Briefly about the conflict. The concept of conflict

There are two large groups of conflicts: constructive and destructive. They differ mainly in that the former are aimed at the content of the conflict situation and the search for solutions, while the latter are associated with "showdown". Constructive conflicts are not forbidden. They contribute to the clarification of positions and the development of a new unity of the study group. Destructive ones destroy the educational team and its connection with the teacher.

Symptoms of Conflicts

1. Restriction and retention of information. The student clearly shows - verbally and non-verbally - that he knows the answer to the question, but will not say it.

2. Lie. Deliberate distortion of information to maintain their positions.

3. grouping. Usually used as a means of group pressure.

4. Knockdown. Verbal (sometimes physical) aggression. In this case, the parties to the conflict reward each other with uncommon nicknames.

5. Avoidance. This includes frequent absences from classes, a demonstration of disinterest in what is happening in the study group, ignoring the teacher (teacher), etc.

6. Expertise. In this case, interrupting the teacher, the student expresses his opinion, while referring to his own experience or borrowed from his parents or from books. Teachers also often resort to this technique.

7. Suppression of emotions and rationalization. Instead of discharging emotionally, the participant in the conflict suppresses feelings inside himself and, remaining outwardly calm, tries to reason logically.

8. Change of topic.

9. The earliest symptoms of tension - sighs, obviously out of place, when a person sighs, as if he has all the burdens of the world on his shoulders.

Such sighs are a sign of irritation, something does not suit the child (or adult) in you, in the situation, and if left unattended, explosive material for conflict will accumulate.

10. Indecisive silence. You may notice that the student seems to be making attempts to talk to you, speech efforts are visible on his face - but for some reason the words remain unspoken (and they could be very important, they could help to understand the situation). If the student does not make it easier for the student to bring emotions "out", again, the warehouse of explosive conflict substances can be replenished.

11. Tense movements of the facial muscles. A person can "play" with his nodules both when he simply looks at you and when he speaks (the look is "predatory" at the same time). This is a sign of a lot of tension and irritation.

12. turning away. Previously, the student looked at you when he spoke, or his face was at least turned in your direction. Now he diligently averts his eyes and turns away, no matter what he tells you, up to the message of today. It seems that your very appearance is disgusting to him. However, the tone of his statements is falsely optimistic.

13. Use of short phrases. He was not very verbose before, but now he can break all the records of the compilers of telegrams. Not a single superfluous word, and sometimes skips some. The speech is dominated by nouns and verbs "I'll come. Passed. I'll do it. It's not like that. I'll write. No. I won't. I'm tired."

14. Dudling- drawing various patterns and figures when talking to you. This is an example of leaving - on the one hand, it seems to be listening and nodding its head, and on the other, it shows that all your words are sheer nonsense, for the sake of them you should not refuse to paint paper.

14.3. Styles of behavior in conflict

Five main types of behavior can be distinguished depending on how much the parties to the conflict are interested in obtaining advantages for themselves in this interaction or are not interested (vertical axis), and also how much they are interested in others receiving certain advantages as a result of conflict resolution ( horizontal axis) or are not interested in it. Let us dwell on these types of behavior in more detail.

Severe fighter or competitor(competition style). Such a person is very interested in obtaining benefits for himself and is completely unwilling to have them received by others. He mercilessly defends his interests, regardless of others. He perceives his defeat as weakness, a decrease in status, the destruction of his own self-esteem. His goal is victory, complete subjugation of the "enemy". It is victory that gives him joy, enlivens him, gives life a sharpness. At the same time, it doesn’t matter to such a person at all what caused the conflict to flare up - due to being late, a raised tone of voice, a sidelong glance, a neighbor’s push, a low mark - he is always ready to insist on his own and simply cannot be otherwise. The feelings of others simply do not touch him.

avoider(style of evasion) has little interest in both his own benefit and the benefit of another. The conflict is perceived as "God's punishment", an unproductive situation. The avoider tries his best to avoid it. When tension arises, either simply falls silent, or tries to leave. Shifts "the solution of the problem to others.

