In domestic and foreign literature, there are different views on conflicts, their nature, social role. There are various definitions of conflict, but they all emphasize the presence of contradiction, which takes the form of disagreement when it comes to the idea of ​​human interaction. Conflicts can be hidden or overt, but they are always based on a lack of agreement. Therefore, a conflict is defined as the emergence of intractable contradictions, a clash of opposing interests on the basis of rivalry, a lack of mutual understanding on various issues related to acute emotional experiences. At the heart of any conflict is a situation that includes either opposite positions of the parties on some issue, or a mismatch of interests, desires, and inclinations of opponents. However, in order for the conflict to develop, an incident is necessary when one of the parties begins to act, infringing on the interests of the other.

There is an opinion that conflict is always an undesirable phenomenon, that it should be resolved immediately as soon as it arises. But in many situations, the conflict helps to reveal a variety of points of view, alternatives or problems, provides additional information.

Conflicts that promote informed decision making and relationships are called constructive; that hinder effective interaction and decision-making are destructive. The positive function of the conflict is that it contributes to a certain movement forward, prevents stagnation; forms new relationships; promotes self-assertion of the personality; creates the necessary level of tension necessary for creative activity; accelerates the growth of group cohesion. The signs of a destructive conflict include its expansion; escalation; increase in losses suffered by the participants in the conflict; growth of situational statements, aggressive actions of participants.

There are five main types of conflict: intrapersonal, interpersonal, between an individual and a group, intergroup, social.

intrapersonal conflict. Here, the participants in the conflict are not people, but various psychological factors of the inner world of the individual, often seeming or being incompatible: needs, motives, values, feelings, etc. One of the most common forms of conflict associated with work in an organization is a role conflict, when different roles of a person make conflicting demands on him. For example, being a good family man, a person must spend the evenings at home, and the position of the head obliges him to stay late at work, etc.

interpersonal conflict is the most common type of conflict. Its reasons are the dissimilarity of characters, the struggle for limited resources (in production), different points of view on discipline and workload among the manager and subordinate, etc.

Conflict between the individual and the group can take place where a member of the group does not comply with the norms of behavior and communication prescribed by the informal group. Another common conflict of this type is between a group and a leader whose leadership style does not suit the group.

Intergroup conflict can arise between the formal and informal groups that make up the organization. For example, between management and performers, between the administration and the trade union, etc. Intergroup conflicts are accompanied by:

- manifestations of deindividualization, i.e. group members attribute negative behavior to members of another group;

- manifestations of intergroup comparison: they positively evaluate their own group and give a negative assessment to another group;

– manifestations of group attribution, i.e. tend to believe that it is "an outgroup that is responsible for negative events."

social conflict expressed in the clash of various social communities - classes, nations, states, social subjects, etc.

According to the duration of the course, conflicts are divided into short-term and protracted, according to the source of occurrence, into objectively and subjectively conditioned.

The beginning of the conflict is associated with at least three conditions:

1) its first participant deliberately and actively acts to the detriment of another participant through physical actions, statements, etc.;

2) the second participant is aware that these actions are directed against him;

3) the second participant in response takes active actions against the initiator of the conflict; from that moment it can be considered that it began.

An important point in studying the problem of conflicts and their nature is to identify the causes. An analysis of sociological and socio-psychological studies allows us to identify the following causes of conflicts: socio-economic as a product of socio-economic contradictions; socio-psychological - needs, motives, goals of activity and behavior of various people; socio-demographic - differences in attitudes, goals and aspirations of people, due to their gender, age, belonging to various national entities.

There are several main causes of conflicts in organizations:

- distribution of resources, as a rule, limited.

– interdependence of tasks. The possibility of conflict exists wherever one person (or group) depends on another person (or group) for a task.

- Differences in purpose. The goals of individual employees, departments, production units often do not coincide, being a source of conflict.

- Differences in how goals are achieved. The manager and direct executors may have different views on the ways and means of achieving common goals, even in the absence of conflicting interests.

- Poor communication. Incomplete or inaccurate transmission of information or lack of information at all is not only a cause, but also a dysfunctional consequence of the conflict.

- Differences in psychological characteristics. Sometimes the psychological differences between the participants in joint activities are so great that they interfere with its implementation, increase the likelihood of all types and types of conflicts.

In general, to ensure compatibility with other people, three basic qualities of character are required: 1) the ability to be critical of oneself; 2) tolerance for others; 3) trust in others. If these qualities are completely absent in a person, then he is psychologically incompatible with other people and always carries with him a shadow of conflict.

It is believed that eighty percent of conflicts arise without the desire of their participants. And the main role in the emergence of conflicts is played by words, actions (or inaction) - the so-called conflictogens, which can lead to conflict. Moreover, such a regularity as the escalation of conflictogens, i.e., contributes to the incitement of the conflict. we try to respond to a conflictogen in our address with a stronger conflictogen, often the strongest of all possible, we feel a desire to “teach a lesson” to the offender as much as possible, more painfully, more offensively, we show reciprocal aggression. The first conflictogen is often unintentional, situationally accidental, and then the escalation of conflictogens comes into play - and the conflict has taken place.

This type of conflict is perhaps the most common. Interpersonal conflicts can be viewed as a clash of personalities in the process of their relationship. Such clashes can occur in a wide variety of spheres and areas (economic, political, industrial, socio-cultural, domestic, etc.). “Most often it arises due to a shortage of some kind of resources, for example, the presence of one prestigious vacancy with several candidates for it.”

