In the course of his professional activity, the teacher, in addition to his direct responsibilities related to the training and education of the younger generation, has to communicate with colleagues, students, and their parents.
With daily interaction, it is hardly possible to do without conflict situations. And is it really necessary? After correctly resolving a tense moment, it is easy to achieve good constructive results, bring people closer, help them understand each other, and make progress in educational aspects.
Definition of conflict. Destructive and constructive ways of solving conflict situations
What is conflict? The definitions of this concept can be divided into two groups. In the public mind, conflict is most often synonymous with hostile, negative confrontation between people due to the incompatibility of interests, norms of behavior, and goals.
But there is another understanding of the conflict as an absolutely natural phenomenon in the life of society, which does not necessarily lead to negative consequences. On the contrary, when choosing the right channel for its course, it is an important component of the development of society.
Depending on the results of solving conflict situations, they can be designated as destructive or constructive... The result destructivecollision is the dissatisfaction of one or both parties with the result of the collision, the destruction of relations, resentment, misunderstanding.
Constructiveis a conflict, the solution of which became useful for the parties who took part in it, if they built, acquired something valuable for themselves in it, remained satisfied with its result.
Variety of school conflicts. Causes and solutions
Conflict at school is a multifaceted phenomenon. When communicating with participants in school life, the teacher also has to be a psychologist. The following "debriefing" of collisions with each group of participants can become a "cheat sheet" for the teacher in exams on the subject "School conflict".Disciple-disciple conflict
Disagreements between children are common, including in school life. In this case, the teacher is not a conflicting party, but it is sometimes necessary to take part in a dispute between students.
Causes of conflicts between students
- struggle for authority
- rivalry
- deception, gossip
- insults
- resentment
- hostility to the teacher's favorite students
- personal dislike for a person
- sympathy without reciprocity
- fight for a girl (boy)
Ways to resolve conflicts between students
How can such differences be resolved constructively? Very often, children can resolve a conflict situation on their own, without the help of an adult. If teacher intervention is still necessary, it is important to do so in a calm manner. It is better to do without pressure on the child, without a public apology, limiting ourselves to a hint. It is better if the student himself finds an algorithm for solving this problem. Constructive conflict will add social skills to the child's piggy bank of experience that will help him communicate with peers, teach him how to solve problems, which will be useful to him in adult life.
After resolving the conflict situation, the dialogue between the teacher and the child is important. It is good to call the student by name, it is important that he feels an atmosphere of trust and goodwill. You can say something like: “Dima, a conflict is not a reason to worry. There will be many more such disagreements in your life, and this is not bad. It is important to solve it correctly, without mutual reproaches and insults, to draw conclusions, some work on mistakes. Such a conflict will be useful. "
The child often quarrels and shows aggression if he does not have friends and hobbies. In this case, the teacher can try to rectify the situation by talking with the student's parents, recommending to enroll the child in a circle or sports section, according to his interests. A new activity will not leave time for intrigue and gossip, it will give you an interesting and useful pastime, new acquaintances.
Conflict "Teacher - parent of student"
Such conflicting actions can be provoked by both the teacher and the parent. Dissatisfaction can be mutual.
Causes of the conflict between teacher and parents
- different views of the parties about the means of education
- parental dissatisfaction with the teacher's teaching methods
- personal animosity
- parent's opinion about unjustified underestimation of the child's grades
Ways to resolve the conflict with the student's parents
How can these grievances be resolved constructively and the stumbling blocks be broken? When a conflict situation arises at school, it is important to understand it calmly, realistically, without distortion to look at things. Usually, everything happens in a different way: the conflicting one closes his eyes to his own mistakes, while simultaneously looking for them in the opponent's behavior.
When the situation is soberly assessed and the problem is outlined, it is easier for the teacher to find the real reason , evaluate the correctness of the actions of both parties, outline the way to a constructive resolution of an unpleasant moment.
The next step on the path to agreement will be an open dialogue between the teacher and the parent, where the parties are equal. The analysis of the situation will help the teacher express his thoughts and ideas about the problem to the parent, show understanding, clarify the common goal, and together find a way out of the current situation.
After the conflict has been resolved, the conclusions drawn about what was done wrong and how to act so that the tense moment does not come will help prevent similar situations in the future.
Example
Anton is a self-confident high school student who does not have extraordinary abilities. Relations with the children in the class are cool, there are no school friends.At home, the boy characterizes the children from a negative side, pointing out their shortcomings, fictional or exaggerated, shows dissatisfaction with the teachers, notes that many teachers underestimate his grades.
Mom unconditionally trusts her son, assent to him, which further spoils the boy's relationship with his classmates, causes negativity to teachers.
