The most characteristic features conflict situations in labor collectives are:

Facts of humiliation of the dignity of a person in an official or informal setting;

A sharp change in attitude to work (functional duties);

Facts of evasion from the implementation of instructions, orders of immediate (superior) superiors;

Mutual or one-sided verbal or physical abuse;

Closure, solitude, depression of individual members of the labor collective;

Formal statement of work on personnel management;

Negative judgments about the environment, about the life and work of colleagues and officials.

The study of conflict phenomena occurring in labor collectives shows that the main condition for their occurrence is the violation of the moral norms of the relationship between members of labor collectives of different categories and the organization of the production process itself.

The results of studies conducted by psychologists and sociologists show that the more people in a team who are satisfied with their work, the more favorable the moral and psychological climate in it, the more developed camaraderie and mutual assistance, and, conversely, the more people who are dissatisfied with work, the worse the atmosphere in the team. the more conflicts flare up.

Managers are constantly faced with rather complex managerial situations, among which conflict situations occupy special place. In some organizations, managers spend 50% of their working time studying and resolving various conflict relationships.

Meanwhile, signs of tension in the labor collective can be detected by the method of ordinary observation. Possible the following forms manifestations of a "brewing" conflict in the organization: spontaneous mini-gatherings (conversations of several people);

an increase in absenteeism; decrease in labor productivity; an increase in the number of local conflicts; increased emotional and psychological background; mass layoffs for own will; spreading rumors; collective failure to comply with management instructions; spontaneous rallies and strikes; an increase in emotional tension.

Conflicts in organizations are often interpersonal. Due to the peculiarities of the organizational climate, both ordinary employees and managers are drawn into conflicts. Yes, in working group, representing the basic organizational structure of the work collective, one can observe basically three prerequisites for conflict situations: a) all subordinates are in conflict opposition to each other; b) all subordinates are set against the leader; c) the group is divided into dyads and triads.

Studies show that all employees can be divided into three groups according to their commitment to conflicts: 1) resistant to conflicts, 2) abstaining from conflicts and 3) conflict. The number of the third group is about 6-7% of the total population of workers1. This is a relatively large group of difficult people who create various excesses in the management system. Approximately the same proportions are noted in organizations of foreign countries.

Conditions that in a certain way affect the emergence of conflict situations in labor collectives can be:

Negative household, national and other customs and traditions artificially preserved in groups, which can be introduced by individual members of the team and compulsively cultivated;

Shortcomings in the organization of work and life of members of the labor collective and members of their families;

The predominance in the team of immoral, immoral relations between individual members both “vertically” and “horizontally”, which may develop due to unfavorable selection of people and other subjective reasons;

Distrust of the chief to subordinates, expressed in excessive guardianship and substitution of subordinates in the performance of their duties;

The biased attitude of the boss to the subordinate and vice versa;

Condescending attitude of individual bosses towards subordinates. It is most often expressed in tolerance and forgiveness of shortcomings in the so-called "irreplaceable" activists;

The presence in the workforce of informal microgroups with a negative focus. The basis for the formation of such groups is, as a rule, the desire of individual members of the team to avoid social work, dissatisfaction with the high demands of the leader, personal sympathies, antipathies, attachments, etc.

Identification of sources of social tension and resolution of the conflict at an early stage of its development significantly reduces the costs associated with it and reduces the possibility of negative consequences. An important role can be played by a psychological service that is able to monitor, comprehensively analyze and diagnose the state of the organization, develop appropriate recommendations, and, if necessary, take on intermediary functions.

Based on studies of labor collectives in a number of regions, it can be recommended for practical application the following option for assessing the state of relations in the team:

if dissatisfaction does not exceed 20%, the situation can be considered normal;

if dissatisfaction is in the range of 20 to 40%, the situation becomes unstable;

from 40 to 70% - an indicator of the pre-crisis state of relations;

from 70 to 100% - a pronounced crisis.

Based on these data, you can use the following formula to calculate the socio-psychological tension in the team:

where TO - coefficient of social tension;

x 1 - economic crisis factor (percentage of dissatisfaction);

X 2 - salary factor (percentage of dissatisfaction);

X - other factors;

P - the number of factors that cause dissatisfaction in more than half of the respondents.

Meaning K \u003d 0.7 corresponds to the dissatisfaction of more than 70% of the number of respondents, which indicates a dangerous level of socio-psychological tension in the workforce.

If the conflict could not be prevented or resolved at an early stage of development, then in the future it is possible to use the following conflict management methods: conflict avoidance (avoidance), compromise, cooperation, forceful solution.

Legal support

The most important condition for the successful resolution of organizational conflicts is legal support. It is based on various legal (legislative) acts. The presence of an appropriate legal framework makes it possible to institutionalize the conflict and to a large extent influence the course of its development. For local conflicts, the charter of the organization can serve as a legal basis. At the level of the socio-psychological system of relations, informal norms and rules play the role of an informal legal base, and informal leaders play the role of a mediator or arbiter.

To avoid acute social conflicts in the course of reforming the organization or to reduce them Negative consequences, the management of the organization needs to prepare and carry out a set of relevant activities, such as: development of a detailed plan for reforming the organization; notification of all employees about the upcoming reorganization and possible prospects; organizing an open discussion of the reform plan; organization of personnel retraining; facilitating the employment of employees who are about to be laid off; payment of compensations to dismissed employees; obligatory coordination of their actions with trade unions.

One of the most effective methods of regulating labor relations, widely used in European countries, is the development of a system of social partnership. This method involves mutual concessions, compromise, the use of negotiations as the main means to reach mutually acceptable agreements.

Social partnership can be formed within the framework of one organization, and in the future gradually develop as a system of relations between large social groups. But for the wide application of such a system of relations, the following conditions are necessary:

stable legal framework and related social guarantees for all members of society;

a certain level of conflictological culture and good will potential partners.

V Western countries with a stable market economy, organizational and labor conflicts are, as a rule, apolitical in nature. But our Russian reality is characterized by a different picture. Many conflicts from social and labor are transformed into socio-political ones. The reason for this is the distrust of representatives of all levels of government and the growing (despite the proclaimed democratic slogans and appeals) gap between the richest and the poorest.

