Conflicts in Libraries

Abstract

Based on the conducted study, it can be concluded that conflicts in libraries are an inevitable phenomenon. They are multidimensional in nature and may manifest at various levels, including manager–employee, employee–employee, librarian–reader, and reader–reader interactions, each of which requires a specific approach to resolution. The primary causes of conflicts are determined not only by functional and organizational shortcomings but also by socio-psychological factors such as differences in values, disruptions in communication, emotional tension, and resistance to change.

Ineffective management mechanisms-particularly the absence of clear regulatory documentation, unclear distribution of responsibilities, and insuffi cient staff awareness-significantly exacerbate conflict situations within the library environment. Effective conflict management is possible only through a comprehensive approach that integrates organizational, psychological, and legal mechanisms.

The proposed conflict management methods (compromise, mediation, reconciliation, legal regulation, etc.) may be applied depending on the type, depth, and intensity of the conflict, as well as the psychological preparedness of the participants. The formation of a healthy and collaborative working environment in libraries contributes not only to the reduction of conflicts but also to increased staff efficiency, improved service quality, and the overall sustainable development of the organization.