The volcano of conflict explodes when a parent enters the school in anger, complaining about the teachers and school administration. No amount of persuasion and persuasion has a cooling effect on her. The conflict does not end until the child finishes school. Obviously, this situation is destructive.
What can be a constructive approach to solving an urgent problem?
Using the above recommendations, we can assume that Anton's class teacher could have analyzed the situation like this: “Anton provoked the conflict between the mother and the school teachers. This speaks of the boy's inner dissatisfaction with his relations with the children in the class. The mother added fuel to the fire without understanding the situation, increasing her son's hostility and distrust towards the people around him at school. What caused the return, which was expressed by the cool attitude of the guys towards Anton. "
The common goal of parent and teacher could be desire to close Anton's relationship with the class.
A good result can be given by a dialogue between the teacher and Anton and his mother, which would show the desire of the class teacher to help the boy... It is important that Anton himself wants to change. It is good to talk with the children in the class so that they reconsider their attitude towards the boy, entrust them with joint responsible work, organize extracurricular activities that contribute to the unity of the children.
Conflict "Teacher - student"
Such conflicts are perhaps the most frequent, because students and teachers spend time together hardly less than parents and children.Causes of conflicts between teacher and students
- lack of unity in the demands of teachers
- excessive demands on the student
- volatility of teacher demands
- failure to meet requirements by the teacher himself
- the student considers himself underappreciated
- the teacher cannot come to terms with the student's shortcomings
- personal qualities of a teacher or student (irritability, helplessness, rudeness)
Resolving the conflict between teacher and student
It is better to defuse a tense situation without leading it to conflict. To do this, you can use some psychological tricks.
Natural reactions to irritability and raising of the voice are similar actions.... The consequence of a conversation in a raised voice will be an aggravation of the conflict. Therefore, the correct action on the part of the teacher is a calm, benevolent, confident tone in response to the student's violent reaction. Soon the child will be "infected" with the calmness of the teacher.
Dissatisfaction and irritability most often come from students who are lagging behind who perform school duties in bad faith. You can inspire a student to succeed in school and help forget about your discontent by entrusting him with a responsible task and expressing confidence that he will do it well.
A benevolent and fair attitude towards students will be the key to a healthy atmosphere in the classroom, making it easy to implement the proposed recommendations.
It is worth noting that it is important to consider certain things in the dialogue between teacher and student. It is worth preparing for it in advance so that you know what to say to your child. How to say - the component is no less important. A calm tone and the absence of negative emotions are what you need to get a good result. And the command tone that teachers often use, reproaches and threats are better to forget. You need to be able to listen and hear the child.
If punishment is necessary, it is worth considering it in such a way as to exclude humiliation of the student, a change in attitude towards him.
Example
A sixth grade student, Oksana, does not do well in her studies, is irritable and rude in dealing with the teacher. At one of the lessons, the girl prevented other children from completing assignments, threw pieces of paper at the children, did not react to the teacher even after several remarks about herself. Oksana did not react to the teacher's request to leave the classroom either, remaining sitting still. The teacher's irritation led him to the decision to stop teaching, and after the call to leave the whole class after lessons. This naturally led to the discontent of the guys.
Such a solution to the conflict entailed destructive changes in the understanding between the student and the teacher.
A constructive solution to the problem might look like this. After Oksana ignored the teacher's request to stop interfering with the children, the teacher could get out of the situation by jokingly saying something with an ironic smile to the girl, for example: “Oksana has eaten little porridge today, the range and accuracy of her throw suffers, the last piece of paper and did not reach the addressee. " After that, calmly continue to lead the lesson further.
After the lesson, you could try to talk to the girl, show her your benevolent attitude, understanding, desire to help. It is a good idea to talk with the girl's parents to find out the possible reason for this behavior. Paying more attention to the girl, trusting responsible assignments, helping her in completing tasks, encouraging her actions with praise - all this would be useful in the process of bringing the conflict to a constructive outcome.
A single algorithm for solving any school conflict
Having studied the recommendations given for each of the conflicts at school, one can trace the similarity of their constructive resolution. Let us denote it again.- The first thing that will be helpful when a problem is ripe is calmness.
- The second point is the analysis of the situation no vicissitudes.
- The third important point is open dialogue between conflicting parties, the ability to listen to the interlocutor, calmly state your view on the problem of the conflict.
- The fourth thing that will help to come to the desired constructive result - identifying a common goal, ways to solve the problem, allowing you to come to this goal.
- The last, fifth point will be conclusionsthat will help you avoid communication and interaction mistakes in the future.
So what is conflict? Good or evil? The answers to these questions lie in the way of dealing with stressful situations. The absence of conflicts at school is almost impossible.... And you still have to solve them. A constructive solution leads to a relationship of trust and peace in the classroom, a destructive one - accumulates resentment and irritation. To stop and think at the moment when irritation and anger flood over is an important moment in choosing your own way of resolving conflict situations.