The complete merging of state (regional) power and financial power does not allow us to speak about the acceptability of European methods of conflict management in Russian conditions. Total non-compliance with existing laws, including the Labor Code, by employers, and ignorance of their employees leads to conflicts. The most popular way for workers to resolve the conflict is strikes and protests, up to illegal ones. The leadership also prefers to use force in conflicts. A sign of the new time - special forces storming the factory.

In the settlement of social and labor conflicts in Russian conditions, the following method of phased actions can be used:

institutionalization of the conflict - definition of general rules and principles in conflict resolution;

legitimization - the willingness of the conflicting parties to comply with the accepted norms and rules in the process of conflict resolution;

structuring conflicting groups - identification of carriers of pursued interests and determination of quantitative and quality characteristics participants in the conflict;

reduction - consistent weakening of the conflict by transferring it to another level.

Should be paid Special attention to the extremely fundamental circumstance that without stabilization and subsequent improvement of the economic and political situation in Russia there can be no significant progress in resolving the problem under consideration. In a country where today more than 40% of the population lives below the poverty line (Goskomstat data for October 2000), conflict resolution will continue to be carried out by the most radical methods.

FAMILY CONFLICTS

The family is the oldest institution of human interaction, a unique phenomenon. Its uniqueness lies in the fact that several people interact in the closest way for a long time, numbering tens of years, i.e. throughout most of human life. In such a system of intensive interaction, disputes, crises, and conflicts cannot but arise.

Family conflict is considered as a way of expressing and resolving the contradictions underlying the development of the most complex system, which is the family. The contradictions are embedded in the very mechanism of the functioning of the family as a small social group, and the conflict, being a form of manifestation and resolution of these contradictions, reveals itself in the relationships and interactions of family members.

Depending on the subjects of interaction family conflicts are divided into conflicts between spouses, parents and children, spouses and parents of each spouse, grandparents and grandchildren.

Conflict between spouses

The contradictions that arise in the course of the evolution of each family are not overcome spontaneously, but due to certain efforts on the part of its members, primarily spouses, who are aware of the existing contradictions as a conflict and view these contradictions through its prism. From whether the spouses perceive the conflict as an insurmountable clash of their individual interests, goals, needs, or whether they understand it and treat it as a problem that needs to be resolved by joint efforts or with the help of a counseling psychologist, family psychotherapist, social educator, social worker, depends on whether the spouses will be able to cope with the difficulties that have arisen.

Psychological research shows that conflicts constantly occur in 80-85% of families. In the remaining 15-20%, the presence of quarrels on various occasions is recorded. Depending on the frequency, depth and severity of conflicts, conflict, crisis, problematic and neurotic families are distinguished.

conflict family. There are permanent spheres between spouses where their interests, needs, intentions and desires collide, giving rise to particularly strong and prolonged negative emotions. However, the marriage union can be maintained for a long time due to other factors that hold the marriage together, as well as due to mutual concessions and compromise solutions. As a rule, in such families there is no talk of divorce, the spouses find internal reserves for resolving conflicts.

crisis family. In such marital unions, the confrontation between the interests and needs of the spouses is especially sharp and captures important areas of family life. Spouses take irreconcilable and even hostile positions in relation to each other, not agreeing to any concessions or compromise solutions. Unions that break up or are on the verge of collapse can be attributed to crisis unions.

Problem family. It is characterized by the emergence of particularly difficult life situations that can deal a significant blow to the stability of marriage. For example, a prolonged illness of one of the spouses, lack of housing, a long-term conviction for a crime, and a number of other problems.

neurotic family. Here, the main role is played not by hereditary disorders in the psyche of the spouses, but by the accumulation of the impact of psychological difficulties that the family encounters on its life path. Spouses have increased anxiety, sleep disturbance, emotions for any reason, increased aggressiveness, etc.

Marital conflicts most often arise due to dissatisfaction with the needs of spouses. Based on this, the main causes of marital conflicts are distinguished:

Dissatisfaction with the need for the value and significance of one's "I", violation of the sense of dignity on the part of the other partner, his dismissive, disrespectful attitude - insults, insults, unreasonable criticism, jealousy;

Dissatisfaction with the sexual needs of one or both spouses, which has a different basis - reduced sexuality of one of the spouses, a mismatch in the cycles and rhythms of sexual desire, illiteracy of the spouses in matters of mental hygiene of married life, male impotence or female frigidity, various diseases of the spouses, ignorance of the physiological and psychological differences between man and woman;

Dissatisfaction of the needs of one or both spouses in positive emotions, lack of affection, care, attention and understanding, psychological alienation of the spouses;

Addiction of one of the spouses to alcohol, gambling, drugs;

Unsatisfied need for the material support of the family - the maintenance of the family, the contributions of each of the partners to the family budget;

Differences in needs for leisure activities, hobbies;

Unsatisfied need for mutual assistance, mutual support, cooperation, as well as the distribution of family roles;

Unsatisfied needs of the spouses for food, clothing, improvement of the home, as well as expenses for the personal needs of each of the spouses.

Other factors also affect the conflict in marital relations. First of all, they include crisis periods of family development. There are three such periods:

The first crisis period is associated with the adaptation of the newlyweds to the conditions living together(this period lasts until the birth of the child). During this period, conflicts in a young family can occur due to various reasons:

Possible disappointment in a partner. This leads to the appearance of mutual irritability, which is often aggravated by anger not only at the partner, but also at oneself: “well, how could I not notice all this before”;

Changes in the emotional attitude of both spouses to what is happening: family life requires self-restraint in terms of habitual needs, the romance inherent in the premarital period disappears;

Mismatches of value hierarchies in young spouses;

Difficulties in the formation of the role structure of the family - the distribution of roles, intra-family status, unfulfilled role expectations and claims, etc.

Possible difficulties in building relationships between young spouses and parental families;

Financial and housing difficulties.

