Case Study: Panergo Constructions SRL

Paper Summary:

This paper explains that activities of subordinates in organizations can be characterized by a non-negligible autonomy, manifested in the fact that the individual's activities have their own motives and, similarly, their own alternatives. The author points out that the interdependence between superiors and subordinates is considerable: The former can exert limited influence on the subordinates because their knowledge about their activities and motives is insufficient, their means to intervene are limited and the results to be expected cannot be exactly anticipated and estimated. The paper concludes that, since it is difficult to reduce inter-group conflict once it has developed, it is desirable to prevent its occurrence in the first place; therefore, the management at Panergo Constructions SRL (1) should emphasize the contributions to total goals rather than the accomplishment of subgroup goals, (2) should attempt to increase the frequency of communication and interaction between groups and develop a reward system for groups who help each other and (3) whenever possible, individuals should be given experiences in a wide range of departments to broaden their base for empathy and understanding of inter-group problems. Charts.

Table of Contents
Internal Conflict at Panergo Constructions SRL
Employees' Motivations
Conflict Causes
What do Workers Want from their Jobs?
Internal Conflict
Inter-Group Conflict
Preventing Inter-Group Conflict
Conflict Resolution
Managers with Personality
Dispute Prevention
Example
Brief Introduction
Actors Presentation
Motives for Future Conflict
Conflicts Begin
The Key Moment of the Conflict
Conflict Framework
Michael's Point of View
Luke's Point of View
Company's Point of View
Conflict
A Complaint is Made
Conflict Resolution

From the Paper:

"Most adults spend a lot of their time working. They wake up in the morning, go to work and then meet their family home in the evening. No matter if we are talking about workers, supervisors, economists, jurists, managers or Chief Officers. We are part of a culture that has a deep-rooted belief in achievement through ambition, energy, and perseverance. At the heart of this ideology is the assumption that people can find satisfaction in work. There is also the payment aspect which is important but with a limit. The worse part is when some people become a person-type known as "workaholic"."

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