Specificity and techniques for resolution of gender conflicts in migrants and host community in public catering organizations of the Republic of Tatarstan
Research objective is identification of features and techniques of the gender conflicts resolution concerning migrants from neighboring countries and the accepting community in the organizations of public catering of the Republic of Tatarstan. The specifics of perception of discrimination in the labor sphere and also forms of its manifestation are considered by female migrants and male migrants. The methods of permission of the gender conflicts arising between migrants and employers in the course of work are analyzed. Considerable attention is paid to techniques for resolution of conflicts among which the important place is allocated to mediation and negotiations. The efficiency of their application by migrants and employers in settlement of the conflicts is estimated. Two schemes of human resource management in the organization (active and passive) and their role in forming of the constructive relations in the organization are analyzed.
In article the role of various actors in the decision of the gender conflicts in the organization (colleagues, administrators, and the director, equal on the status) is considered. The important role of external instances (the commissions on labor disputes, the specialized centers of the help to migrants, etc.) in improvement of relationship in collective and elimination of the bases for gender discrimination is emphasized. Holding special events is represented significant (trainings on unity and conflict prevention, joint carrying out leisure, etc.). Authors come as a conclusion that in the organizations of public catering activity of the intermediary is represented important, the mediator has professional skills without having a possibility of the appeal to any instances or seeing in it inexpediency, in the organization there is a risk of emergence of a large number of the conflicts influencing its efficiency.s.
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