Photo: Ekaterina Afanasyicheva.
Unfortunately, people do not always manage to peacefully resolve all disputes and misunderstandings. Very often, an interpersonal conflict arises completely from scratch. What is the reason and why is this happening? What are the ways to resolve interpersonal conflicts? Can you avoid them and live your whole life without conflict with anyone?
What is conflict?
Conflict is one of the ways to resolve problems and contradictions arising from the interaction between individuals or groups of people. At the same time, it is accompanied by negative emotions and behavior that goes beyond the norms accepted in society.
During a conflict, each of the parties takes and defends an opposite position in relation to each other. None of the opponents wants to understand and accept the opponent's opinion. Conflicting parties can be not only individuals, but also social groups and states.
Interpersonal conflict and its features
If the interests and goals of two or more people in a particular case diverge, and each side tries to resolve the dispute in its favor, an interpersonal conflict arises. An example of such a situation is a quarrel between a husband and wife, a child and a parent, a subordinate and a boss. This one is the most common and the most common.
Interpersonal conflict can occur both between well-known and constantly communicating people, and between those who see each other for the first time. In this case, the relationship is sorted out by opponents face to face, through a personal dispute or discussion.
Stages of interpersonal conflict
The conflict is not just a dispute between two participants that arises spontaneously and unexpectedly. It is a multi-stage process that is gradually developing and gaining strength. The causes of interpersonal conflicts can sometimes accumulate for quite a long time, before they develop into open confrontation.
At the first stage, the conflict is latent. At this time, conflicting interests and views are just maturing and forming. At the same time, both parties to the conflict believe that their problem can be solved through negotiations and discussions.
At the second stage of the conflict, the parties realize that it will not be possible to overcome their contradictions peacefully. The so-called tension arises, which grows and gains strength.
The third stage is characterized by the beginning of active actions: disputes, threats, insults, the spread of negative information about the enemy, the search for allies and like-minded people. At the same time, mutual hostility, hatred, and anger accumulate between the participants.
The fourth stage is the process of resolving interpersonal conflicts. It can end with a reconciliation of the parties or a breakdown in relations.
Types of interpersonal conflicts
There are many classifications of interpersonal conflicts. They are divided according to the severity, duration of the course, scale, form of manifestation, and expected consequences. Most often, the types of interpersonal conflicts differ in the reasons for their occurrence.
Conflicts of interest are the most common. It arises when people have opposite plans, goals, intentions. An example is the following situation: two friends cannot agree on how to spend their time. The first wants to go to the movies, the second just wants to take a walk. If neither of them wants to make concessions to the other, and an agreement does not work out, a conflict of interest may arise.
The second type is value conflicts. They can arise in cases where the participants have different moral, ideological, religious ideas. A striking example of this type of opposition is generational conflict.
Role conflicts are the third type of interpersonal confrontation. In this case, the reason is the violation of the usual norms of behavior and rules. Such conflicts can occur, for example, in an organization when a new employee refuses to accept the procedures established by the team.
Causes of interpersonal conflicts
Among the reasons provoking conflicts, in the first place is it. It can be, for example, one TV or computer for the whole family, a certain amount of money for bonuses, which must be divided among all employees of the department. In this case, one person can only achieve his goal by infringing on the other.
The second reason for the development of conflicts is interdependence. It can be a connection of tasks, powers, responsibilities and other resources. So, in the organization, project participants can begin to blame each other if, for some reason, it was not possible to implement it.
Conflicts can be provoked by differences in people in goals, in views, in ideas about certain things, in the manner of behavior and communication. In addition, personal characteristics of a person can become the cause of confrontations.
Interpersonal conflicts in the organization
Almost all people spend most of their time at work. In the course of the performance of duties, disputes and contradictions often arise between employees. Conflicts in interpersonal relationships occurring in organizations very often slow down the company's activities, worsen the overall result.
Conflicts in organizations can occur both between employees holding the same position, and between subordinates and superiors. The reasons for the contradictions can be different. This is the shifting of responsibilities onto each other, and the feeling of an unfair attitude of the management, and the dependence of the result of employees on each other.
Conflict in an organization can be provoked not only by disagreements about working moments, but also by problems in communication, between colleagues. Most often, the confrontation can be eliminated by employees on their own through negotiations. Sometimes the management of interpersonal conflicts is taken over by the head of the organization, he finds out the reasons and tries to settle the problems that have arisen. It so happens that the case may end with the dismissal of one of the conflicting.
Interpersonal conflicts of spouses
Family life involves a constant solution to all kinds of everyday problems. Very often, spouses cannot find agreement on certain issues, as a result of which an interpersonal conflict arises. An example of this: the husband returned from work too late, the wife did not have time to cook dinner, the husband threw dirty socks around the apartment.