“Interpersonal conflict is understood as an open clash of interacting subjects based on the contradictions that have arisen, acting as opposite goals that are incompatible in a particular situation. Interpersonal conflict is manifested in the interaction between two or more persons. In interpersonal conflicts, subjects confront each other and sort out their relationship directly, face to face.

Interacting with other people, a person primarily protects his personal interests, and this is normal. The resulting conflicts are a reaction to obstacles to achieving goals. And on how significant the subject of the conflict seems to be for a particular individual, his conflict setting will largely depend.

Individuals face in interpersonal conflicts, protecting not only their personal interests. They may also represent individual groups, institutions, organizations, labor collectives, society as a whole. In such interpersonal conflicts, the intensity of the struggle and the possibility of finding compromises are largely determined by the conflict settings of those social groups, whose representatives are opponents.

“All interpersonal conflicts arising from the clash of goals and interests can be divided into three main types.

The first one presupposes a fundamental clash, in which the realization of the goals and interests of one opponent can be achieved only at the expense of infringing on the interests of another.

The second - affects only the form of relations between people, but at the same time does not infringe on their spiritual, moral and material needs and interests.

The third one is an imaginary contradiction that can be provoked either by false (distorted) information, or by an incorrect interpretation of events and facts.

“Interpersonal conflicts can also be divided into the following types:

§ rivalry - the desire for dominance;

§ dispute - disagreement over the location the best option solving joint problems;

§ discussion - discussion of a controversial issue.

Any conflict resolution or prevention is aimed at preserving the existing system of interpersonal interaction. However, the source of the conflict may be such reasons that lead to the destruction of the existing system of interaction. In this regard, allocate various functions conflict: constructive and destructive.

To constructive functions include:

§ cognitive (the appearance of a conflict acts as a symptom of dysfunctional relationships and a manifestation of the contradictions that have arisen);

§ development function (conflict is important source development of its participants and improvement of the interaction process);

§ instrumental (the conflict acts as a tool for resolving contradictions);

§ perestroika (conflict removes factors that undermine existing interpersonal interactions, promotes the development of mutual understanding between participants).

The destructive functions of conflict are associated with

§ destruction of existing joint activities;

§ deterioration or collapse of relations;

§ negative well-being of the participants;

§ low efficiency of further interaction, etc.

This side of the conflict causes people to have a negative attitude towards them, and they try to avoid them.

In a systematic study of conflicts, the structure and elements are distinguished in them. The elements of interpersonal conflict are: the subjects of the conflict, their personal characteristics, goals and motives, supporters, the cause of the conflict. The structure of the conflict is the relationship between its elements. The conflict is always in development, so its elements and structure are constantly changing.

The conflict itself consists of three periods:

1. pre-conflict (the emergence of an objective problem situation, awareness of an objective problem situation, attempts to solve the problem in non-conflict ways, before conflict situation);

2. conflict (incident, escalation, balanced counteraction, end of the conflict);

3. post-conflict situation (partial normalization of relations, full normalization of relations).

For the emergence of interpersonal conflict, the presence of contradictions (objective or imaginary) is necessary. The contradictions that have arisen due to a discrepancy in the views and assessments of people on a variety of phenomena lead to a situation of dispute. If it poses a threat to one of the participants, then a conflict situation arises.

The conflict situation is characterized by the presence of opposite goals and aspirations of the parties to master one object.

In a conflict situation, the subjects and object of the conflict are identified.
The subjects of interpersonal conflict include those participants who defend their own interests, strive to achieve their goal. They always speak for themselves.

The object of interpersonal conflict is what its participants claim. This is the goal that each of the opposing subjects strives to achieve. For example, a husband or wife claims sole control family budget. In this case, the object of disagreement may be the family budget, if the opposing party considers its rights infringed. The subject of the conflict in such a situation are contradictions, in which the opposite interests of the husband and wife are manifested. In the above case, the subject will be the desire of the spouses to master the right to manage the family budget, i.e. the problem of mastering the object, the claims that the subjects present to each other.

Every interpersonal conflict eventually has its resolution. The forms of their resolution depend on the behavioral style of the subjects in the process of conflict development. This part of the conflict is called the emotional side and is considered the most important.

Researchers distinguish the following styles of behavior in interpersonal conflict: confrontation, evasion, adaptation, compromise, cooperation, assertiveness.

1. Confrontation - a characteristically persistent, uncompromising, cooperation-rejecting defense of one's interests, for which all available funds.

2. Evasion - associated with an attempt to get away from the conflict, not attaching great value to it, perhaps due to the lack of conditions for its resolution.

3. Adaptation - implies the willingness of the subject to give up their interests in order to maintain relationships that are placed above the subject and object of disagreement.

4. Compromise - requires concessions from both sides to the extent that through mutual concessions, an acceptable solution is found for the opposing parties.

5. Cooperation - involves the joint performance of the parties to solve the problem. With such behavior, different views on the problem are considered legitimate. This position makes it possible to understand the causes of disagreements and find a way out of the crisis acceptable to the opposing sides without infringing on the interests of each of them.

