every team can be united. Many large firms have a psychologist on their staff who deals with these issues. If the company does not have a specialist in this area on its balance sheet, then you can try to establish relations on your own.

Exercises designed to improve team relationships and bring people closer together is called team building.

They have the following goals:

creating a sense of unity;
training in methods of effective interaction and correct prioritization of work;
psychologically unload workers;
strengthen the authority of the authorities.

Most often, team building events take place in an informal setting, where people can feel more relaxed and confident. The activity takes place in a game format. The most common example is various sport competitions... Active physical activity develops team spirit faster.

In addition to sports team building, there are also:

psychological - passing testing and talking with a psychologist;
creative - the joint creation of decor objects, cooking, drawing, etc.;
fancy-dress - themed parties, day of one color (everyone comes to work dressed in clothes of a certain color).

You need to choose a team building event based on the needs and characteristics of the contingent. An inexperienced person in these matters may not only fail to get a positive result, but also harm the relationships in the team.

How to join a new team

The hardest thing is for new people in the team. At first, they are always treated with caution, do not trust important projects and generally question their professional suitability. This negative attitude is not at all the norm. With a favorable atmosphere in the team, the newcomer is helped to get comfortable in a new place, they are introduced to the course of the company.

You should not expect a warm welcome when it comes to the first day at a new workplace.

The first impression leaves a lasting impression on people. Therefore, you need to properly prepare for this event.

Each team has an unspoken set of rules. But there are also universal ones.

Nobody likes upstarts. You should not boast about your knowledge, financial situation, acquaintances and other similar things.
It is necessary to start building relationships with colleagues from day one. Better to be friendly and smile back at people. You should not create the image of a loner or too serious person.
There is no need to complain or express your dissatisfaction with the work of the company. It is unlikely that people who have been working here for years will like it.

You can bring your colleagues a symbolic treat for tea. You should not organize a feast in honor of your employment, as this can be misinterpreted.

Conclusion

Teamwork is not an easy task. It is quite rare to find such teams where all activities are maximally coordinated. This can be achieved through many years of hard work to build a team.

If the environment at work is too aggressive, and no methods help to fix it, then it will be reasonable to think about looking for another job. There is no need to expose yourself to additional stressors.

One of the main types of motives that induce a person to work in a team are social motives. It is thanks to them that a person is ready to do his job, focusing not only on its content and material compensation for labor, but also on the opportunity to take a certain place in the social structure of the team. This allows him to receive moral satisfaction from work, opportunities for self-expression and from the attitude of others, determined by the status of a person in the work collective. At the same time, any team is formed from individuals with different life experiences, different worldviews and different levels of professional knowledge and skills. These features of the team members affect the relationship in the work collective, the problems that arise and the ways to solve them. A separate pole of influence that determines the basic principles of interaction and problem solver relationship in the work collective, is its leader.

In the process of communication between members of the collective, the regulatory function of communication is especially noticeable, as an impact on the behavior, activity, value system of members of the collective with the aim of a kind of standardization. That is why team members who stand out from common standards have problems in relationships with other team members.

There are several problem areas in relationships in the work collective.

1. The entry of a new employee into the team. A new employee cannot fully express himself as a person, since his worldview, upbringing and experience may conflict with the norms of the work collective, which successfully suppresses individuality by any means.

2. The increased need of the employee for maximum personalization after the completion of the initial adaptation prompts him to look for means and opportunities to restore his individuality, which may not be welcomed in the team, since changes are made to the existing system of distribution of roles and privileges. This is a kind of riot period.

3. Contradictions between professional views and approaches to solving problems and problems of organizing leading workers in their areas.

4. Problems of relationships between established groups of workers. It can arise both within a small department and between departments of an organization. An example of the first case may be "hazing" by age, the second - the struggle between departments for influence and resources of the organization.

5. The crisis of power in the work collective. Relationship problems arise with a series of administrative errors, including incorrect distribution of workload, and the simultaneous presence of an informal leader in the team. The team can be divided into leader support groups.

6. Personal enmity between employees, which has arisen for objective or subjective reasons, is one of the most common problems in relationships in the work collective.