Varnisher(fitting style). Low interest in obtaining benefits for oneself and high interest for another. This is an insecure and always ready to give in person, regardless of his own interests and opinions (but they, nevertheless, he has). Puts harmony and external calm at the forefront. Discontent and confrontation are perceived by him as extremely indecent behavior. He always agrees with any decision of others, always finds subsequently minor excuses, objections, comments, due to which the responsibility falls on everyone except him.

Conciliator or Compromiser(style of compromise). He has an average interest in obtaining his own benefit and an average interest in obtaining benefits for another participant in the conflict. He believes that everyone in the conflict inevitably loses something, so an agreement can be reached only when everyone gives in a little to each other. True, in this case, everyone remains not very satisfied, but he believes that this can be neglected.

Finally, companion or problem solver(collaboration style). He is highly interested both in obtaining his own benefit and in obtaining benefits for other participants in the conflict. A person who adheres to this style seeks to create a situation where the goals and needs of all parties involved can be implemented. Looks for solutions acceptable to all, in such a way that the responsibility for them is also shared by everyone. For him, a constructive way out of the conflict is important, not victory or defeat.

Bipolarity as the presence and opposition of two principles is necessarily present in any psychological conflict. Whether we are talking about an intrapersonal conflict, interpersonal or intergroup - in any case, there are two instances in the conflict, opposing each other.

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 aimed at overcoming a contradiction is also characteristic of any conflict and, in various designations, is apparently present in all definitions of a conflict (which is not surprising: remember that, by its very origin, the word “conflict” is a collision). This activity is called "collision", "incompatibility", "opposition", etc.

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.

In the context of the conflict definition problem, this property can be designated as bipolarity, which means both interconnectedness and mutual opposition at the same time. A true point of view can only exist if a false one coexists with it. Confrontation of interests implies the existence of two conflicting or incompatible interests. The struggle of motives is also possible only when they are plural.

Bipolarity as a feature of the conflict is apparently also characteristic of cases of broader social confrontation. By itself, bipolarity does not yet mean a clash of two different principles. Their true opposite reveals itself not just in their juxtaposition, but in their opposition, which implies a “struggle”, an active interaction aimed at overcoming the contradiction that separates them. The South and North Poles, for all their polarity, "polarity" in the literal sense of the word, are not in conflict with each other.

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. You can only be in conflict with someone - with another group, with another person, with yourself. The fact that the conflict requires the presence of a subject or subjects representing its parties implies the possibility (at least potential) of active and conscious actions on the part of these subjects. This is what distinguishes a conflict from a contradiction, the sides of which do not necessarily have to be represented by subjects.

Conflict

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Conflict- the most acute way of resolving conflicts in interests, goals, views, arising in the process of social interaction, consisting in the opposition of the participants in this interaction, and usually accompanied by negative emotions, going beyond the rules and norms. Conflicts are the subject of study of the science of conflictology.

General definition

A conflict is a situation in which each side seeks to take a position that is incompatible and opposite to the interests of the other side. Conflict is a special interaction of individuals, groups, associations that occurs when their views, positions and interests are incompatible. Conflict has both destructive and constructive functions.

The conflicting parties can be social groups, groups of animals, individuals and individuals of animals, technical systems.

Also, the conflict can be understood as a counteraction of the properties of two phenomena that claim to be the state of reality they define.

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

Subjects of the conflict

conflict genesis

Conflict genesis is the process of the emergence and development of modern conflict forms of society that leave their mark, and often directly determine the direction and content of evolution as a whole. Conflict genesis is a continuous dialectical process of origin, development and modernization of the existing social reality through its core - conflict.

Conflict is the result of conflict genesis, but what stands at the origins of the process, that “point”, that particle from which the process originates, the gene from which the conflict develops in the process of genesis, can be considered conflict generator.

Conflict in psychology

Conflict is defined in psychology as a lack of agreement between two or more parties - individuals or groups.

Conflict in programming

A situation resulting from the incompatibility of the results of the actions of different programs / algorithms.

For example: a conflict occurs when one routine tries to update a record or table that is already locked by another user or routine. Such conflicts are one of the main causes of computer freezes.

Conflict in literature

Artistic conflict - disagreement, contradiction, clash, sharp struggle, embodied in the plot of a literary work.