6. Assertive behavior (from the English. assert - assert, defend). Such behavior implies the ability of a person to defend his interests and achieve his goals without prejudice to the interests of other people. It is aimed at ensuring that the realization of one's own interests is a condition for the realization of the interests of interacting subjects. Assertiveness is an attentive attitude both to oneself and to a partner. Assertive behavior prevents the emergence of conflicts, and in a conflict situation helps to find the right way out of it. At the same time, the greatest efficiency is achieved when one assertive person interacts with another such person.

All of these styles of behavior can be both spontaneous and consciously used to achieve the desired results when resolved. interpersonal conflicts.

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Similar information.

Conflict (aka dispute or quarrel) is a natural component of the life of any person who lives, interacts with environment and in particular people. There are conflicts different types, which depends on the environment in which it appears. For example, in interpersonal conflicts a person often operates with the interests of the whole team, while in intrapersonal conflicts he pays attention to own desires and needs. Conflicts always become social because it is the person who creates the conflict.

It is unlikely that any reader of an online magazine site has not encountered conflict situations in his life. Psychologists recommend getting used to the fact that a person will periodically argue with someone and clarify controversial issues in a raised voice, without even coming to common decision. The fact is that conflict is a clash of your interests with others. Two or more people do not always want the same thing, they think the same way that naturally brings them into conflict.

The conflict is:

1. When you want to go to the sea and your partner wants to go to the mountains.
2. When you want to spend the company's money on development, and other participants on increasing the salaries of employees.
3. When you are fighting for justice, and a group of other people - for achieving their success.

When you think and want something different than other people, when others do not perceive your actions or you are outraged by someone's behavior, when someone's freedom is limited by the actions of another person, then a dispute arises that is natural in the world of people. Therefore, it remains only to decide how to get out of it so that the conflict does not become a constant companion.

What is the purpose of separating the types of conflicts?

Separately, experts distinguish types of conflicts. For what purpose is this being done? If you understand what kind of conflict has arisen between people, then it becomes easier to resolve it. However, experts begin their consideration of the topic with a huge variety of the concept of the term itself. What is conflict? And there are many possible answers here.

Among all the variety, we select the most suitable for modern man: conflict is the confrontation of participants in the event of disagreement. When a person interacts with society, he periodically has disagreements in opinions, desires, needs, views with other people. This leads to a confrontation for the right to consider one's opinion the only correct one. However, a conflict is not just a confrontation, a struggle, but also a desire to resolve the situation that has arisen, that is, to find ways to reconcile, resolve and eliminate the conflict situation.

How can you communicate with a person who considers his opinion the only correct one? No way. Stated your opinion and the conversation ended, since all other words will be directed to proving why your opinion is correct, and with unsuccessful results. Therefore, such people are bad teachers and interlocutors. They are bad teachers because they require complete submission from students and their copying (any innovations in development are not welcome). They are bad conversationalists because you need to think exactly like them and have the same thoughts as theirs.

Probably, it is already becoming clear that a person who considers his opinion the only correct one cannot achieve success. Undoubtedly, he has some knowledge and skills that are useful. But if the question arises of learning something new or changing one's mind, then there is aggression, resistance or a retaliatory attack. A person believes that he already knows everything that he needs to know, therefore he perceives any innovations not on his initiative without willingness. Only when he believes that he needs to learn something new, he begins to do it. And at the same time, he quite often imposes his idea on other people, thinking that they should also learn this (otherwise they become “backward” and “stupid” in his eyes).

A person who considers his opinion the only correct one is a difficult person. You can’t say anything to such people and you can’t prove anything, because if your opinion does not coincide with their opinion, then you are wrong, no matter what you think and no matter how you argue. You are wrong - and that's it! What to do if a person considers himself omniscient, omnipotent and wise in experience? It is better to leave such a “master” alone, so as not to once again infringe on his big ego, which is ready to prove by hook or by crook that it is the most valuable and intelligent.

Types of social conflicts

Social conflicts are the most common types, since we are talking about the confrontation of a person with another person or even a whole group for the right to possess a valuable resource, because of which it flared up. Here, in addition to the disputing parties, they distinguish:

1. Witnesses are individuals who simply observe the conflict from the outside.
2. Instigators - individuals who commit actions that incite the parties to further conduct the dispute.
3. Accomplices - who different ways(by technical means or advice) intensify the conflict.
4. Intermediaries - individuals who are trying to eliminate the conflict, resolve.

Only the arguing parties are in direct confrontation. The rest of the participants may not be in a state of struggle or hatred towards anyone.

The subject of the dispute differs from the cause and reason for the development of the conflict:

• The reason arises from objective circumstances, which are always related to the needs of the disputing parties.
• Some reason becomes external factor, which may be insignificant. It can be accidental or socially created.

A conflict situation should be distinguished from a contradiction - when the parties do not converge at all and are not similar in anything (neither in opinion, nor in interests, nor in the direction of activity). The contradictions are:

1. Subjective and objective. Objective disagreements arise independently of the will and intellect of a person, which is the opposite in the situation with subjective disputes.
2. Minor and main.
3. Non-antagonistic and antagonistic. In a non-antagonistic conflict, the parties have a consistency of interests, so they can resolve the dispute by finding a compromise, concessions.
4. External and internal. Internal conflicts arise within the group due to differences of opinion or conflict with established procedures. External disputes arise between groups of persons.