Material problems significantly aggravate conflicts. Many domestic quarrels could have been avoided if each family had sufficient funds. The husband does not want to help his wife wash the dishes - we will buy a dishwasher, there is a dispute over which channel we will watch - it does not matter, we will take another TV. Unfortunately, not everyone can afford this.
Each family chooses its own strategy for resolving interpersonal conflicts. Someone quickly gives in and goes to reconciliation, some may live for a long time in a state of quarrel and not talk to each other. It is very important that dissatisfaction does not accumulate, the spouses find a compromise, and all problems are resolved as quickly as possible.
Interpersonal conflicts of people of different generations
The conflict between "fathers and children" can be viewed in a broad and narrow sense. In the first case, it occurs within a single family, in the second, it is projected onto the whole society as a whole. This problem has existed at all times, it is not new for our century.
The conflict of generations occurs due to the difference in views, worldviews, norms and values \u200b\u200bof young people and people of more mature age. However, this difference does not have to provoke conflict. The reason for the struggle between generations is the unwillingness to understand and respect each other's interests.
The main features of interpersonal conflicts between generations are that they are much longer in nature and do not develop at certain stages. They can periodically subside and flare up again with renewed vigor in the event of a sharp infringement of the interests of the parties.
To prevent your family from being affected by a generational conflict, you must constantly show respect and patience to each other. Old people should often remember that they too were once young and did not want to listen to advice, and young people should not forget that in many years they will also become elderly.
Is it possible to live your whole life without conflict with anyone?
Few people like the constant swearing and quarrels. Many people would dream of living without ever conflicting with anyone. However, this is currently impossible in our society.
From early childhood, a person conflicts with others. For example, the kids did not share the toys, the child does not obey the parents. In adolescence, generational conflict often comes first.
Throughout our lives, we have to periodically defend our interests, prove our case. At the same time, one cannot do without conflicts. We can only reduce the number of conflicts to a minimum, try not to succumb to provocations and avoid quarrels without good reason.
Rules of conduct in a conflict situation
When a conflict arises, both parties want to resolve it as soon as possible, while achieving their goals and getting what they want. How should one behave in this situation in order to get out of it with dignity?
To begin with, you need to learn to separate the attitude towards the person with whom there is a disagreement from the problem itself that needs to be solved. Do not start insulting your opponent, getting personal, try to behave with restraint and calmness. Argument all your arguments, try to put yourself in the shoes of your opponent and invite him to take your place.
If you notice that you are starting to lose your temper, invite your interlocutor to take a break to calm down and cool down a bit, and then continue to showdown. To solve the problem as soon as possible, you need to see a specific goal and focus on ways to achieve it. It is important to remember that in any conflict situation it is necessary first of all to preserve the relationship with the opponent.
Ways to get out of a conflict situation
The most successful way out is finding a compromise by the opposing sides. In this case, the parties make a decision that suits all parties to the dispute. There are no misunderstandings and misunderstandings between the conflicting ones.
However, not in all cases it is possible to reach a compromise. Very often, the outcome of a conflict is coercion. This variant of conflict resolution is most typical if one of the participants takes a dominant position. For example, a leader forces a subordinate to do as he pleases, or a parent tells his child to do as he sees fit.
To prevent the conflict from gaining strength, you can try to smooth it out. In this case, the person who is accused of something agrees with reproaches and claims, tries to explain the reason for his actions and actions. Using this method of getting out of the dispute does not mean that the essence of the conflict is understood, and the mistakes are recognized. It's just that at the moment the accused doesn't want to get into conflict.
Admitting your mistakes and remorse for what you have done is another way to resolve interpersonal conflict. An example of such a situation: a child regrets that he did not prepare the lessons and received a bad mark, and promises his parents to continue to do their homework.
How to prevent interpersonal conflicts
Each person should always remember that absolutely any dispute is better to prevent than to deal with its consequences and rebuild damaged relationships later. What is the prevention of interpersonal conflicts?
To begin with, you need to limit your communication with the potential to the maximum. They can be arrogant, aggressive, secretive individuals. If it is not possible to completely stop communicating with such people, try to ignore their provocations and always remain calm.
To prevent conflict situations, you need to learn how to negotiate with your interlocutor, try to find an approach to any person, respect your opponent and clearly formulate your positions.
In what situations shouldn't you conflict?
Before getting into a conflict, you need to think carefully about whether you really need it. Very often people begin to sort things out in cases where it does not make sense at all.
If your interests are not directly affected, and during the dispute you will not achieve your goals, most likely there is no point in entering into an interpersonal conflict. An example of a similar situation: on the bus, the conductor starts arguing with the passenger. Even if you support the position of one of the disputants, you should not get involved in their conflict without a good reason.
