Diagnostics of Contradictions and Conflicts in Social and Labor Sphere of Consumer Cooperation Organizations

The aim of this study is justification of necessity to examine conflict situations, find out the ways for their prevention and arrangement; develop and verify conflict diagnostic technologies in social and labor sphere of cooperative organizations. Applicable research methods. The proposed diagnostic technology of labor disputes seeks to identify forms and content of mono-conflicts and complicated labor disputes on the basis of cooperative employees’ interpretation and evaluation of various components of social and labor interactions, which contain potential contradictions. The author used the method of morphological analysis which allows decomposing of a complex system (a problem, a phenomenon, etc.) into components (subsystems, sub-problems) so that when being put together they can detail structural and functional characteristics of the testing subject. Questionnaire was used as the main research tool. For a generalized representation of the analysis data we used a morphological matrix of complicated labor conflicts, which is organized on the principle of distinguishing of various conflict situations that may arise for every selected type of mono-conflicts, which act as its components. The author chose basic components of the cooperative organization’s subsystem and corresponding types of mono-conflicts – organizational and technical; socio-economic; administrative and technical; non-formal (interpersonal); social and psychological; social and cultural – as composite objects of study. Results. All the selected types of mono-conflicts are presented in the structure of complicated labor disputes inside the studied cooperative organizations. However, in comparison with other types of conflicts, in the structure of mono-conflicts there is a larger amount of socioeconomic (mean 56%); administrative and technical (54%), socio-psychological (51%) ones. The author worked out a map of labor conflict diagnostic basing on characteristics of the staff environment including four zones of social tension (up to 30% – a quiet (stable); 31-50% – unstable equilibrium; 51-70% – sharpen; 71-85% – pre-crisis, more than 85% - conflict). Conclusions. The state of socioeconomic, administrative and technical subsystems cause the greatest tension among the cooperative organizations’ employees. A socio-psychological subsystem takes the sharpen zone, and the rest are in the zone of unstable equilibrium. The average index of social tension is 47.2%. Thus, the overall situation is characterized as an equilibrium, but in accordance with a number of parameters that constitute a complicated labor conflict, it can be characterized as sharpen and even pre-crisis. Most members of the staff are concerned with a number of acute problems existing in the employer-employee relations within the co-operative organization. In this regard, it is advisable to use technologies of complicated labor diagnostics for taking into account the most important conflict factors while developing an effective strategy of labor conflict management.