Prevention of labor conflicts as a direction to increase the stability of the organization

The article considers the prevention of labor conflicts as a direction to increase the stability of the organization. It is shown that labor conflicts have not only a socio-psychological, but also an economic nature, since they affect labor productivity, staff turnover, loss of working time, the quality of management decisions and the level of organizational trust. The main factors of labor contradictions were identified, including imperfection of the management system, lack of transparency of motivation, lack of communications, organizational changes, unfavorable leadership style and socio-psychological tension. It is justified that the most effective prevention is based on the development of internal communications, the formation of a transparent motivation system, the regulation of procedures for resolving disagreements, training managers in conflict management skills and supporting a culture of dialogue. Based on the analysis of the practices of large Russian companies, it was concluded that preventive management of labor relations helps to reduce internal risks, strengthen the personnel, production, management and social stability of the organization.