If you see that the level of your opponent is radically different from yours, there is no point in getting into an argument and discussion with such people. You will never prove to a stupid person that you are right.
Before getting involved in a conflict, you need to evaluate all the pros and cons, think about what consequences it can lead to, how your relationship with your opponent will change, and whether you want this, how likely it is that during the dispute you will be able to achieve your goals. Also, great attention should be paid to your emotions at the time of the threat of a quarrel. Perhaps it is worth applying the tactics of avoiding conflict, cooling off a little and thinking carefully about the current situation.
Situation
Some private organization "Scarlet Sails" providing services for the sale of household appliances. The organization has a sales and sales department, where 6 people work with the head of A. M. Yaroshenko.
Participants in the conflict.
A. M. Yaroshenko - Head of Sales and Sales Department. At the age of 30. Has been working in the organization for 10 years. The person is sociable, sociable, strict and requires full dedication from subordinates and the fulfillment of all assigned tasks.
D. S. Tarasov - Account Manager. At the age of 27. Has been working in the organization for 4 years. The person is sociable, responsible, stress-resistant, works intensively, actively, with pleasure, without mistakes.
V. A. Lyubimov - PR manager. At the age of 22. Has been working in the organization for 3 years. The person is responsible, executive, plans accurately and optimally, which allows achieving high results.
A. V. Tumanena - sales consultant. At the age of 24. Has been working in the organization for 2 years. The person is sociable, executive.
SM Smirnov - sales manager. At the age of 25. Has been working in the organization for 6 years. The person is sociable, sociable, not aggressive.
Conflict:
The head of the sales and sales department A.M. Yaroshenko held a meeting at which the fate of further promotion of products and an increase in sales was decided, and everyone came to the conclusion that this could be achieved by reducing the price and only S.M. Smirnov went against this decision, so as he explained. That this will lead to a decrease in profits and create the impression that their products are of lower quality than those of competitors.
Analysis of the situation
Structural components:
A conflict situation is an organizational conflict between a group and an individual. Socio-group conflict most often occurs due to the collision of interests and claims of an individual, on the one hand, and a whole group of people, on the other, and which most often arise due to the fact that the expectations (expectations) of the group collide with the expectations and aspirations of the individual.
Causes of the conflict.
The cause of the conflict was the determinants of social and group tension. Such determinants produce contradictions, confrontation of social values, interests, stereotypes and institutions inherent in the subjects of confrontation.
- 1) value factors.
- 2) social interests and their creation;
- 3) ideological differences;
- 4) strategic manifestations of the subject's vital activity (imposition of someone else's morality, manipulation, increasing differentiation by age).
SM Smirnov shows dissatisfaction with the interests of the group, thereby affecting the ideology of the entire organization and provoking the group into conflict. He imposes his point of view on the whole group and thus creates a conflict situation.
Subjects of the conflict:
The subjects of this conflict are a group consisting of (A. M. Yaroshenko, D. S. Tarasov, V. A. Lyubimov, A. P. Sidorova, A. V. Tumanena) and an individual (S. M. Smirnov).
The subject of the conflict:
The subject of the conflict is the problem of disagreement of points of view on the situation.
Objects of conflict:
The object of the conflict was the clash of interests and the claim of an individual individual.
Conflict environment:
Everything happened in the organization, the conflict developed in a small social group. The conversation took place at a meeting in a conference room, in the afternoon in the presence of 6 people.
Conflict Aggressor:
The aggressor of the conflict is SM Smirnov, since he was against the opinions of others, that is, thereby striving for justice according to his individual measure, and he was also confident that he was right and strove to achieve his goal.
Victim of the conflict:
The victim of the conflict is the group, since their attention was focused on a specific motive and a little tension due to the fact that the aggressor did not accept their point of view and forced them to choose their point of view.
The dynamics of the development of a conflict situation.
Pre-conflict situation: the spontaneous generation of the conflict occurred due to the descent in views. social conflict functionalism
Conflict interaction: as a result of which this led to the transition of the conflict from a latent state to an open confrontation, when the parties seek to settle the arisen contradiction and find a compromise.
Conflict resolution: a new vision of existing problems took place, a new assessment of forces and capabilities.
Post-conflict situation: a new strategy was created, the organization came to the conclusion that it is necessary to consider all proposals and not react negatively to negative beliefs, because only thanks to a clash of interests, something better is born.
Human reaction levels in conflict:
1. Energy-emotional-informational, as this level gives an assessment of the situation and is responsible for choosing the appropriate response.
Types of human reaction in conflict:
- 1. By focus: Initiative in the absence of blaming anyone.
- 2. By type of response: Necessary persistence in seeking to find a constructive solution in a conflict situation.