An artistic conflict may reflect political, philosophical, moral, and other disagreements between artistic characters or the contradictions of an era. The enduring significance of a work is largely determined by how fully it reflects the contradictions of time.

No matter how the artistic conflict manifests itself, it usually underlies the problematics of the work, and the methods and ways of resolving it are determined by the author's intention.

The conflict is the basis of a dynamically developing plot. It is the conflict that unfolds in the plot that determines certain actions of the characters, the course and nature of events. In the chosen type of conflict, the writer expresses his understanding of real life contradictions.

It should not be thought, however, that conflict is the basis of any plot. The plots of many literary works do not have a main conflict; attempts to identify such a conflict can lead to errors.

The conflict can be imaginary, illusory - in this case, the plot of the work also becomes illusory, illusory, as happened, for example, in N.V. Gogol's play "The Government Inspector". After all, Khlestakov is an imaginary value; district officials behave inappropriately towards him. Their efforts spent on avoiding the wrath of an important Petersburg person, their feverish bustle - this is just running on the spot.

In addition to the main conflict - the engine of the plot action - in the work there can be a variety of private conflicts that arise in the relationship of the characters. In complex, multifaceted works (for example, in Leo Tolstoy's epic novel "War and Peace"), private conflicts are necessary in order to more accurately recreate the panorama of society, life, era, complexity and inconsistency of people's characters.

In some works there is no clearly expressed conflict, it is replaced by a conflict background. His presence, for example, in A.P. Chekhov's play The Cherry Orchard, as in his other plays, manifests itself in increased anxiety, even nervousness of the characters. The source of their behavior is not outwardly defined. This is not the result of any apparent conflict that disrupts the measured course of life. The reason for unmotivated actions, strange remarks that escape from the lips of the characters, some kind of stupid fuss that occurs from time to time in Ranevskaya's house is not an event, but a psychological one. Therefore, in Chekhov's plays, the plot action fades into the background, and the main thing is the psychological overtones that emerge behind many private domestic conflicts.

legal conflict

legal conflict- a situation in which two or more parties oppose each other, arguing about legal rights, obligations. A legal conflict may arise regarding the recognition, restoration, violation of legal rights, failure to fulfill legal obligations.

Legal conflict is a kind of social conflict. This means that in the emergence, development and even resolution of legal conflicts, traces of the operation of general laws of the origin, maturation and resolution of social conflict can be found. Although, by virtue of the fact that a legal conflict arises only between people, it is inflated by them, legal conflicts are based on the eternal aspirations of people for equally well-known values - wealth, power, status. At the same time, legal conflict, being an independent type of social conflict, cannot but have its own peculiarities.

Further, a legal conflict is evident if they argue about the scope or nature of legal rights, about claims to certain rights, about the redistribution of legal rights and obligations. An important characteristic of legal conflicts is the onset of legally significant consequences (appearance or disappearance of legal rights, legal obligations for the parties, changes in their volume, etc.), as well as special forms and procedures for fixing and resolving legal conflicts.

political conflict

Anti-constructive actions caused by differences in the interests of political groups (interest means the totality of interests of group members).

A political conflict is one of the possible options for the interaction of political subjects. It can be defined as a kind (and result) of the competitive interaction of two or more parties (groups, states, individuals) that challenge each other's powers or resources. The concept of political conflict means the struggle of some subjects with others for influence in the system of political relations, access to the adoption of generally significant decisions, the disposal of resources, the monopoly of interests and their recognition as socially necessary, for everything that constitutes power and political domination. Conflicts, reflecting the rivalry of certain subjects (institutions) with some forces, as a rule, express their cooperation with others, stimulating the formation of political coalitions, alliances, agreements. Thus, political conflicts presuppose a clear formulation of the positions of the forces participating in the political game, which favorably affects the rationalization and structuring of the entire political process.