For the development of a conflict, a contradiction is always needed, because of which the parties experience internal stress and dissatisfaction with their interests, which makes them want to resist.

Types and functions of conflicts

Conflicts can be like positive side, as well as negative. In conflict, people notice that life is not as monotonous as a person sees it. If there is another opinion that may be correct, then it is not so simple. At the same time, conflicts can lead to the destruction of the individual and the disorganization of the team, so it is very important to single out the types and functions of conflict situations in order to quickly resolve them.

Types of conflicts within the team can be:

1. Means used: violent and non-violent.
2. Duration: one-time and recurring, long-term and short-term, protracted.
3. Form: internal and external.
4. Capacity (volume): regional and national, group and personal, local and global.
5. The nature of development: deliberate and spontaneous.
6. Type of relationship: individually and socio-psychological, international and intranational.
7. Source of education: false, subjective and objective.
8. Impact on the course of development: progressive and regressive.
9. The sphere of social life: political, economic, family and household, ethnic.

Depending on the number of participants in the conflict, group, interpersonal and intrapersonal disputes are distinguished. Often a person feels conflict within himself. It may arise due to the collision of two important ideas or desires that require implementation in a particular situation, while they cannot be implemented simultaneously. A conflict may arise because of the need to choose between two equally meaningful options, which in themselves may be imperfect. Also, a person is in conflict when he sees that all the proposed options are unattractive to him, so he faces a dilemma.

A person performs various roles in society, so conflicts are distinguished here:

• Personal - when a person must fulfill one role, but he believes that he must fulfill another, since this is consistent with his interests.
• Interpersonal - when a person is already used to playing one role, so it is difficult for him to switch to another.
• Interrole.

In an organization (company) that employs a large number of different people with their needs, professional skills and views, directions in their activities, conflicts also arise. They are often called group, because the conflict occurs between groups of people from different areas production. Here, each group is in the position of "we - they".

Types of conflict in an organization are:

1. Vertical - when a dispute arises between different layers in the hierarchy of employees.
2. Horizontal - when people from different areas of the organization argue.
3. Mixed - when there is a mixture of vertical and horizontal positions.
4. Business - problems arose at the level of solving some work issue.
5. Personal - the conflict is informal.
6. Symmetric - when both sides win in the conflict.
7. Asymmetric - when only one side wins the dispute or it loses more than the other.
8. Destructive - when the conflict damages the company.
9. Constructive - when the conflict contributes to the development of the company.

Types of interpersonal conflicts

Interpersonal conflicts are the most frequent when, at the level of personal needs, a person is faced with misunderstanding, denial or indignation of others. Interpersonal conflicts arise at the level of a person with another person or even a group of people. Moreover, disputes always arise at the level of communication. Here are the types of interpersonal conflicts:

1. Value - when the values ​​of the participants are affected.
2. Conflict of interest.
3. Regulatory - violation by one of the participants of the rules of relations.

A conflict occurs if:

• There are differences of opinion and desires that are very significant.
• It is necessary to overcome disagreement in order to restore relationships.
• Participants are active or passive in order to eliminate or reduce the conflict.

To overcome interpersonal conflicts, participants must cooperate, when not only their wishes and needs are taken into account, but also the interests of the other side.

Types of intrapersonal conflicts

When contradictions arise within a person, they are called intrapersonal conflicts. Here are the types:

• Role - a collision of two or more roles that a person can play in one situation. Here you need to choose which role to play, which is sometimes difficult, since each of them gives its own benefit and brings its own harm.
• Motivational - a person fluctuates between his inner desires and responsibilities.
• Cognitive - a discrepancy between the subject's ideas about ongoing events and how it should have been.

Ways to resolve conflicts

Conflict resolution should be the main goal of the parties involved in the dispute. The result can be negative or positive ways. Negative means methods that will ultimately lead to the destruction of relations between the parties. Positive ways are those that allow you to resolve the conflict and keep the connection.

There are various ways to resolve conflicts. Which one people choose depends on their behavior and their desire to go to reconciliation. If in the end everyone is satisfied, then their way of reconciliation turns out to be the most successful.

Outcome

Conflicts are normal for people who cannot desire and think alike. However, another issue remains how to resolve conflicts. If people want to keep the relationship, then they must direct all their efforts to resolve the dispute, and not to increase or prolong it.

3. Interpersonal conflict

1. The concept of interpersonal conflict

2. Functions, structure and dynamics of interpersonal conflict

3. Basic styles of behavior in interpersonal conflict

1. The concept of interpersonal conflict

Interpersonal conflicts, along with group conflicts, are one of the most common types of conflicts. Interpersonal conflicts are closely related to other types of conflicts: intergroup, ethnic, organizational, since any conflict is always the interaction of specific individuals, and in order to start the mechanism of conflict confrontation, personal motivation of the participants, a feeling of hostility or hatred towards another is necessary.

Interpersonal conflict - a collision of two or more individuals, caused by a mismatch of goals and interests, value orientations, the struggle for scarce resources, awareness of the threat to security, psychological and behavioral characteristics. An interpersonal conflict is also understood as an open clash of interacting subjects based on the contradictions that have arisen, acting as opposite goals that are incompatible in a particular situation. Interpersonal conflict is manifested in the interaction between two or more persons. In interpersonal conflicts, subjects confront each other and sort out their relationship directly, face to face.