- 3. By the form of response: Dialogue.
Strategy and tactics of behavior in the conflict.
Behavior strategy:
The strategy provides for the orientation of the individual in relation to the conflict. In this case, this is a compromise cooperation
Constructive side of the strategy: Each side gets something. In our situation, it is one side fighting to lower prices, while the other considers it inappropriate.
The destructive side of the strategy: One of the parties "inflates" its position in order to later seem generous.
Behavior tactics:
In our case, this tactic would be rational persuasion.
Model and style of conflict behavior.
Behavior model:
The most appropriate model of behavior in this conflict is the Constructive Model. It is expressed in the desire to settle the conflict, to find a solution acceptable to both sides. At the same time, a benevolent attitude towards the opponent, openness, sincerity, endurance and self-control are manifested.
Behavior style:
Styles of behavior in a conflict situation are associated with the main source of conflict - the difference in interests and value orientations of the interacting subjects.
Compromise.
This style is similar to cooperation, but differs from it in that the interests of both parties here are not fully satisfied, but only partially, through mutual concessions. There is no need to find out the deep motives and hidden interests of both parties, but you just need to come to some reasonable decision when the bottom side gives up part of its interests in favor of the other, but at the same time retains the more significant positions for it.
This style is best used when you do not have the time or desire to delve into the essence of the conflict, and the situation allows you to develop a quick and mutually beneficial solution. And also, if you are quite satisfied with this decision, as a kind of intermediate, temporary option. In the opposite situation, when protracted conversations did not lead to anything, a compromise should also be made. Again, use it if maintaining your relationship is more important than fully satisfying your desires, and in addition, there is a threat of not getting even part of what you want, losing everything.
Ways to resolve the conflict.
The most effective ways to resolve a conflict is compromise and cooperation. Compromise consists of the desire to come to a consensus, that is, to make mutual concessions. It is characterized by the rejection of previously put forward methods and requirements, a willingness to forgive each other's claims and come to a consensus.
Collaboration is considered the most effective way to resolve conflict. It is aimed at constructive settlement of the conflict between opponents, to consider other sides of the solution to the problem and mutually come to a common solution.
There are many techniques for resolving conflict situations. With regard to this situation, the following can be distinguished:
- 1. The head of the sales and sales department AM Yaroshenko needs to listen to the opinions of all those present. All together to discuss and come up with a new strategy that will not lead to these problems.
- 2. The head of the sales and sales department AM Yaroshenko needs to take advantage of his service offer and interrupt the growing conflict. Offer your point of view on this problem and decide for yourself how to proceed in this situation.
- 3. The head of the sales and sales department AM Yaroshenko needs to arrange a competition for the best idea and vote for the best option.
In my case, I am more inclined to version number 1, because with mutual cooperation, wonderful ideas are born that only lead to victory.
Psychological protection:
In conflict situations, when the intensity of the need increases, and the conditions for its satisfaction are absent, behavior is regulated by means of psychological defense mechanisms. Such a mechanism in this situation will be the management of one's emotions, namely, an adequate response to the statements of others, communication skills, to reveal one's point of view.
Consequences of the conflict.
The consequences of the conflict lead to the following structures:
Destructive:
negative stress for all parties to the conflict.
Constructive aspects of the strategy:
emotional unloading of opponents in the process of an argument;
the birth of new ideas;
On this page we will touch upon an interesting topic. In this article we will talk about the causes of conflicts, consider the types of conflicts and how to resolve them. In fact, most people want to live in harmony and complete mutual understanding with other people, but there are people who do not mind getting upset. Such people are rare, and they are happy to make a scandal only in order to assert themselves, to show how cool and courageous they are. But they do not understand that from the outside they look ridiculous and silly.
I will not go into details about such people, just know that there are such creatures and you, perhaps, know those who are in your environment. Incidentally, this is one of the causes of conflicts, albeit rare. Now let's look at the causes of conflicts.
Causes of conflicts
Conflicts never arise from scratch, and always the main reason for their occurrence is clash of interests between individuals... That is, there are two or more people who have a different point of view, position relative to something. As a result, disagreement arises, which leads to conflict.
Clash of interests - a very common type of conflict that arises due to differences of opinion, views, positions. Let's look at examples of this type of conflict.
Example # 1
Two business partners. One partner wants to invest in opening a cafe, another thinks that it is better to spend money on opening a beer bar. Everyone has their own reasons for this. They have common money, but their interests are different - one wants one thing, the other another. So a conflict situation arises.
Example No. 2
After school, the child wants to go to drama school, and his parents want him to study to be an economist. This situation leads to one thing - a conflict due to a conflict of interests.
Example No. 3
The wife wants to go to Egypt because of the red sea, the husband to Turkey because of the quality beer. And again, a conflict arises due to different interests.