The leading role in the emergence of conflicts is played, as recognized by conflict studies, social factors. Among this kind of determinants, there are three main reasons underlying political confrontations:

various forms and aspects of social relations that determine the discrepancy between the statuses of political subjects, their role assignments and functions, interests and needs for power, lack of resources, etc. These, relatively speaking, objective sources of political conflicts most often determine the contradictions between the ruling elite and the counter-elite , various pressure groups fighting for parts of the state budget, as well as between all other political subjects of the power system. The external orientation of such conflicts, as a rule, can be extinguished quite easily. However, it is possible to eradicate the sources of the conflict disposition of the parties involved in the political struggle in various ways only through transformations that either change the very organization of power in society, or reform the socio-economic foundations of the political activity of competing subjects;
discrepancies of people (their groups and associations) in basic values and political ideals, in assessments of historical and current events, as well as in other subjectively significant ideas about political phenomena. Such conflicts most often arise in those countries where qualitatively different opinions on the ways of reforming the statehood collide, the foundations of a new political structure of society are being laid, and ways out of the social crisis are being sought. In resolving such conflicts, finding a compromise is often very difficult;
the processes of identification of citizens, their awareness of their belonging to social, ethnic, religious and other communities and associations, which determines their understanding of their place in the social and political system. Such conflicts are typical, first of all, for unstable societies, where people have to realize themselves as citizens of a new state, get used to non-traditional norms of relations with the authorities. The same contradictions arise in those countries where tensions with the ruling structures cause people to protect the cultural integrity of their national, religious and similar groups.

Marital conflicts

The causes of all marital conflicts fall into three broad categories:

conflicts on the basis of unfair distribution of labor (different concepts of rights and obligations);
conflicts on the basis of dissatisfaction of any needs;
quarrels due to deficiencies in education.

Regarding the first reason, it should be noted that the main thing in the distribution of family responsibilities is precisely the consent to the specific state of affairs of both spouses. As a result, both the traditional (with different responsibilities of the spouses) and the egalitarian model of the distribution of family responsibilities can be quite acceptable for family well-being when they satisfy both spouses.

Adaptation - one side agrees with the other in everything, but has its own opinion, which is afraid to express.
Avoidance is avoidance of a conflict situation.
Compromise is a joint decision that satisfies both parties.
Rivalry - active opposition to the other side.
Collaboration is an attempt to arrive at a joint solution.

Types of conflicts

intrapersonal conflict
Intragroup conflict
Intergroup conflict
Interclass conflict
Intraorganizational conflict

Notes

Literature

Vdovina M.V. Intergenerational relations: causes of conflicts in the family and possible ways to resolve them // Knowledge. Understanding. Skill. - 2009. - № 3 - .
Zubok Yu. A. Conflicts // Knowledge. Understanding. Skill. - 2005. - No. 2. - S. 179-182.
Kratochvil S. Psychotherapy of family and sexual disharmony. M.: Medicine, 1991.
Lukov Val. A., Kirillina V. N. Gender conflict: a system of concepts // Knowledge. Understanding. Skill. - 2005. - No. 1. - S. 86-101.
Fundamentals of psychology and pedagogy: a workshop for students of all specialties and all forms of education / I. G. Shupeiko, A. Yu. Borbot, E. M. Domoratskaya, D. A. Parkhomenko - Minsk: BSUIR, 2008.
Sysenko V. A. Marriage sustainability. Problems, factors, conditions. M.: 1981.

Links

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See what "Conflict" is in other dictionaries:

conflict- (from lat. conflictus collision) a collision of differently directed goals, interests, positions, opinions or views of the subjects of interaction, fixed by them in a rigid form. At the heart of any K. is a situation that includes either conflicting positions ... ... Great Psychological Encyclopedia

- (from lat. conflictus) in psychology, a collision of two or more strong motives that cannot be satisfied simultaneously. Psychologically, the conflict is connected with the fact that the weakening of one motivating stimulus leads to the strengthening of another and ... ... Philosophical Encyclopedia

- (lat. conflictus - clash) - a way of interaction between people, in which the tendency of confrontation, hostility, destruction of the achieved unity, harmony and cooperation prevails. Individuals may be in a state of conflict, ... ... Political science. Dictionary.

- (lat. conflictus, from confligere to collide). Collision, dispute, strife. Dictionary of foreign words included in the Russian language. Chudinov A.N., 1910. CONFLICT lat. conflictus, from confligere, to collide. Clash, argue, strife. ... ... Dictionary of foreign words of the Russian language

- (literally "collision"). In a broad sense, K. should be called that system of contradictions, which organizes a work of art into a certain unity, that struggle of images, social characters, ideas that unfolds in everyone ... ... Literary Encyclopedia

Cm … Synonym dictionary

A conflict is a clash of completely opposite interests, opinions, goals or views of opponents in interaction with each other.