In an interpersonal conflict, each side seeks to defend its opinion, to prove the other wrong, people resort to the most various types aggression, from verbal to physical. Such behavior causes sharp negative emotional experiences in the subjects of the conflict, which aggravate the interaction of the participants and provoke them to extreme actions. In conditions of interpersonal conflict, rational perception of reality is often difficult, emotions begin to take precedence over reason. Many of its participants, after resolving an interpersonal conflict, experience negative emotions for a long time.

Interpersonal conflict reveals the lack of agreement in the existing system of interaction between people. They have opposing opinions, interests, points of view, views on the same problems, which at the appropriate stage of the relationship disrupt normal interaction, when one of the parties begins to purposefully act to the detriment of the other, and the latter, in turn, realizes that these actions infringe on its interests, and takes retaliatory actions.

This situation most often leads to conflict as a means of resolving it. The full resolution of the conflict will be carried out when the opposing sides together quite consciously eliminate the causes that gave rise to it. If the conflict is resolved by the victory of one of the parties, then such a state will be temporary and the conflict will necessarily declare itself in some form under favorable circumstances.

Interpersonal conflict involves direct contact between opponents, direct interaction. Such a kind of "immersion" in the conflict weakens the action of the mechanisms of reflection, leads to a distortion of the perception of the situation. The psychological features of the conflict include the following points.

1. Insufficient awareness of the motives of behavior, one's own and the opponent's. Probably, it would be more accurate to talk about a kind of mythologization of motives, their construction under the influence of various factors. Typical examples of mythologization are:

- the illusion of one's own nobility (I defend a just cause, truth, goodness and justice in the struggle);

- hypertrophy of other people's shortcomings (the principle of a straw in another's eye);

- a double standard of evaluation (what is possible for me is absolutely unacceptable on the part of the opponent);

- simplification of the conflict situation, its translation into one dimension of confrontation and struggle;

- conscious, or, more often, unconscious substitution of the object of the conflict, which increases motivation conflict behavior.

2. Substitution of motives for conflict behavior, most often associated with the action of the projection mechanism - the transfer of internal psychological state evaluating other objects or people (or attributing one's motives to others). This may be based on:

- suppressed needs

- unresolved problems of the past (for example, children's complexes);

- an inferiority complex;

- own internally unacceptable qualities or personality traits, the existence of which a person does not want to admit and transfers to the outside.

The causes of interpersonal conflicts are very diverse and are due to the action of a wide variety of variables: from the sociocultural characteristics of individuals to the mismatch of their psychological types.

identifies the following groups of main causes of conflicts:

Structural features include:

- diagnostic (the appearance of a conflict acts as an indicator of dysfunctional relations and manifestations of the contradictions that have arisen);

- development function (conflict is an important source of development of its participants and improvement of the interaction process);

- instrumental (the conflict acts as a tool for resolving contradictions);

- reconstructional (conflict removes factors that interfere with interpersonal interactions, brings interaction between participants to new level).

The destructive functions of conflict are related to:

- with the collapse of existing joint activities;

- worsening or complete collapse relationships;

- bad emotional state participants;

– low efficiency of further interaction, etc.

It is this side of the conflict that causes people the most negative attitude towards the participants, and they try to avoid them as much as possible.

The structure of interpersonal conflict is not something particularly specific. As in any other conflict, the main building blocks in an interpersonal conflict are: the subjects of the conflict, their personal characteristics, goals and motives, supporters, the cause of the conflict (the object of the conflict). The subjects of interpersonal conflict include those participants who defend their own interests, strive to achieve their goal. They always speak for themselves.

The object of interpersonal conflict is what its participants claim. This is the material, social, spiritual value, or the goal that each of the opposing subjects strives to achieve. For example, two children kindergarten claiming the same toy. In this case, the object of disagreement is the toy itself, provided that the opposite side considers its rights infringed.

The subject of the conflict in such a situation are contradictions in which the opposite interests of children are manifested. In the above case, the subject will be the desire of children to master the right to dispose of the toy, that is, the problem of mastering the object, the claims that the subjects present to each other. In this regard, two aspects can be distinguished in the structure of interpersonal conflict: the first is the objectively established antagonism of interests, goals, values, and opinions. But in itself, the confrontation of interests and goals is static, does not lead to the emergence and deployment of a conflict process without external behavioral expression. Therefore, the second aspect is behavioral antagonism associated with contradictions in interaction, with an emotionally intense confrontation between the parties.

In accordance with this, we can distinguish two parallel systems, two "hypostases" in the interpersonal conflict.

1. Analyzing the content characteristics of the conflict object, we construct some cognitive (semantic) structure based on knowledge, information, values ​​that we attach to these cognitive elements. In accordance with them, the purpose of the action is built.

2. But at the same time, conflict actions are associated with the motives of behavior, with the personal meaning that sets the relationship to opponents.

But any conflict should always be considered not only in statics, but also in dynamics. Conflict is a process that is always in development, so its elements and structure are constantly changing. There is a wide range of views on this issue in the literature. for example, in the textbook "Conflictology" they give a detailed table of the main periods and stages of the dynamics of the conflict. Depending on the degree of tension in relations, they distinguish differentiating and integrating parts of the conflict.