I hope in these examples you understand what kind of such it is. I suggest you have fun and watch a video about the emergence of a conflict situation from scratch and its resolution.
The next type of conflict is rivalry... I think everything is clear here. This type of conflict arises when two or more people apply for one place, title. To make things clear, let's look at examples of such situations.
Example # 1
Two guys are fighting for the attention of one girl. You yourself understand that struggle is a rivalry that can lead to violence and even murder.
Example No. 2
Two kids want the same toy. They start swearing, fighting, in other words, doing everything to get it.
Example No. 3
Two guys want to take on the same high-paying position, as a result of which they begin to talk nasty things behind their backs, slander, set the team up against each other, and so on. The struggle for their well-being makes people behave in completely unpredictable ways.
Rivalry is present in our life almost everywhere and conflicts do not always arise because of it. Sometimes rivalry unites people, gives them a reason to develop and move forward.
Types of conflicts
There are several types of conflicts: intrapersonal, interpersonal and intergroup conflicts... Now let's go in order.
Intrapersonal conflict arises when a contradiction and clash of almost equal in strength, but oppositely directed interests, needs and motives of a person arises. In this type of conflict, there are always strong emotional experiences.
For example, a person at work is complained about his poor performance and made demands to improve his performance in the next month. The same employee claims that he gives all the best and begins to argue with his boss.
Another example: the general manager of a store instructed the seller to stay at his workplace and serve customers, and a couple of days later he reprimanded the employee for not visiting the warehouse to put goods on shelves.
This is how an intrapersonal conflict arises - one side affirms one thing, and the other quite another.
Interpersonal conflict mainly occurs in organizations between managers and employees. In most cases, this is due to a disagreement in the enterprise workflow. For example, one employee did not complete his part of the work, which will affect the results of a common cause. In this case, the conflict will affect not only the manager, but the entire staff. Another example is when an employee does not accept the foundations and norms of the team. In this case, the likelihood of a conflict is also high.
Very often interpersonal conflicts arise when changing leadership. And they arise due to the fact that there are changes in the style and method of managing employees. The previous leader was more humane in his requirements, while the current one adheres to an authoritarian style. This does not fit into the strengthened relationship between the employee and the manager. With the rejection of new conditions, which established "new" bosses necessarily conflict.
Intergroup conflict it is a conflict between formal and informal organizations, parties, religions. Intergroup conflicts bring people of the same group together, but once the conflict disappears, cohesion can also disappear.
How to resolve the conflict?
FROM types of conflicts we met, with causes of conflicts too, now it's time to talk about ways that will help you resolve the conflict.
The first way is avoidance of conflict... In fact, many people do this, so don't consider yourself a coward if you do this. Try to ignore him and be peaceful. If you cannot do this, and this happens often, then other methods will help you.
For example, you can change the topic... Only this must be done correctly and imperceptibly. For example, if one person is trying to prove something to you, then you can say that you heard or saw how ... and went on to develop the topic. The person will be distracted and stop arguing with you.
Another way is to find a compromise... It is not always possible to do this, but try to find it in your situation. For example, you and your sister are arguing over the fact that you did not share the car. You have one and oh, how both are needed. In this case, you can agree on who will ride it and when.
Smoothing is also a very effective way to avoid conflict, although it works against you. Using this method, you agree with the claims of your interlocutor, convince him that you are right (although you don’t think so). In this way, you simply calm the person down, as you yourself are in a normal emotional state.
The last way is understand that conflict is normal... During quarrels, a person also develops and reveals his abilities, he feels himself, the people around him are more respectful. Therefore, sometimes you shouldn't avoid conflicts, but it is better to take part in it, as in a competition. It will be very beneficial.
If you did not understand something, then I suggest you watch a ten-minute video lecture on the causes of conflicts. The lecture is very interesting and contains comprehensive information.
Types and causes of conflicts
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State budgetary special (correctional) educational institution of the Republic of Khakassia for students, pupils with disabilities "Special (correctional) general education boarding school of III, IV types"
teacher of history and social studies, CDO
Ten Tatiana Anatolyevna
Cards with examples of conflict situations for psychological and pedagogical training
"Techniques for constructive solutions to conflict situations."
Situation 1
English lesson. The class is divided into subgroups. One of the subgroups changed the teacher. When checking homework, the new teacher, without introducing the students to their requirements, asked them to answer the topic by heart. One of the students said that in the past they were allowed to retell the text freely, and not by heart. For the retelling, she received -3. which caused her negative attitude towards the teacher. The girl came to the next lesson without completing her homework, although she was a diligent student. After the questioning, the teacher gave her 2. The next lesson the girl tried to disrupt, persuading
classmates skip class. At the teacher's request, the children returned to class, but refused to complete the assignments. After lessons, the student turned to the class teacher with a request to transfer her to another subgroup.
