ECONOMIC ESSENCE OF CONFLICT MANAGEMENT AND INNOVATIVE ASPECTS OF PSYCHOLOGICAL MANAGEMENT PLANNING AT INDUSTRIAL ENTERPRISES

The word conflict came to Ukrainian and other languages from Latin and means collision. Conflict is translated in the same way in different languages, from which we can conclude that there is a need for a general concept that covers the most different variants of clashes, disputes, and so on, as well as the fact that people everywhere live in different conditions and encounter a phenomenon called conflict. Memories of conflicts usually cause unpleasant associations: threats, hostility, misunderstanding, attempts, sometimes hopeless, to prove oneself right, insults. As a result, the opinion was formed that conflict is always a negative phenomenon, undesirable for each of us, and especially for leaders and managers, since they have to face conflicts more often than others. Conflicts are seen as something to be avoided whenever possible. Conflict is the norm of life. Conflicts interfere with business, undermine health, cause stress and so on. It is necessary to take care that conflicts bring as little harm as possible, and bring only benefit. Determining the essence of the conflict remains problematic. Currently, there are about 50 definitions of conflict that reflect certain essential features of the conflict and have the right to exist. It can be said that the detailed definition of the essence of the conflict is the theory that describes it. An organization becomes something more than the sum of its components. This new system becomes much more resistant to external actions, but is easily destroyed if this unity of elements is not maintained. The "organism" of the organization must be provided with a mechanism that would ensure the constant regeneration of lost goals, tasks and functions, would determine all new and new expectations of employees. In management science, there are quite sophisticated socio-psychological methods that can be used to achieve the desired effect. Socio-psychological methods of management mean specific techniques and methods of action on the process of formation and development of the team itself and individual employees. There are two methods: social (aimed at the team as a whole) and psychological (aimed at individuals within the team). These methods imply the introduction of various sociological and psychological procedures into management practice. The quality of the social and psychological climate in the team determines the leader's attitude to society as a whole, to his organization and to each person individually. If, in his understanding, a person is presented as a resource, raw material and production base, then such an approach will not give the proper result, in the management process there will be a skew and a lack or recalculation of resources to perform a specific task.