The second crisis period is associated with the birth of the first child. The family as an integral system has not yet been strengthened, many problems typical of a young family have not been resolved, and new ones are emerging:

The need to change the role structure ~ parental roles appear - (care for the baby, raising children);

The status of the husband changes - the wife focuses on the child to the detriment of relations with her husband;

The opportunities for professional growth of spouses are deteriorating, there are fewer opportunities for free realization in personally attractive activities (hobbies, hobbies);

Perhaps a disproportionate distribution of workloads associated with caring for a child, an increase in the wife's workload, and as a result, fatigue and a possible temporary decrease in sexual activity;

As before, material and housing difficulties remain typical and topical for most families.

The third crisis period is associated with the situation when the last child leaves the parental family. Conflict relations can be determined by the possible manifestation of a “personality crisis” of one or both spouses, retirement, the emergence of a feeling of loneliness associated with the departure of children, monotony of communication, monotony, lack of vivid emotions in relationships, worries about the family life of children. In addition, during this period there is often an increase emotional dependence wife, her worries about her husband's possible desire to sexually express himself on the side, "before it's too late."

In addition to these factors, when studying marital conflicts, it is also necessary to take into account the stages of family development, more precisely, it is advisable to take into account at what stage of development the given family is. This is due to the fact that each stage of family development is characterized by its own tasks that spouses must cope with, and typical problems that require their resolution. Difficulties very often arise during the transition of a family from one stage to another, when the spouses cannot immediately reorganize and retain the same principles and behavior characteristic of the previous stage.

The problem of staging is poorly understood. More often, the following six stages are distinguished: 1) premarital period; 2) family before the birth of a child; 3) a family with preschool children; 4) family with children school age; 5) a family with adult children; 6) the family after the separation of adult children.

Consider the main conflicts and problems that arise in the spouses in the transition from one stage to another.

At the first stage of family development, the following characteristics of the premarital period are reflected in the fate of marriage: the place and situation of acquaintance; first impression of each other (positive, negative, ambivalent, indifferent); socio-demographic characteristics of those entering into marriage themselves; duration of the courtship period; the initiator of the marriage proposal; age of the future couple; attitude of parents towards the marriage of their children.

It has been established that the following have a positive value for marriage: a mutual first impression, acquaintance in a situation of work or study, a period of courtship from 1 to 1.5 years, the manifestation of the initiative of a marriage proposal by a man, acceptance of a marriage proposal after a short (up to two weeks) deliberation.

Special compensatory measures require such features of premarital relations as a negative first impression, a short (up to 6 months) or long (more than 3 years) period of courtship, disapproval of the choice by relatives, prolonged consideration of the marriage proposal, as well as the manifestation of direct or indirect initiative (forced or provoked ). First of all, we are talking about a woman's pregnancy.

Studies have shown that families with premarital pregnancies are about twice as likely to break up. This can be explained by the fact that:

Premarital pregnancy disrupts the process of adaptation of the bride and groom to marriage. From the normal course of development of relations between a man and a woman, the most important stage practically drops out (in the presented classification it is the second) - the development of new marital roles for oneself, the formation of the role structure of the family. Young people immediately "jump" to the next stage of family life, associated with the birth and upbringing of a child;

the birth of a child sharply exacerbates the economic problems of a still fragile family, causing tension in marital relations, which result in quarrels, frequent conflicts and lead to a decision to divorce. European sociologists K. Anntila and J. Trost believe that a negative (from the point of view of divorce) factor is not just premarital pregnancy in itself, but the so-called "forced" and "hasty" marriages, the only reason for which is often the prospect of an imminent birth child.

The second stage of marriage, which coincides with the first crisis period in the development of the family, is characterized by conflicts of adaptation to each other, when two "I" become one "We". Difficulties arise in developing a unified family structure, disappointment in each other occurs as a result of shallow recognition during premarital courtship, and so on. We have already dwelled in sufficient detail on the problems that arise in the first year of married life when we considered crises in the development of the family.

At the third stage, conflicts are possible on the issue of child care: insufficient help from the husband; wife's "double load"; conflicts with parents of young people about raising children; disagreements of spouses about interaction with children; difficulties determined by age-related crises in the development of the personality of the child (crisis of 3 years) and parents (the so-called crisis of the "meaning of life", 30-33 years).

The fourth stage can be characterized by conflicts of monotony, monotony of communication. As a result of repeated repetition of the same impressions, the spouses become saturated with each other. This state is called the hunger of feelings, when “satiety” comes from old impressions and “hunger” for new ones (Yu. Ryurikov). There may be disagreements about the upbringing of children. Disputes arise on the basis of different ideas of spouses about discipline and methods of education, when one of them reproaches the other for excessive severity, cruelty, rudeness, or, conversely, self-indulgence, and also because of disagreement in assessing the actions of children.

At this stage, as well as the previous one, the age crisis of children can play a special negative role ( adolescence, 10-11 years old). In addition, the "risk" factors of the fourth stage are betrayal, jealousy.

At the fifth stage, the monotony of communication, jealousy, betrayal, relationships with children, problems associated with the professional self-determination of children, their choice of a marriage partner, etc., the manifestation of a personality crisis in parents, remain relevant. In the event that adult children have created their own family and live with their parents, the latter may have disputes, conflicts about how children “should” live (from the parents’ point of view). Conflicts can also be determined by age-related changes in spouses.

The sixth stage of family development coincides with the third crisis associated with the departure of the last child from the family. The problems that arise here have been discussed above.

Marital conflicts can manifest themselves in various forms (types). Usually, five main types of marital conflicts are distinguished:

1) actual conflict, which is expressed in bright emotional outbursts caused by some momentary reason;

2) progressive conflict, arising when spouses cannot adapt to each other for a long time, as a result of which tension grows;

3) habitual conflict, due to the stereotypes of behavior that have developed in the family, which prevent the elimination of contradictions in the relationships established between the spouses;

4) hidden conflict, which originates and proceeds at the level of the relationship of the spouses, but they may not be aware of it and for a certain time not be realized in the behavior of the spouses;

5) open (explicit) conflict. It has a protracted character, characterized by distrust, indifference, dissatisfaction with oneself and a partner, prolonged bad mood, harsh gestures, verbal abuse, etc.

