CONFLICT OF INTEREST MANAGEMENT: CONFLICT POTENTIAL AND VALUE-ETHICAL ASPECT

Abstract

Relevance of the topic: An integral component of the institution of public service, which includes a large layer of social relations, is its conflict potential. Conflict of interest, as an objectively arising phenomenon of conflict potential of public service, inevitably arises, exists and in the case of a timely reaction of the state is resolved or flows into a positive result. In this regard, the problem of conflict of interest management in the light of conflict potential of the civil service acquires special relevance in the modern realities of state functioning. In the issue of preventing and resolving conflicts of interest, there is an obvious lack of attention to the mechanism of its management, taking into account the value and ethical assumptions of civil servant's behaviour. It is the concept of not just resolving, but managing the confrontation of interests at a deeper level that can help to reduce the negative effect of the conflict potential of the civil service. There is insufficient comprehensiveness of the approach to the management of conflict of interest, there is no consideration of the prospectivity of ethical guidelines and the block of appropriate measures of moral and value character, aimed directly at civil servants. Goal. Analysing the existing approach to conflict of interest management in the light of the conflict potential of the civil service, as well as the place of the value-ethical component in the mechanism of conflict of interest management. Methodology. To analyse modern approaches to the issue of managing the conflict potential of public service in view of ethical-moral personal approach. Results and conclusions. Based on the assessment of the current approach to conflict of interest management, the current state and the impact of conflict potential on the institution of public service have been analysed, problem areas and risk factors undermining the possibility of effective conflict of interest management have been identified, emphasis has been placed on the fundamental managerial elements, prospects and recommendations for modernising the model of conflict potential management in the public service have been derived. It is noted that the successful management of the conflict potential of the civil service and bringing the conflict of interest in a positive direction depends on the comprehensive approach of the state, consisting in a wider introduction of various value-ethical directions, forms of influence and work with civil servants, as well as their active application within the framework of the overall functioning of the institute of civil service.