The conflict itself, they believe, consists of three periods:

1) pre-conflict (the emergence of an objective problem situation, awareness of an objective problem situation, attempts to solve the problem in non-conflict ways, pre-conflict situation);

2) conflict (incident, escalation, balanced counteraction, end of the conflict);

3) post-conflict situation (partial normalization of relations, full normalization of relations).

Daniel Dana, PhD, one of the pioneers in the field of conflict resolution, in his four-step method for improving relationships, identifies only three levels of conflict development:

1st level: skirmishes (minor troubles that do not pose a threat to the relationship);

2nd level: collisions (development of skirmishes into collisions - expansion of the circle of causes that cause quarrels, a decrease in the desire to interact with another and a decrease in faith in his good intentions towards us);

3rd level: crisis (the escalation of clashes into a crisis is the final decision to break off relations that are unhealthy, here the emotional instability of the participants reaches such an extent that there are fears of physical violence).

Each of these authors independently determines the tactics and strategy for resolving conflicts and preventing them. In any case, for the emergence of an interpersonal conflict, the presence of contradictions (objective or imaginary) is necessary. The contradictions that have arisen due to a discrepancy in the views and assessments of people on a variety of phenomena lead to a situation of dispute. If it poses a threat to one of the participants, then a conflict situation arises.

The conflict situation is characterized by the presence of opposite goals and aspirations of the parties to master one object. For example, the issue of leadership in a student group between students. For a conflict to arise, a kind of trigger is needed, that is, a reason that activates the action of one of the parties. Any circumstances can act as a trigger, even the actions of a third party. In the above example, the reason may be a negative opinion about one of the contenders for the leadership of any student.

3. Basic styles of behavior

in interpersonal conflict

Any conflict always has its resolution, someday ends. Interpersonal conflict is no exception, after all, it also has its resolution. Forms of resolving interpersonal conflicts depend on the behavior of subjects in the process of conflict development. This part of the conflict is called the emotional side, and many researchers consider it the most important.

Researchers identify the following styles of behavior in interpersonal conflict: rivalry, evasion, adaptation, compromise, suppression, assertive behavior. Let's take a closer look at these styles.

1. Rivalry- for this style of behavior is characterized by persistent, uncompromising, non-cooperative defense of their interests, for which all available means are used. This style is most often used by opponents of equal rank. Character traits of this style: the desire to satisfy their interests at the expense of the interests of others; the desire to avoid the pain caused by defeat; The main thing is not to win, the main thing is not to lose. This behavior is manifested in people who always strive to "save face", to be a winner in any situation and at any cost. If this style is used by both opponents, the conflict becomes an end in itself, the original cause fades into the background, and rational control over the situation is lost.

2. Evasion associated with an attempt to get away from the conflict, not attaching great value to it, perhaps due to the lack of conditions for its resolution. A group of opponents or one of them refuse to participate in the further development of events, evade solving the problem. The forms of manifestation of such behavior can be silence, defiant removal, ignoring the offender, breaking off relations. In some cases, this behavior can be productive (if the problem is not important to you, if you realize that you are being deliberately drawn into the conflict, if you do not currently have enough complete information about the situation). But this style also has negative aspects: dodging provokes excessive demands from the opponent, turning off the situation can lead to a loss.

3. fixture implies the willingness of the subject to give up their interests in order to maintain relationships that are placed above the subject and object of disagreement. The conflict is not released outside for the sake of solidarity (sometimes false), the preservation of unity even at the cost of significant sacrifices and concessions. So, the leader can adhere to this tactic in relation to subordinates (or one of them) in order to save the "face" of the organization, "not to wash dirty linen in public." Such behavior may be justified if you need to get a reprieve, analyze the situation. But if this style is used constantly, one of the parties inevitably becomes the object of manipulation and is forced to constantly make concessions, submit to the pressure of the opponent. This leads to the accumulation of negative emotions, the constant growth of a negative emotional background.

4. Compromise requires concessions from both sides to the extent that an acceptable solution is found through mutual concessions for the opposing sides. This style of conflict behavior is perhaps the most constructive (although it is not applicable in every situation). The bottom line is that the point of view of the opponent is accepted, but only if he makes reciprocal concessions. With this style, a rational strategy dominates: it is better to gain something than to lose everything. It is important that each participant in the conflict achieve something. But often the problem is that some finite value is being divided, and the needs of all participants cannot be fully satisfied, which can become the basis for a new conflict. For example, if two children quarrel over a chocolate bar, then a compromise is possible (half), but if the object of the conflict is a toy, then a compromise is impossible for objective reasons (an indivisible object). The fact is that a compromise presupposes, albeit partial, but simultaneous satisfaction of the needs of the subjects of conflict confrontation.

5. suppression- the essence of this style lies in the fact that one of the opponents forces the other to accept his point of view or position at any cost, using aggression, power and coercion. This happens very often when one of the opponents has higher ranked positions and seeks to realize his advantage using any available resources. Such behavior, for example, is often characteristic of authoritarian parents when resolving conflict situations with a child. Of course, this leads to the fact that the “weaker” opponent is forced to submit, but the conflict is driven inside and inevitably periodically resumes.

6. assertive behavior(from English assert - to assert, to defend). Such behavior implies the ability of a person to defend his interests and achieve his goals without prejudice to the interests of other people. It is aimed at ensuring that the realization of one's own interests is a condition for the realization of the interests of interacting subjects. Assertiveness is an attentive attitude both to oneself and to a partner. Assertive behavior prevents the emergence of conflicts, and in a conflict situation helps to find the right way out of it. At the same time, the greatest efficiency is achieved when one assertive person interacts with another such person.