The resolution of marital conflicts depends, first of all, on the ability of spouses to understand, forgive and give in, that is, to compromise. A compromise option for ending the conflict between spouses is the most acceptable. It is characterized by the search for the most convenient and fair solution for both spouses, equality of rights and obligations, frankness of demands, mutual concessions. The observance of the following conditions for resolving conflicts helps to relieve tension and find the optimal solution: narrowing the area of ​​the dispute to a minimum; managing negative emotions; desire and ability to understand each other's position; the realization that in a quarrel there are almost always no right ones; the ability and desire to resolve conflicts from a position of kindness; the inadmissibility of gluing the "label" to each other.

The question: “Who is to blame?”, It is advisable to replace it with: “What should we do?”.

However, spouses often choose other strategies for getting out of the conflict, which ultimately create a traumatic environment for both the spouses and the whole family as a whole.

These include:

First, the strategy of "confrontation". This way out of the conflict situation is characterized by the unwillingness of the spouses to take into account the position of each of them. This situation leads to the accumulation of irritation, personal insults, threats, and sometimes to physical assault.

Secondly, “avoidance” of resolving the contradictions that have arisen. In general, such a technique cannot be considered correct, since the denouement is only delayed, and the conflict remains, but there is time to think about the situation that has arisen, the reasons for the disagreement and the final decision.

Thirdly, the “smoothing” of the conflict. Often this way out of the conflict allows you to relieve tension, to achieve normal relations. But this does not always work out.

Fourth, the "accommodation" strategy. This outcome of the conflict is characterized by the volitional imposition of such a solution to the conflict situation, which suits only one of the spouses (very often the initiator of the conflict) and the adaptation of the other. Such an authoritarian approach has the most unfavorable consequences: the rights of one of the partners are infringed, his dignity is humiliated, external well-being is achieved, and in fact, a crisis can occur at any moment.

Conflictology today is preparing to be separated into a separate science. In this case, it is necessary to clearly define what it is, what types and types are, in other words, to designate the object of study of this science.

Going deeper, you need to understand the causes and differences of various disputes, on what basis they arise and in what ways they can be resolved. After all, everyone knows that there are no unsolvable situations, you just need to know what we are facing.

First, let's look at the very concept of conflict. Types of conflicts in society after that will become more understandable and obvious to us.

So, a conflict is often a discrepancy between the interests of two or more people whose interests do not coincide with respect to a particular case, event, goal, and so on. This is a situation where there is a difference of opinion that cannot be satisfied at the same time. As you know, such disagreements can have both positive and negative consequences that affect our lives and decisions.

Causes and types of disagreements

The causes and types of conflicts are closely interrelated. The former mainly influences how the situation will be resolved. It is the identification of the cause of the conflict that will help not only resolve it, but also prevent it in the future. It is clear that without knowing true essence, we won't be able to deal with it effectively, and based on theory alone, we won't be able to do it either. You will definitely need special knowledge of the psychology of the interlocutors, if we talk about interpersonal disputes.

Practice shows that it is not worth interfering in someone's dispute, since an attempt to resolve someone else's conflict can only aggravate it. Nevertheless, sometimes it can help resolve it: a fresh opinion and a look at the situation can lead conflicting interlocutors to a single solution, which will end the disagreement.

First of all, consider those types of social conflicts that are very familiar to us. We all live in society. Every day we communicate with dozens of people, and some people tend to spend their day exclusively among people. And for society, disagreement is a natural phenomenon, without which not one of our days can do.

There are two types of personality conflicts:

1. Intrapersonal.
2. Interpersonal.
3. Personality and group.
4. Group.

intrapersonal conflict

This type of conflict can be described as one's own, personal confrontation. In this case, only one person takes part in it - you. We are talking about our feelings, needs, certain goals and motives, which do not always work smoothly and together. After all, you see, often we have a desire that is not feasible for a number of reasons, and the point is not even in the availability of opportunities, but in certain of our thoughts and feelings.

Here a conflict arises with oneself, which pushes us to rash acts, or, conversely, to renunciation of action, which we may later regret. This is the inconsistency of the mind and heart, physical needs and moral principles, and so on.

Quite often, such a conflict can arise in connection with the work of a person. When his position or role in the organization makes too high demands that cannot be met for "own" reasons.

We can consider an example: the opposition of the role of "family man" and "good worker". It is present, and is characteristic of many of us. When you want to spend more time with your family, pay due attention to your relatives, work makes you stay up late, makes you stay late, which gives rise to an intrapersonal conflict.

interpersonal conflict

Different types of conflicts flow into our lives in different ways every day. But this view, one might say, is the most relevant and "popular" today.

An interpersonal dispute is a quarrel that occurs between two people for any reason, be it moral or material. If we talk about the sphere of work, then these are often disputes between managers and subordinates, colleagues or candidates for the same position, competition is also a kind of conflict.

The described situations can also be characterized as types of conflicts in the organization, since any organization has its own staff, which in essence are completely different people - individuals. Therefore, it is not surprising that disagreements and disputes arise quite often. It is common to argue that it is the differences in people that are the ground for the emergence of confrontations.

Conflict between the individual and the group

These types of conflicts are less common, but still present in our lives. In this case, the worldview or, more simply, the position of one person is contrary to the opinion of the rest of the group of people, for example, among employees of one team, or family members.

On the other hand, such a dispute may arise on the basis of non-compliance with established rules. As we know, each established team has its own rules and moral foundations that develop over time. When it comes new person, he is obligated to obey general rules, and any deviant behavior is regarded as an attempt to discord the team (of course, on a subconscious level), because of this, disagreement arises between people.

group conflict

If we call the types of conflicts in the organization and personal, then this type of disagreement can also be called general, which can occur everywhere.

This is a confrontation between groups, both formal and informal, which are present both in every company and in the whole society in general.

In this situation, different branches of the organization can resist, for example, management and subordinates, informal associations within the team (everyone is familiar with the situation when the team, during the discussion of a particular problem, is divided into several groups united by one opinion).

Other types of social divisions

The above are the main types of conflicts. These are the most common life situations that we encounter, the way out of which, whether we like it or not, we often find on our own and build our own on the basis of this. personal experience and gain knowledge.