The basis of any conflict situation is the contradiction of the parties for any reason, or disagreements within the working team about strategic goals and means to achieve them, or the usual mismatch of interests and opinions. The conflict begins precisely when one of the parties begins to act and oppress the interests of the other side. If on the part of the opponent there is a reciprocal step, then the conflict from potential turns into actual.

The following elements of conflict are distinguished:

Images of conflict;
Proposed actions of the parties to the conflict.

The conflict may be accompanied by the presence of one or more conflict situations.

A conflict situation is a clash of different interests and opinions that are influenced by many external and internal factors, as well as various conditions and circumstances.

The following elements of a conflict situation are distinguished:

Party to the conflict (participants or subjects);
Interests and pursued goals;
Positions and principles of the conflict parties;
Significant differences between the interests and goals of the participants;
The object of the conflict situation (material or spiritual good);
reason for the conflict;
The conditions on which the conflict is built;
Causes of the conflict.

The first attempts at a scientific explanation of the conflict were used in the works of ancient philosophers and thinkers (Confucius, Plato, Aristotle, etc.). In the first theoretical discussions, the science of conflictology was singled out, the definition of the main causes of conflicts, ways and means of resolving them. Conflictology was based on several main areas:

Sociological;
Psychological;
Socio-psychological.

Modern science singles out for itself the main and only feature in the development of conflictology - practical directions in working with conflicts, instead of theoretical research.

Types and types of conflicts

In order to be able to correctly interpret the conflict, its essence and possible consequences, it is necessary to know its main types and types. The type of conflict is determined by the choice variant of conflict interaction and stands out according to certain criteria (method of solution, sphere of manifestation, direction of influence, degree of severity, etc.).

The way conflicts are resolved is:

Antagonistic - the way to resolve the conflict is the refusal of all parties, except for one, to participate in the dispute. It is she who wins this argument. For example, elections to government bodies.
Compromise - conflict situations can be resolved in several ways: mutual change in the goals of the participants, terms or conditions. Due to the mutual interest of the participants, the conflict can be resolved through negotiations.

By area of manifestation, conflicts are:

Political - disagreements over the distribution of powers of power, differences in political interests.
Social - represent a divergence of interests in the system of relations between groups of people. This type of conflict is manifested by strikes or speeches by a large group of employees.
Economic - the main problem lies in the contradictions between individuals or a group of people who pursue different economic interests. This may be the desire to possess certain resources, spheres of economic influence or financial independence.
Organizational - a conflict may arise between representatives of different positions regarding the functional distribution of responsibilities between employees of the organization, changes in the work of some management structures, changes in the provisions on remuneration.

According to the direction of impact, conflicts are divided into:

Vertical - power between the participants in the conflict is distributed vertically from top to bottom (from the boss to the subordinate, from the highest organization to the enterprise). Therefore, there are different conditions for the participants in the conflict situation.
Horizontal - the conflict occurs between equal participants (heads of the same level, supplier - consumer).

Depending on the number of participants in the conflict, they are divided into the following types:

Intrapersonal - a clash of opinions, interests and motives within the personality itself. The main problem is that it is necessary to choose between desire and possibilities, between the need to do something and the observance of certain standards. In order to choose the right solution, a person can spend a lot of effort and energy. Because of this, emotional tension arises, which later develops into stress. This conflict may arise due to a mismatch between personal values and production requirements. The right decision is quite difficult to make when there is a clash between desire, possibility and necessity.
Interpersonal - conflict between individuals.
Intergroup - arise due to a conflict of interests between different groups and departments.

As a result of the violation of needs, the following types of conflicts can arise:

Cognitive - clash of views, opinions, knowledge. The main goal of each participant in the conflict is to convince the opponent of the correctness of their position and point of view.
Conflict of interests

Outline of the conflict

The structure of the conflict can be represented as the following diagram:

Where, S1-S2 - participants in the conflict; P - the subject of the conflict; OK1 - OK2 - images of a conflict situation; M1 - M2 - motives of the conflict; P - P2 - positions of opponents.