It should be noted that there is no ideal style of behavior in interpersonal conflict. All of these styles of behavior can be both spontaneous and consciously used to achieve the desired results in resolving such conflicts.

Conflictology. Ed. . SPb. Publishing house "Lan", 1999. S. 132.

Shipilov. M. UNITI, 1999. S. 264.

Dana D. Overcoming disagreements. SPb. LENATO, 1994, pp. 30–35.

Andrienko psychology. M. ACADEMIA, 2000. S. 223–224.

Introduction

Conflicts are one of the most important phenomena of modern social and political life. Conflict means a clash of parties, opinions, forces. Today, conflicts are a daily reality. Conflicts in organizations often have a decisive influence on the quality of their activities. Consent in the family and with oneself essential condition happy life each person. All this speaks of the decisive role of conflicts in the activities of the organization. At present, the problems of the conflict are actualized in the realities public life, and in the minds of society, which is gradually moving from rejection and suppression of conflicts to the awareness of the need to "work" with them, to the search for ways to regulate them.

The purpose of this work is to study the possibilities of avoiding conflicts in the management of the organization.

To achieve the goal, the following tasks are solved in the work:

1. types of interpersonal conflicts are studied;

2. features of communication in conflict are considered;

3. find out ways to resolve conflict situations.

When writing the work, textbooks, monographs and articles in periodicals were used.

To define the conflict and describe its types, the textbook by G.M. Andreeva " Social Psychology”and an article by A.V. Dmitrieva, V.V. Latynov "Conflict". Such a characteristic of the conflict as its severity is described in the book by O.N. Gromov "Conflictology". L. Tsoi in the article "Let's talk about conflicts" describes the positive and negative functions of the conflict.

In the textbook A.V. Petrovsky and V.V. Shpalinsky "Social Psychology of the Collective" describes the laws of the emergence and functioning of conflict relations, as well as communication between people in a conflict.

Methods for resolving conflict situations and conflict management are proposed in the articles of O.F. Dubrovskaya "Conflict: what it is desirable to know about it", E.A. Orlova and L.B. Filonova "Interaction in a conflict situation", A.S. Kozlov "Regulation and resolution of conflicts: strategies, approaches and individual styles".

Types of interpersonal conflicts

interpersonal conflict- this is a situation, “based on a contradiction, perceived and experienced by the participants in the situation (or at least one of them) as significant psychological problem requiring its resolution and causing the activity of the parties, aimed at overcoming the contradiction that has arisen and resolving the situation in the interests of both or one of the parties.

We can distinguish the following main types of interpersonal conflicts.

Value conflicts- these are conflict situations in which disagreements between the participants are associated with their conflicting or incompatible ideas, which are especially significant for them. A person's value system reflects what is most significant for him, full of personal meaning, meaning-forming. For example, if we are talking about work, the value will be what a person sees for himself the main meaning of work (whether it is for him a source of livelihood, an opportunity for self-realization, etc.); values family relations there will be something in which the spouses see for themselves the meaning of the existence of the family and what, accordingly, it should be, etc. Finally, the system of basic values ​​of a person may include his worldview, religious, moral and other ideas that are significant for him.

Differences in values, however, do not necessarily lead to conflicts, and people of different beliefs, political and religious views can successfully work together and have good relationship. A value conflict occurs when these differences affect how people interact, or when they begin to "encroach" on each other's values. Dominant values ​​perform a regulatory function, directing the actions of people and thereby creating certain models of their behavior in interaction. If the behavior of the participants in the interaction is based on different dominant values, they can come into conflict with each other and give rise to conflicts. Finally, people often tend to convince each other by imposing their views, tastes, points of view, etc., which can also lead to conflicts.

Conflicts of interest- these are situations that affect the interests of the participants (their goals, plans, aspirations, motives, etc.), which turn out to be incompatible or contradictory to each other. For example, spouses have different plans about the upcoming vacation, the boss intends to send a subordinate on a business trip, who was not going to leave the city until the end of the month, etc. Their interests contradict each other, but perhaps they will be able to find a way to combine them. Another kind of conflict of interest concerns cases where they are incompatible. Such situations are often called resource conflicts, since their participants claim the same resource - a material object, finance, the same position, etc. Each party is interested in obtaining the resource it needs or a more profitable (in terms of quantity and/or quality) part of the common resource. They strive for the same thing, they have the same goals, but due to the singularity or limited resources, their interests contradict each other. This type of conflict includes all conflict situations that involve problems of distribution (a resource that can be divided) or arising on the basis of rivalry for the possession of something (a resource that is indivisible, for example, one position claimed by two). We are constantly confronted with problems of this kind in our Everyday life: for example, the family's financial resources are a divisible resource that poses the problem of distributing funds, and the only TV is an indivisible resource, and therefore, in a dispute about which program to watch, preference can be given to only one.

Another type of common interpersonal conflict is conflicts arising from violation of norms or rules of interaction. The norms and rules of joint interaction are its integral part, performing the functions of regulating this interaction, without which it is impossible. They can be implicit (hidden, implied) in nature (for example, observance of etiquette rules, which is not necessary to agree on, following them is taken for granted) or be the result of special agreements, sometimes even written ones (for example, the agreed contribution of each of the participants to the overall labor interaction ), but in any case, their violation may lead to disagreements, mutual claims or conflicts between the participants in the interaction.