Types of social conflicts also imply a different classification, according to the spheres of human life, according to which contradictions are divided into the following groups:

1. Political.
2. Socio-economic.
3. National-ethnic.
4. Interstate.

political conflict

Such a conflict can arise at moments of power sharing, achieving the desired heights in this area, the struggle for influence and authority. Just the same, these disagreements almost always arise, and we are all watching them.

The bottom line is that politicians are purposeful people who clearly formulate their goals and aspirations. And there is always competition and widespread struggle. It can take place both between certain branches of government, certain groups (which is the group conflict that we considered above), within the parliament itself, and so on.

Socio-economic conflict

These types of conflicts are connected, first of all, with the material well-being of every citizen of the country, and, in fact, of any person in the world.

They primarily concern employed people who are very concerned about the level of their wages, any payments, pension and social. In this case, the conflict is often caused by a discrepancy between wages and the forces invested in it, intellectual capabilities, personal qualities and ambitions and other things.

National-ethnic conflict

Such disagreements arise on the basis of protecting the interests of races and nations. Here appears the concept of racism, which, unfortunately, will never be eradicated. There are and will be people in the world who despise other nations because of the difference in religions, skin colors, traditions and customs. This is very wrong, but nothing can be done about it. Fortunately, most people are absolutely peaceful and treat everyone equally.

It is also worth noting that these conflicts are conditionally divided into two subspecies - horizontal and vertical. Horizontal ones arise between ethnic groups, and vertical ones are disagreements between the state and a group, for example, Chechen.

Interstate conflicts

A separate group is to highlight the conflicts between states. The reasons for them can be all of the above conflicts, and other factors that together lead to a conflict of interests of two or more countries.

It's a shame, but such disputes, which often arise between the dominant branches of states, lead to the responsibility of all citizens. The consequences of such disagreements are wars, crises and defaults, limited cooperation between countries, and much more.

In this situation, the regulation of all such disagreements is handled by the UN, which is international and has the authority to do so. This organization is called upon not only to resolve conflict situations, but also to prevent them.

Now let's move on to the conflict resolution process. Based on the information provided above, we have gained knowledge of their possible types, and now it will be easier to work on one particular one. After all, the ability to distinguish between types and types of conflicts will greatly help us in this matter.

Basically, the classification of types of disagreement resolution is based on the behavioral strategies that a person uses for this purpose. You can follow different paths, but, accordingly, the result will be different.

Types of behavior in conflict

Behavior can also be different in the process of maturing, staying and resolving conflicts.

In a dispute, it is worth highlighting several behavioral strategies that entail different consequences.

What needs to be done to resolve the conflict

We will now present an indicative step-by-step outline for resolving interpersonal disagreements. It is important to remember that such situations are not resolved by shouting or assault. It is necessary to treat the person with understanding, because he may not even know that the conflict was brewing, and did everything not from evil.

You can describe specific actions through a banal situation: talking too loudly on the phone of your colleague in the office.

1. Determine that the problem still exists for you, and it can provoke disputes (noise distracts from work).
2. Consider what you will say. Remember that you need to speak absolutely calmly and measuredly, showing frustration rather than anger or hatred towards another person. The irritated tone has never led to a peaceful resolution of conflicts without consequences.
3. Let the other person know that there is a problem that needs immediate resolution. Base on the three sides of the expression: behavior (when the phone rings and the conversation starts...), consequences (...you can't get yourself together and work efficiently...) and feelings (...which takes more effort and energy and ruins the mood).
4. Do not let the person change the subject of the conversation, as he may begin to evade and not recognize the existence of a conflict, explaining in our situation that "everyone does it."
5. Next, it is worth offering a way out of the situation, pointing out that this is unpleasant for any person. Say, for example, that a person can leave the room on personal matters. Take this as a rule in your team, agree together.

So, according to this situation, we can conclude that any conflict can be resolved through negotiations and reaching a compromise, a common denominator, which brings the dispute to "no". In this way, any type of conflict can be resolved.

1. The concept of conflict. Types of conflicts. Causes of conflicts. constructive and destructive conflicts.

1.1 The concept of conflict.

1.2 Types of conflicts.

1.3 Destructive conflicts.

2. The structure of the conflict.

3. Prevention (prevention) of conflicts.

4. Ways to resolve conflicts.

5. Typical mistakes of a conflicting person.

5.1 Conflict management.

5.2 Stages of conflict resolution.

6. Styles of behavior in conflict.

INTRODUCTION

Each of us has had to deal with conflict situations. Memories of conflicts usually evoke unpleasant associations: threats, hostility, misunderstanding, attempts, sometimes hopeless, to prove one's case, resentment. As a result, there was an opinion that conflict is always a negative phenomenon, undesirable for each of us, and especially for leaders, managers, since they have to not only face conflicts, but also resolve them. Conflicts are seen as something that should be avoided whenever possible and should be resolved immediately as soon as it arises.

Conflicts are manifested in the activities of all social institutions, social groups, in relationships between people and play a key role in the life of an individual, family, team, state, society. Most conflicts arise beyond the will of the participants. This is due to the fact that most people do not have an elementary understanding of conflicts, or do not attach importance to them.

The head of the organization, according to his role, is usually at the center of any conflict and is called upon to resolve it by all means available to him. Conflict management is one of the most important functions of a leader. Every manager needs to know about conflicts, how to behave when they occur, means and methods of prevention and resolution. Most people are characterized by the inability to find a worthy way out of conflict situations, because this is a whole art and everyone should learn this, and especially business leaders.

1.1 The concept of conflict.

Conflict is not a very simple psychological phenomenon, it is always a complex and multifaceted social phenomenon. Conflict - (from lat. conflictus - clash) - lack of agreement between two or more parties, which may be specific individuals or groups, i.e. this is a clash of opposing goals, positions of views of the subjects of interactions. Today in the conflictological literature there are a variety of definitions of the conflict. Thus, the concept of conflict, formulated by the famous American theorist L. Kozer, is widespread in the West. Under it, he understands the struggle for values ​​and claims to a certain status, power and resources, in which the goals of the enemy are to neutralize, damage or eliminate the rival.