What are the ways to manage conflicts?

Organizational methods - provide a balance in the distribution of functions and responsibilities, rights and powers.
Economic - provide maximum economic independence and security of business entities, establish clear economic rules for doing business.
Legal - support the legal system to ensure effective economic ties and ways of doing things.
Psychological - carrying out special procedures to eliminate psychological barriers.
Forceful - the use of forceful methods of influencing the conflicting party to solve the problems that have arisen.

Strategies of behavior in a conflict situation

A strategy of behavior in a conflict is necessary in order to determine the norms of behavior in the current situation.

Leading experts have developed a whole concept of human behavior in a conflict situation, the choice of the necessary behavior strategy, as well as methods for its solution and management.

Consider the main types of strategies:

Rivalry - conflict is perceived in terms of victory or defeat. In order to win this competition, it is necessary to prove one's case by all means, otherwise a rigid position of intransigence with someone else's point of view arises.
Compromise - is to find a compromise between the parties to the conflict. This takes the form of a discussion between the parties and an analysis of the differences to arrive at a satisfactory solution. This strategy is the most appropriate for the speedy resolution of the conflict.
Avoidance - the unwillingness of the participants in the conflict to take responsibility for making important decisions, not to see the conflict and deny its danger. There is a desire to get out of the situation most imperceptibly in order to refrain from disputes and claims of the opposing side.
Accommodation is an attempt to smooth out differences by neglecting one's own interests. This is expressed in the complete acceptance of all the requirements and claims of the opponent.

Everyone knows what conflict is. This concept has many synonyms: quarrel, dispute, scandal, etc. It is quite natural for people to conflict, which is why conflicts come in various forms. Depending on the number of participants and the issues that are discussed during a quarrel, they are social, intrapersonal, interpersonal, political, etc.

Many people have experienced intrapersonal and interpersonal conflicts. Only at the level of groups or the whole state can one enter into a social or political conflict.

A feature of conflicts is that they can be observed from the outside, you can enter them when they are already flaring up, and also go out when they do not stop. Conflict can arise between two people and between entire states that number millions of people.

At all times people have had conflicts. What kind of "beast" is this? This will be discussed in the article, which will also consider the topic of how to resolve conflicts, which is also necessary for every person to be able to do.

What is conflict?

The most important question is: what is conflict? All people know what it is, because they could be in it more than once. Conflict has many concepts:

Conflict is a method of resolving differences in goals, worldview, ideas that arise during interaction with society.
A conflict is an emotional dispute where the participants express negative feelings towards each other, going beyond the norm.
A conflict is a struggle between its participants.

In rare cases, a quarrel begins on impartial grounds. Usually conflict is an emotional state when a person begins to experience negative emotions, which push him to raise his voice and express rude words to other people. Thus, conflict is a mental state of a negative and subjective nature.

What is a dispute, quarrel, conflict between people? This is a war of opinions. A man and a woman do not quarrel, but each one tries to prove his case. Friends do not conflict, but each try to defend their opinion. People do not argue, but provide evidence and arguments for their points of view.

Everyone has their own opinion on a particular issue. This is fine. There is some exact knowledge that does not require its proof. So, for example, everyone agrees to unconditionally perceive knowledge in mathematics, physics or anatomy. No one argues or refutes this knowledge, unless there is good evidence. And there is an opinion, a view, which is often confirmed by what a person has gone through. This is due to the fact that events can occur for various reasons.

Each of the participants in the dispute is right. Surprisingly, two opposite opinions are correct, although the disputants themselves do not think so. When you are in conflict with someone, you consider your behavior and look to be the only correct ones. So does the opponent. The most amazing thing is that you are both right.

The same situation can be formed for different reasons. Everyone has their own experience of experiencing certain situations. People are different, as well as their attitude to what is happening. That is why everyone has a personal opinion on the same event. And all these opinions will be correct.

Conflict is a war of opinions. It's just that each of the opponents wants to prove his case. And the important thing to remember in the moment of an argument with another person is that you and your opponent are right, despite the fact that your opinions do not coincide. You're right! Your opponent is right! If you remember this, then the war will stop. No, you won't change your point of view. You will simply have a chance not to fight for whose opinion is more correct, but to start a conversation in order to find a solution to the problem that takes into account the interests of both parties.