Reasons for violations of rules and regulations may have different character. Someone may unwittingly break the rules adopted in the team simply because, as a beginner, he does not yet know them. Willful violation of the norms or rules of the collective or family life associated with the desire to revise them (for example, a teenager comes home later than the time indicated by his parents and leads a discussion with them that he is already an adult and should not follow these rules like a child).

Distinguishing the nature of the conflict - whether it is related to people's values, their interests or the rules of interaction - is considered important, since this largely determines the nature of their resolution. The types of conflict differ in which aspects interpersonal relationships or interpersonal interaction affected by the conflict. At the same time, the same reasons can give rise to different types conflicts. For example, such an everyday conflict situation as quarrels between a father and daughter because she does not clean up after herself, does not keep her things in order, etc., can be of a different nature - violations of the norms and rules of interaction ("you do not do your chores that we agreed on"), conflicts of interest ("I have to meet with my co-workers at home sometimes, and I don't want to clean up or blush every time for messing up our house") or value differences ("if a person in a room is a mess, he will not be able to achieve order in his affairs.

Thus, the nature of the conflict (conflict of values, or interests, or norms and rules of interaction) is determined by the nature of the problem that gives rise to contradictions between the participants in the situation, and the reason for its occurrence is determined by the specific circumstances of their interaction. Along with these factors of the conflict (problem and cause), it is also necessary to mention the cause of the conflict, which is a specific event that transforms hidden difficulties into a layer of open conflict interaction. The reason is often present in those situations where the conflict develops gradually, sometimes in the form of increasing latent tension, and turns into an open clash under the influence of an event that, like "the last straw overflows the cup of patience" or is deliberately used as an excuse for "attack" on a partner.

In addition to these parameters, for the description of the conflict, such a characteristic as sharpness, which manifests itself in the rigidity of the confrontation of the parties, is essential.

The severity of the conflict depends on a number of factors, among which the most significant can be noted. These include, above all, the already mentioned nature of the problems raised by the conflict. Any conflict is based on problems that are significant for people, but the degree of their significance may be different. The more significant for a person the problems affected by the conflict, the less he is inclined to concessions and compromises.

An important role is played by the degree of emotional involvement of a person in a conflict. It, in turn, depends on the significance of the problems raised, but is also determined by personality traits participants in the conflict, as well as the history of their relationship. The disposition to "fight", to "win" in a conflict confrontation may be the result of a person's individual inclination to dominance, to competitive relations, to rivalry; in everyday communication, sometimes encountering similar manifestations, we call such people conflict for their tendency to "fight". The behavior of a person in a conflict can also be influenced by the experience of his previous relationship with the opposing participant in the conflict situation. So, if these people have repeatedly had to find themselves in a situation of disagreement and conflicts have arisen between them before, then a new conflict situation may cause them a sharper emotional reaction.

Long-term accumulated tension, hostility, unfavorable experience of the previous communication of the participants in the situation can lead to the fact that conflicts from the way of solving problems that exist between people actually become a means of expressing hostility, hostility, negative emotions participants in the conflict. Their antagonism, the open expression of negative feelings towards each other, the emotional "blows" inflicted and received by them, overshadow the problem that caused the conflict. Conflicts in which the goal of their participants is the open expression of accumulated emotions and hostility are called unrealistic. When the conflict is aimed at pursuing goals related to the subject of disagreement, it has a realistic character.

Thus, the severity of the conflict can be reduced and thereby facilitate the process of its resolution, if it is possible to reduce the significance of the problems raised in the conflict (for example, by creating alternatives or compromise options), reduce or, if possible, eliminate the emotional intensity of the discussion of the problem, and keep within the framework of a realistic approach to solving the problem, preventing the transition of the conflict into an unrealistic plan.

The modern understanding of conflict rejects the unambiguously negative view of conflicts as a pathological and destructive phenomenon, which was characteristic in the past when analyzing human relations(regardless of whether it was about interaction in a team or about relationships in society). Interpersonal conflict as a fact of disagreement, different positions, different interests of people is neither bad nor good in itself. Like a crisis, it contains a risk, the danger of deterioration or destruction of people's relations, but also the possibility of clarifying them, relieving tension and coming to an understanding. Moreover, experts are developing ideas about the potential positive functions of the conflict, which is a signal of trouble, a signal for change. General formula The possible positive effect of conflict can be formulated as follows: conflict leads to change, change leads to adaptation, adaptation leads to survival. In relation to the field of human relations, this means that if we perceive conflict not as a threat or danger, but as a need for changes in our interaction, then thanks to this we adapt to the new situation, circumstances, each other's position (what required changes), and it allows us to maintain our relationship. For example, often conflicts between a teenager and his parents are a reflection of his growing need for independence, his emerging sense of "adulthood". If parents understand this and are aware of the need for some changes in their relationship with their son, restructure their requirements for him, taking into account his changing abilities, they adapt to each other again, a new level of their relationship arises, which continue to be close and good. However, the transformation of conflict from a threat of destruction of our relations into a factor of their renewal and preservation requires us, first of all, to be constructive in situations of interpersonal conflicts.