In Russian literature, most definitions of conflict are sociological in nature. Their advantage lies in the fact that the authors identify various necessary signs of social conflict, represented by various forms of confrontation between individuals and social communities aimed at achieving certain interests and goals. Here are some examples of conflict definitions:

L.G. Zdravomyslov, for example, believes that conflict is the most important aspect of the interaction of people in society, a kind of cell of social life. This is a form of relationship between potential or actual subjects of social action, the motivation of which is due to opposing values ​​and norms, interests and needs.

SOUTH. Zaprudsky reveals the concept of social conflict as a clear or hidden state of confrontation between objectively divergent interests, goals and trends in the development of social objects, a direct and indirect clash of social forces on the basis of opposition to the existing social order, a special form of historical movement towards a new social unity.

From the point of view of A.V. Dmitriev, social conflict is usually understood as the type of confrontation in which the parties seek to seize territory or resources, threaten oppositional individuals or groups, their property or culture in such a way that the struggle takes the form of an attack or defense.

In Deutsch's theory, conflict is described as a consequence of an objective clash of interests.

According to G.I. Kozyrev, any conflict is a certain quality of interaction between people, which is expressed in the confrontation between its various sides.

If we now combine the named signs of conflict into a single whole, then we can give the following definition.

Conflict is the quality of interaction between people (or elements of the internal structure of the personality), expressed in the confrontation of the parties in order to achieve their interests and goals. This definition reflects the necessary properties of any conflict.

In general, the conflict is considered from two different positions (approaches) to its understanding.

The authors belonging to the school of "human relations" defined the conflict as a collision, contradiction, opposition of parties, opinions, due to opposition, incompatibility. Another approach is to understand the conflict as a system of relations, the process of development of interaction, given by the differences of the subjects participating in it (according to interests, values, activities).

Proponents of the first approach describe conflict as a negative phenomenon. Most of the works on the technology of working in conflict within the framework of this approach give recommendations on manipulation, which is called "conflict management", "conflict management". The main goal of such management is to eliminate the conflict with the maximum benefit for themselves.

Supporters of the second approach consider conflict to be a natural condition for the existence of interacting people, a tool for the development of an organization, any society, although having destructive consequences, but in general and over a long period, not as destructive as the consequences of the elimination of conflicts, their informational and social blockade.

The second approach assumes the impossibility of managing the conflict and optimizing the interaction, theoretically substantiating the development of the conflict as a self-regulating mechanism. Instead of "solution", "resolution", the term "overcoming" is used, implying that the conflict is not eliminated, but ensures development, strengthening differentiation in the organization, primarily professional, and in society - social stratification, which underlies social and organizational stability. .

The manager's choice of one of the two approaches also determines his choice of forms of work and recommendations for his team, structural units for actions in conflict situations.

General trend in last years is as follows: most theorists and practitioners of social psychology tend to the second approach. The modern point of view is that further in organizations with effective management, some conflicts are not only possible, but may even be desirable.

Of course, conflict is not always positive. In some cases, it can interfere with the satisfaction of the needs of an individual and the achievement of the goals of the organization as a whole. But in many situations, the conflict helps to reveal a variety of points of view, provides additional information, helps to identify more alternatives or problems.

Thus, from all of the above, we can conclude that the conflict is understood as the most acute way to resolve significant contradictions that arise in the process of interaction, which consists in countering the subjects of the conflict and is accompanied by positive and negative emotions.

However, understanding the essence of the concept of "conflict" is not enough to understand the whole essence of the conflict, learn how to manage conflicts, overcome them. To do this, it is also necessary to identify classifications (typologies) of conflicts that will help to better understand this difficult phenomenon.

Conflict is an integral part of social, political, economic relations, as well as interpersonal interaction, and its outcome, favorable for both parties, directly depends on how complete knowledge about the conflict situation is.

Conflict is a manifestation of contradictions between two subjects, and the most acute way to resolve them.

The opposing forces of the participants in the conflict always cause a certain tension, and from this point of view, the conflict is a way of defusing it, a way out of the prevailing circumstances.

There are several opinions about the functions and role of conflicts in society:

1. Public opinion assesses the conflict as an undesirable phenomenon. However, this attitude is associated with the prevalence of stereotypes: the conflict is presented as a domestic or work trouble, a quarrel, interethnic confrontation, a political subject of dispute, etc.
2. However, conflict is not only inevitable, but also socially beneficial. It tends to end and resolve when forces appear that return the system to a state of rest, which means that these forces are inherent in the conflict itself, designed to balance and stabilize the situation. These include debates, discussions, deals, compromises, etc.
3. Some researchers consider conflict to be an absolutely natural side of social relationships. The presence of any deficit in society (which is inevitable) always provokes the need to increase the share of one's own resources, and in the event of a struggle for power, leadership, and advanced positions, the conflict only intensifies.
4. It is believed that the conflict in the group in some way contributes to the rallying of its members, but this can only be argued in relation to conflicts that do not contradict the general group norms and the basics of relations between the group members.

It is important to understand that not so much of its parties as of a third party may be interested in the conflict, and in this case the positive function of the conflict exhausts itself - each participant evaluates the functions of the conflict in his own way.

Species and types

Based on the way conflicts are resolved, they are divided into two types:

1. Antagonistic. The confrontation is resolved by the destruction of the structures of all parties or the complete refusal of the parties to participate, except for the one that won the conflict. For example, winning a dispute or being elected to the authorities;
2. Compromise. The solution to the conflict is made taking into account one or another benefit for both parties. For example, a supplier offers a customer a discount on services for a delay in terms, etc.

Based on the areas of manifestation, conflicts are divided as follows:

• political: struggle for power;
• social: contradictions in relations between people and groups, which are characterized by increased interests - workers' strikes, pickets, etc.;
• economic: the conflict is based on the contradictions of economic interests, the struggle for benefits, resources.
• organizational A: At the heart of conflicts, as a rule, is the regulation of responsibilities as a consequence of the hierarchical structure in the organization.

Based on the direction of the conflict, they are divided into two types:

• vertical: Decrease the amount of power from top to bottom. For example, in relations between a boss and a subordinate, a parent company and a subsidiary;
• horizontal: interaction occurs between parties having an equal amount of power. For example, the heads of neighboring departments in the enterprise.

According to the severity of conflict situations are divided into two groups:

• open: the collision is clearly expressed: a dispute, a quarrel;
• hidden: the expression of the conflict is indirect, aggressive actions are hidden.

