How to resolve factional disputes

Benign competition between factions is conducive to the development of organizations and companies, but if these informal organizations put group interests above company interests, it will affect the normal decision-making and policy implementation of enterprises and endanger the healthy development of enterprises. How to solve factional struggles and promote cooperation among various departments and groups? The opinions of users of the World Manager website are: guide all parties to focus on the strategic objectives of the enterprise; Restrict the behavior of all parties with the system; Good cooperation between departments can be achieved through communication. Focus on strategic objectives All factions in the enterprise put their own interests above those of the enterprise, because the enterprise's objectives are unclear or the factions do not focus on the enterprise's development goals. This requires business leaders not only to set clear strategic goals, but also to make every manager and employee understand this goal and lead employees to work towards the same goal. If everyone knows the strategic significance of chip business to the enterprise in this case, everyone will naturally give priority to it in their work. The "Sally" proposal of a company in Beijing suggests that enterprises can cultivate a common interest through training and other means. Let employees pay attention to the strategic objectives of the enterprise, enhance understanding, put aside differences and unite and cooperate. In the process of training, the personal interests of employees are linked to the interests of enterprises; Let everyone know that only enterprises can develop themselves; Let employees think about how to do their job well at work and know that what they do will have an impact on the development of the company. At the same time, enterprise leaders should be able to correct the behaviors that are not conducive to the realization of enterprise goals in time, clarify their attitudes and tendencies, and reflect them in performance appraisal. Clarifying individual responsibility is not clear in strategic transmission, but unclear responsibility, chaotic structure and incomplete system are all important reasons for infighting. The effective countermeasures are: clear responsibility and perfect internal system. Defining responsibilities can reduce the occurrence of people from all factions shirking their responsibilities. A company "Shanfeng" pointed out that the factional struggle within the enterprise in this case was largely due to problems in the process. The process design is not scientific and reasonable, resulting in unclear authority, overlapping management and wrangling with each other. Therefore, enterprises should design a scientific and reasonable process, divide clear management authority and responsibilities among different vice presidents, minimize overlap, and whoever manages should be responsible. Zhongjing Frog of a company in Zhengzhou agrees with this view. He believes that enterprises should have a clear division of powers and responsibilities and institutional constraints, strengthen assessment and control audit. Job rotation can cultivate the cooperative spirit of mutual understanding. It can be clearly seen from a cultural development company in Beijing that the rotation system plays an important role in enterprise management. First of all, it can help break down the barriers and boundaries of horizontal cooperation between departments and lay a good foundation for departmental cooperation. Empathy, empathy, you can understand the difficulties of others. Secondly, employees can clearly understand the relationship between their work and others and other departments, which can improve their work enthusiasm. At present, many large enterprises, such as Motorola, implement the rotation system. Netizen "Fu Zhao" also thinks that if you stay in a department for too long, you will assimilate your thinking and form a small group. After the company's business is stable, you can carry out job rotation, which is not only conducive to departmental cooperation but also provides employees with an opportunity to learn and improve. Smooth communication system and good communication are the basis of teamwork. Some people think that Jack Welch's most successful place is that he has established a corporate culture of informal communication in GE Company. He emphasized that only by "smooth communication" can enterprises make continuous progress. "Smooth communication" advocated by Welch is a good way to deal with factional struggles, which is also the suggestion of most users of the World Manager website who participated in the discussion. Establish a communication culture In a culture atmosphere of frankness, communication and cooperation, employees will be willing to communicate, and it is easy to form the same value system. When Welch was at GE, he "hoped that people would dare to express their objections, present all the facts and respect different opinions". He said, "This is how we resolve conflicts." One of the reasons for the factional dispute in Yuxin Company is poor communication. Yuan Weijie, a user of this website, suggested that as the boss of an enterprise, he should do his best to create a healthy and progressive corporate culture, encourage employees to actively communicate, and create a corporate culture of unity, cooperation, mutual assistance and taking the interests of the enterprise as the highest interest. Multi-level communication between superiors and subordinates and between departments requires frequent communication and understanding of each other's ideas, which can reduce contradictions and solve them easily. To solve factional struggles, Wang Lian, as the boss, has the task of coordinating and balancing factional relations. "Purple Flame 000" of a computer technology development company analyzed that the relationship between team leaders affects team cooperation. Harmonious team leadership, the relationship between the two teams will be harmonious; There are contradictions between team leaders, subordinates will also feel them, and there will be contradictions between teams. Therefore, the president might as well call the opposing team leaders together and talk openly. If you have any ideas, put them forward directly, find out the root of the contradiction and solve the problem. In addition, establish a good incentive mechanism to promote cooperation between factions. If the cooperation of team leaders has a positive impact on the company, reward it. The boss should pay attention to the development trend between factions from the beginning and play a good coordinating role instead of letting it go. Communication between departments is more important. "Lucky Star" points out that managers should improve their communication skills. When encountering problems, don't push from pillar to post, and don't fight alone. Don't think that communicating with others is a waste of time or they are afraid to communicate just because the other person is not good at words. As professional managers, we should stick to the professional spirit and not get involved in personal grievances even in factional struggles. "Wu Ruo" of a company in Jiangsu said that it is a disaster for organizations to intervene in personal grievances in factional struggles, and it also undermines personal professional ethics and may ruin their own career. The "XXM" proposal of an electronics subsidiary suggests that once managers find themselves in a predicament similar to that of Liu Chen, they should fully communicate with the assisting parties. At the same time of communication, inform the other party of the contents of communication with the boss and the results of each communication. If the helper still refuses to cooperate after communicating the same question for more than 3 times, please ask the boss for help immediately. When communicating with bosses and collaborators, in the spirit of solving problems, don't make things bigger, just talk about the facts. After the communication, in order to ensure the smooth solution of the problem, "Yuan Weijie" proposed to establish an information feedback mechanism to handle opinions and complaints and follow up the development of things.