Factors in Emergence and Solving of Innovative Conflicts in Organizations

The study analytically assessed the relationship between the innovative response style of employees and the effectiveness of innovative conflict resolution in the organizational environment. The relationship between readiness for change and the preferred strategy of conflict resolution was studied. The problematics of the emergence and resolution of innovative conflicts in organizations is actively discussed in the modern literature on management and organizational psychology. The study utilized survey methods of data collection as well as correlation and regression analysis to investigate the relationships between change response style and conflict resolution characteristics. The study found an important relationship between change response styles and staff innovation readiness. Regression analysis confirmed that conflict resolution strategies such as accommodation, confrontation and compromise play a key role in the context of innovation. It is observed that in the context of innovation conflict resolution in an organization, compromise behavior may be particularly effective due to its association with high emotional readiness for change. The study has certain limitations due to subjective perceptions in the use of surveys, which requires further expansion of the sample and refinement of methods in future research. Keywords: Innovation in Organizations, Conflict Resolution, Readiness for Change, Management Psychology, Tolerance for Uncertainty