According to the number of participants, conflicts are divided into:

1. Intrapersonal: clash of motives of the personality of the same person, most often they are characterized by the problem of choice. At the same time, the choice can be determined both by the norms and requirements of society, and by personal needs and desires.
2. interpersonal: collision can be between a person and a group, between two people.
3. Intergroup: in this case, two groups of people united on a certain basis collide.

According to the needs affected by the conflict, there are two types:

• cognitive conflict- clash of knowledge, opposing opinions and judgments;
• conflict of interest- the conflict is based on the interests of a group or an individual.

Classification and structure of the conflict

The structure of the conflict is a set of stable links that ensure its integrity. Mandatory components of the conflict are:

1. Participants in the conflict. This category includes all persons involved in the conflict in one way or another.
2. Information Models for all categories of participants.
3. Thing: the problem is at the heart of the conflict, while it can be both objectively existing and subjectively presented.
4. An object: the reason for the conflict situation. When he finds himself at the intersection of interests, a direct conflict situation arises.
5. Micro environment, macro environment. All the conditions of the system in which the participants in the conflict are located, which make it possible to draw the correct conclusion about the causes, the course of the conflict and not to single it out as a separate phenomenon, but to perceive it as part of the social situation.

Causes and conditions of occurrence

The reasons for the emergence of a conflict are very diverse and depend on the type, number of participants, flow conditions, etc.


Common reasons for the formation of most conflict situations include:

1. Natural clash of values in progress social interaction. At the same time, spiritual, material, etc. can be attributed to values.
2. Underdeveloped legal framework, allowing to resolve social contradictions in a particular area, the lack of a clear regulation.
3. An acute shortage of goods which are of decisive importance in the life of the subjects.
4. Persistent stereotypes behavior and thinking, which most often leads to group conflicts.
5. Poor awareness in certain issues related to the subjects of the conflict.

Participants and consequences

Participants in the conflict are all subjects, one way or another taking part in the conflict situation: from the direct parties to those who influence its course.

Members are divided into:

1. The main ones are opposing forces.
2. Support groups - helping, sharing views, etc.
3. Other participants - stimulating the conflict, provoking, etc.

The consequences of the conflict can be different:

1. Favorable. These are the ones that are acceptable to both parties. This gives the participants a sense of ownership of the decision. common problem and also allows you to build prospects for cooperation in the future.
2. Dysfunctional. These include:

• dissatisfaction;
• low degree of cooperation;
• unconstructive, unproductive competition with other groups;
• forming an opinion about the other side as an "enemy";
• the end of the interaction of the parties;
• hostility.

Conflict Strategies

1. Rivalry. The one who chooses this strategy, as a rule, values ​​his own interests much higher than the interests of his opponent. With this strategy, authority, power, and a tough position are actively used.
2. Care. This strategy is characterized by a low assessment of one's own interests and those of the opponent. In essence, this is a mutual concession.
3. concession. In this case, the person values ​​the opponent's interest above his own, and sacrifices personal needs.
4. Compromise. It is characterized by a balance of interests and the search for ways out that are convenient for both parties.
5. Cooperation. Such a strategy is characterized by a high appreciation of both interests, as well as recognition of the value interpersonal relationships.

Management and methods of resolution

Conflict management involves keeping it within the boundaries, beyond which there is a threat to interpersonal relationships, organizations, groups, etc. Skillful management in some cases helps to resolve the conflict situation.

There are several ways to resolve conflicts:

1. Care, evasion. The desire to avoid conflict, and once in it, the refusal to discuss, negotiate, etc. In some cases, this method of resolution is acceptable, for example, if necessary, to analyze the situation, but this is, in a sense, postponing to a later time.
2. Smoothing. This is a demonstration of agreement with the set requirements. Smoothing can include promises, apologies, etc.
3. Compromise. Mutual concession, which allows each of the parties to come out of the conflict satisfied to one degree or another.
4. Compulsion. This is the suppression of one of the parties, ignoring its interests and opinions.
5. Confrontation. With this method of solution, everyone remains with his own opinion, insists on his own. In this case, a third party is needed for a better resolution.
6. Cooperation– joint overcoming of the arisen disagreement.

Diagnostics and forecasting

Conflict prediction is an assumption about the possibility of its occurrence and further development based on available information.

Many external stimuli can be foreseen and eliminated in a timely manner, however, forecasting should take into account data on all the structural elements of the conflict:

• problem;
• relations between the parties, circumstances;
• signals about possible conflict, their frequency;
• incidents, constructive and destructive manifestations, behavioral reactions, etc.;
• the composition of the participants or their personal characteristics, individual inclinations to enter into conflict situations.

Conflicts are an obligatory side of any relationship, including labor, economic, social, etc., and depending on the field of activity, direction, characteristics of the parties and other factors, various behavior strategies and optimal solutions to these situations are chosen.

Video: What is conflict

question 4.The concept of conflict. The essence and main features of the conflict.

Conflict (lat. conflictus - collision) - a collision of oppositely directed goals, interests, positions, opinions or views of opponents or subjects of interaction.

Conflicts can be hidden or overt, but they are always based on a lack of agreement. So let's define conflict as lack of consent between two or more parties - individuals or groups.

main role in the emergence of conflicts play the so-called conflictogens - words, actions (or inactions) that contribute to the emergence and development of the conflict, that is - leading to conflict directly.

The insidious nature of conflictogens can be explained by the fact that we are much more sensitive to the words of others than to what we ourselves say.

Necessary and sufficient conditions for the emergence of a conflict are the presence of oppositely directed motives or judgments in the subjects of social interaction. As well as the state of confrontation between them.

If the subjects of the conflict resist, but do not experience negative emotions, or, conversely, experience negative emotions, but do not show them outwardly, then such situations are pre-conflict . Counteraction of the subjects of the conflict can unfold in three areas: communication, behavior, activities.

Although it should be borne in mind that the contradictions that cause conflict are not necessarily objective. They may also be subjective due to subjective personal factors, moreover, they can even be imaginary. However, if they are essential for a person, they can give rise to a conflict situation. Conflict at work can be caused by:

o Events that occurred outside of production, for example, in the personal life of an employee.

o Painful condition.

o Fatigue.

o Increased nervous excitement at the end of the working day.