Situation 2
A conflict arose between the student and the teacher: the teacher is outraged by the poor performance of the student and gives him the opportunity to correct grades with the help of an abstract, the student agrees and brings the abstract to the next lesson. Firstly, not on the topic, but as he liked, although, according to him, he spent his entire evening on his preparation. Secondly, all rumpled. The teacher is outraged even more and in a harsh form says that this is his humiliation as a teacher. The student stands up demonstratively and begins to swing his legs back and forth, holding on to the desk. The teacher first tries to seat the student, but, unable to bear it, grabs him and pushes him out of the class, then takes him to the principal, leaves him there and goes to the class.
Situation 3
After the call, the math teacher delayed the class at recess. As a result, the students were late for the next lesson - a physics lesson. The angry physics teacher expressed his indignation to the mathematics teacher, as he had a test scheduled. His subject, as he considers, is very difficult, and he considers it unacceptable to waste time in the lesson due to late students. The math teacher objected that his subject was no less important and difficult. The conversation takes place in the hallway in a raised voice with a large number of witnesses.
1. Indicate the structural components (subject, participants, macro environment, image) of the conflict in each presented situation.
2. Determine the type of conflict presented in each of the situations.
Situation 4
Lesson in the 8th grade. While checking homework, the teacher calls the same student three times. All three times the boy answered with silence, although he usually did well on this subject. As a result - "2" in the magazine. The next day, the survey begins again with this student. And when he again did not answer, the teacher removed him from the lesson. The same story was repeated in the next two classes, then truancy and parents' call to school followed. But the parents expressed their dissatisfaction with the teacher that he could not find an approach to their son. The teacher responded by complaining to the parents that they did not pay due attention to their son. The conversation continued in the director's office.
Determine the styles of behavior of the participants in this conflict situation.
1. What style of behavior characterizes the teacher? Parents?
2. What style of behavior does the student demonstrate?
3. What style of conflict resolution, in your opinion, is the most effective in this situation?
Analyze the proposed situations in terms of the manifestation of the dynamics of the conflict:
Situation 5
Parents came to the kindergarten to pick up their son's documents. The child attended kindergarten for three days, after which he fell ill, and the parents decided to take the child. The manager demanded that the parents pay for the child's stay in the kindergarten through the Savings Bank. But the parents did not want to go to the bank and offered to pay the money to her personally. The manager explained to her parents that she could not accept the money. The parents were indignant and, having uttered a lot of insults at her and at the kindergarten, left, slamming the door.
Situation 6
Before the start of the lesson 10 minutes. There is a teacher and some students in the class. The atmosphere is calm and friendly. Another teacher enters the class to get information from a colleague. Approaching a colleague and conducting a conversation with him, the teacher who entered suddenly interrupts her and turns his attention to a 10th grade student sitting opposite, who has a gold ring on her hand: “Look, the students are all wearing gold. Who allowed you to carry gold to school ?! "
At the same time, without waiting for an answer from the student, the teacher turned to the door and, continuing to loudly indignant, left the office, slamming the door at the same time.
One of the students asked: "What was that?" The question remained unanswered. The teacher sitting in the class was silent all this time, not finding a way out of this situation. The student was embarrassed, blushed, began to remove the ring from her hand. Turning to either the teacher or to everyone in the class, she asked: "Why and for what?" Tears appeared in the girl's eyes.
Analyze the proposed situations. Try to imagine possible options for solving them using techniques from a set of prepared reactions.
Situation 7
During the meeting, a parent of students in your class began to criticize your teaching and training methods. As the dialogue progressed, he began to lose his temper, shouting offensive remarks in anger at you. You cannot allow a parent to behave like that. What will you do?
Situation 8
On the street, you unexpectedly meet your colleague, who is officially on sick leave. It is her lessons that you have to “replace”. But you find her in perfect health. What will you do?
Situation 9
At the beginning of the school year, the principal asked you to temporarily perform the duties of the head teacher for educational work, promising additional payment for this. But after three months, the promised payment has not been credited to you. What will you do?
Situation 10
At recess, a tear-stained student came up to you. In her opinion, you have unfairly given her an annual grade in your subject. What will you do?
Imagine the possible actions of the teacher in this situation.
Situation 11
In the lesson, the teacher made several remarks to the student who was not studying. He did not react to comments, continued to interfere with others, asked ridiculous questions to the students around him and distracted them from the topic explained by the teacher. The teacher made another remark and warned that it was the last. She continued her explanation, but the rustle and hum did not diminish. Then the teacher went up to the student, took the diary from the desk and wrote down the remark. Further, the lesson was actually disrupted, as the student continued to communicate with his classmates with greater force, and the teacher could no longer stop him.