research-focus Research Focus International Scientific Journal Research Focus 2181-3833 Ilm-fan va innovatsiyalar akademiyasi 10.66073/researchfocus.v4i12.1902 REL-A-013213 08.00.00 XODIMLAR O‘RTASIDAGI KELISHMOVCHILIKLARNI HAL ETISHDA LIDERLIK YONDASHUV A LEADERSHIP APPROACH TO RESOLVING DISAGREEMENTS AMONG EMPLOYEES РУКОВОДЯЩИЙ П ОДХОД К РАЗРЕШЕНИЮ СПОРОВ МЕЖДУ СОТРУДНИКАМИ Suvonova Yulduz Suyunovna O‘zbekiston Respublikasi Vazirlar Mahkamasi huzuridagi Biznes va tadbirkorlik oliy maktabining Biznesni boshqarish (Liderlik) – 1-guruh magistranti 05 01 2026 2025 4 12 62 67 https://creativecommons.org/licenses/by/4.0 Ushbu asar Creative Commons Attribution 4.0 International litsenziyasi asosida litsenziyalangan.

Maqolada tashkilotlarda xodimlar o‘rtasidagi kelishmovchiliklarni samarali hal etishda liderlik yondashuvlarining o‘rni va ahamiyati tahlil qilingan. Kelishmovchiliklar mehnat jamoalarida tabiiy holat sifatida qaralib, ularni to‘g‘ri boshqarish orqali jamoadagi o‘zaro ishonch, hamkorlik va mehnat unumdorligini oshirish mumkinligi ta‘kidlangan. Tadqiqot natijalari shundan dalolat beradiki, transformatsion va xizmatga yo‘naltirilgan liderlik yondashuvlari jamoada ijobiy psixologik muhitni shakllantirish hamda kelishmovchiliklarni konstruktiv tarzda hal etishga ko‘proq hissa qo‘shadi.

The article analyses the role and importance of leadership approaches in the effective resolution of disagreements between employees in organizations. Disagreements are regarded as a natural condition in labour collectives, and it is emphasized that through their proper management it is possible to increase mutual trust, cooperation and labour productivity within the collective. The results of the research show that transformational and service-oriented leadership approaches contribute more to forming a positive psychological climate in the collective and to resolving disagreements in a constructive manner.

В статье анализируются роль и значение подходов к лидерству в эффективном разрешении конфликтов между сотрудниками в организациях. Подчеркивается, что конфликты считаются естественным явлением в коллективах, и правильное управление ими позволяет повысить взаимное доверие, сотрудничество и производительность труда в коллективе. Результаты исследования свидетельствуют о том, что трансформационный и сервисно-ориентированный подходы к лидерству в большей степени способствуют формированию позитивной психологической обстановки в коллективе и конструктивному разрешению конфликтов.

 liderlik yondashuvi kelishmovchiliklarni boshqarish mehnat jamoasi munosabatlari tashkiliy xulq-atvor samimiy muloqot tashkiliy muhit motivatsiya va rag‘batlantirish transformatsion liderlik mojarolarni oldini olish xodimlar o‘rtasidagi munosabatlar korxona samaradorligi leadership approach conflict management labour team relations organizational behaviour open communication organizational climate motivation and incentives transformational leadership conflict prevention relations between employees enterprise efficiency подход к лидерству управление конфликтами командная работа организационное поведение открытое общение организационный климат мотивация и поощрение трансформационное лидерство предотвращение конфликтов трудовые отношения эффективность предприятия Bass, B. M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics. 10.1016/0090-2616(90)90061-s Northouse, P. G. (2021). Leadership: Theory and Practice. Sage Publications. Burns, J. M. (1978). Leadership. Harper & Row. Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. 10.1037/t02326-000 Karimov, A. (2019). Rahbarlik psixologiyasi. T.: O‘zbekiston Milliy Universiteti nashriyoti. Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books. 10.1002/ltl.40619981008 Rahim, M. A. (2002). Toward a theory of managing organizational conflict. International Journal of Conflict Management. 10.2139/ssrn.437684 Mavlonova, Z. (2021). Jamoaviy boshqaruv va liderlik. TDIU Ilmiy jurnali. Bass, B. M. (1985). Leadership and Performance Beyond Expectations. Bass, B. M. (1997). Does the transactional–transformational leadership paradigm transcend organizational and national boundaries? 10.1037/0003-066x.52.2.130 Bodie, G. et al. (2015). The role of active listening in organizational conflict. Burns, J. M. (1978). Leadership. Colquitt, J. (2001). On the dimensionality of organizational justice. 10.1037/t03634-000 De Dreu, C. K., & Weingart, L. (2003). Task vs. relationship conflict meta-analysis. 10.5465/apbpp.2002.7516590 Ehrhart, M. (2004). Servant leadership and organizational citizenship behavior. Fisher, R., & Ury, W. (1981). Getting to Yes. Goleman, D. (1998). Emotional Intelligence. 10.1002/ltl.40619981008 Greenleaf, R. (1977). Servant Leadership. Hersey, P., & Blanchard, K. (1982). Situational Leadership Theory. Jehn, K. (1995). A multimethod examination of conflict in organizations. Podsakoff, P. et al. (1990). Transformational leader behaviors and followers' trust. Rahim, M. A. (2002). Toward a Theory of Managing Organizational Conflict. 10.2139/ssrn.437684 Ravshanov, A. (2021). Tashkilotlarda konfliktlarni boshqarishning psixologik jihatlari. Robbins, S. (2019). Organizational Behavior. Thomas, K. (1992). Conflict and negotiation process in organizations. Thomas, K., & Kilmann, R. (1974). Conflict Mode Instrument. Dengiz, O., & Koçak, O. (2019). Transformational leadership and conflict management in organizations.