Keeping in mind the important role of contradictions for understanding the conflict, the conflict itself is often defined as ultimate aggravation

contradictions between the participants of the interaction, manifested in their confrontation. At the same time, we are talking about a sharp aggravation of contradictions, since not every contradiction causes a conflict. At an early stage in the development of a contradiction, it can also be resolved in a conflict-free manner. In addition, contradictions can generally exist in a non-conflict form. An example is the contradiction between a man and a woman. This contradiction has always been and will always be, but only in a certain social situation can it take on a conflict form.

Types of conflicts

Social conflicts Intrapersonal conflicts Zoo conflicts interpersonal Personality-group Intergroup group-society Between societies I want and want I want and I can't I want and need I can and I can't Need and need I must and I can't Territorial Hierarchical Resource For the possession of an individual of the opposite sex

There are three types of conflicts: intrapersonal, social and animal conflicts. We will consider the first two. Within the framework of social conflicts, interpersonal conflicts, conflicts between small, medium and large social groups, international conflicts between individual states and their coalitions are distinguished.

Intrapersonal conflicts are the most extensive type of intrapersonal difficult situations. The severity of the course of an intrapersonal conflict depends on the individual's perception of the significance of a difficult situation, its psychological stability.

Intrapersonal (life) crises act as special relatively positive periods of a person's life, characterized by noticeable psychological changes. Allocate age, neurotic and traumatic crises. In addition, intrapersonal crises are subdivided according to the activity criterion (crisis of the operational side of life: “I don’t know how to live on”; crisis of the motivational-target side of life: “I don’t know why to live on”; crisis of the semantic side: “I don’t know why live on at all." As a rule, intrapersonal crises are a kind of turning points. life path personality are accompanied by a restructuring of the semantic structures of the personality's consciousness, a possible reorientation to new values ​​and goals.

Main structural elements conflict

The parties to the conflict are the subjects of social interaction that are in a state of conflict or that explicitly or implicitly support those in conflict.

The object of the conflict is what causes the conflict.

The image of a conflict situation is a reflection of the subject of the conflict in the minds of the subjects of conflict interaction.

Conflict motives are internal motivating forces that push the subjects of social interaction to conflict (motives take the form of needs, interests, goals, ideals, beliefs).

The positions of the conflicting parties are what they declare to each other during the conflict or in the negotiation process.

Conflict= participants + object + conflict situation + incident, where participants are subjects directly involved in all phases of the conflict, irreconcilably assessing the essence and course of the same events related to the activities of the other side;

an object- this is an object, phenomenon, event, problem, goal, action that brings to life a conflict situation and conflicts;

conflict situation - this is a situation of hidden or open confrontation between two or more participants (sides), each of which has its own goals and motives, means and methods for solving a personally significant problem;

incident- these are the practical actions of the participants in the conflict situation, which are characterized by uncompromising actions and are aimed at the obligatory mastery of the object of heightened mutual interest.

The development of the conflict goes through three stages - pre-conflict, conflict and post-conflict.

pre-conflict stage. It begins with a conflict situation, which reveals opponents and the causation of the conflict. But this is not yet a conflict, but only an equilibrium state, a circumstance that may precede confrontation. The incident is the second phase of the pre-conflict stage.

conflict stage. For a situation to turn into a conflict, a pretext is required, some actions are needed that set the parties in motion. Only together, a conflict situation and an incident form a conflict. A conflict situation (more often in a latent form) can persist without leading to an incident and without turning into a conflict. The first phase - comes after the incident. There is an inevitable exchange of blows, the purpose of which is an attack on the positions of opponents, neutralizing the threat from their side. Very often accompanied by an increase in aggressiveness. This phase encourages a “reassessment of values” taking into account the changes that have taken place. The second phase is the choice of ways for further interaction of opponents. There are two ways: either seek reconciliation; or escalation, continuation of the conflict.

post-conflict stage. The weakening of the confrontation is the first phase. It is notable for the fact that the conflict, for all its severity, can stop, both as a result of a change in the objective situation, and as a result of the psychological restructuring of the subjects, changes in their views and intentions. On this basis, full or partial resolution of the conflict becomes possible. The tension of the situation subsides, the causes that caused the confrontation and intensified struggle are smoothed out or eliminated.

The final phase is summing up, evaluating the results. The consequences of the conflict depend on the factors of objective and subjective orders, the behavior of the parties, the methods of overcoming differences, the skill of those who directed the settlement of the conflict. The consequences of the conflict, in any outcome, have an impact on the organization and its staff.

Signs of Conflict

Bipolarity

Bipolarity, or opposition, represents confrontation and at the same time interconnectedness, contains an internal potential for contradiction, but in itself does not mean a clash or struggle.

Activity

Activity is another sign of conflict, but only that activity that is synonymous with the concepts of "struggle" and "counteraction", activity is impossible without some impulse given by the awareness of the situation on the part of the subject of the conflict;

Subjects of the conflict

The presence of conflict subjects is another sign, the subject is an active party capable of creating a conflict situation and influencing the course of the conflict depending on its interests. As a rule, the subjects of the conflict have a special type of consciousness - conflict. The contradiction is a source of conflict situations only for the subjects-carriers of the conflict type of consciousness.

There are various ways to classify conflicts. The choice of one or another classification is determined by what interests the conflictologist in this particular case. The fact is that any logically correct classification divides the entire set of conflicts into classes according to some specific feature - the basis of the classification. Such a basis may be: the composition of the participants in the conflict, its content, its duration, its causes, the degree of its intensity, acuteness or strength, the forms of its course, methods for its solution, etc. Depending on which of these grounds is important to take into account in these specific circumstances, the conflictologist refers to one or another classification.

types of conflicts that differ in the composition of their participants. On this basis, there are the following types conflicts:

· intrapersonal;

interpersonal;

· group (between informal small groups within the same community);

· conflicts in organizations (where the conflicting parties are groups-collectives of organizational units):

· intergroup conflicts between large social groups (social, political, intercultural, etc.).