As long as there is a war going on, the problem will not be solved. Once you admit that both are right, then there is a chance to start a conversation that is aimed at finding a solution to your common problem.

Conflict functions

A person usually sees only the negative side of conflicts. However, personality is naturally given a tendency to conflict. This is dictated by the functions to which conflict situations lead. The negative side becomes apparent only when people do not reach the goal, because of which, in principle, the dispute flared up.

The functions of the conflict can be called:

The pursuit of excellence. Only through the struggle of the old and the new, where the new wins, can something better be achieved.
Striving for survival. There are a limited number of material resources. A person who is struggling is trying to get as many resources as possible for himself in order to survive.
Striving for progress. Only through a conflict of interest, where some want to keep and others change, is progress possible when something new is created.
The pursuit of truth and stabilization. A person is not yet completely moral and highly spiritual. That is why there is so much debate about what is moral and immoral. Such discussions are capable of finding truth.

Not every conflict brings positive results. There are numerous cases where the outcome was negative. The positive result of any conflict is finding a solution to the problem, which is implemented and helps the participants become better, stronger, more perfect. The negative result of the conflict is observed when the participants cannot find a common solution, their actions lead to destruction, decline, degradation.

An unsuccessful conflict can be called any dispute when people tried to agree on something, but did not agree. There are many reasons why people just quarrel, and as a result of this action they get emptiness.

Is conflict beneficial in and of itself? For the conflict to be useful, you need to set a goal when entering into a dispute - what do you want to achieve as a result of the conflict? After that, act only within the framework of this goal. Since people rarely set themselves a goal they want to reach, they simply express their emotions, indignation, wasting their time and energy.

Often people just want to show their dissatisfaction. But what after that? What do you want from the other person to receive or hear? It’s not enough just to dissatisfy and criticize, you also need to argue your dissatisfaction and say what you want to get from a person.

People quite often do not agree, but force them to accept their point of view. It seems to each of the opponents that his opinion is the only correct one. But everyone involved in the process thinks so. And while people are trying to force opponents to go over to their side, it will be like a tug of war, where everyone will remain a winner and a loser. People will quarrel, and it will not end with anything more.

The cause of unsuccessful conflict is sometimes the habit of conflict. A person is used to communicating with others in a raised voice, which they perceive as an attack. A person speaks loudly with other people, they perceive it as an attack against them, which causes an unreasonable conflict. And all because a person simply does not understand that you can express your thoughts and desires in a calm tone.

People often conflict with each other. But what is the use of conflict? It does not exist, because sometimes people simply conflict, discussing a certain problem, without any clear goal of solving it.

Main types of conflicts

The classification of conflicts can be very diverse. This includes the number of participants, and the topic of the conversation, and the consequences that occur, and ways of conducting the conflict, etc. The main types of conflicts are intrapersonal, interpersonal and group (by the number of conflicting):

Intrapersonal conflicts are the struggle of several opinions, desires, ideas within a person. Here comes the question of choice. A person must sometimes choose between equally attractive or unattractive positions, which he cannot do. This conflict can still arise when a person cannot find a solution, how to please himself and other people (their requirements). Another factor is getting used to one role, when a person cannot switch to another.
Interpersonal conflicts are mutually directed disputes and reproaches of people against each other, where everyone wants to defend their needs and desires. They have their own classification:

— By spheres: household, family, property, business.

- By consequences and actions: constructive (when opponents achieve goals, find a common solution) and destructive (the desire of opponents to defeat each other, take a leading position).

- According to the criteria of reality: genuine, false, hidden, random.

Group conflicts are confrontations between separate communities. Each of them considers itself exclusively from the positive side, and opponents - from the negative side.

Genuine conflict is a quarrel that really exists and the participants adequately perceive it. False conflict occurs when there is no reason to argue. There is no contradiction.

Displaced conflict occurs when people quarrel for a reason other than the actual conflict between them. So, they may quarrel over what furniture to buy, although in fact they do not like the lack of a lot of money.

A misattributed conflict develops when a person argues over what the opponent did, although he himself asked him to do it, but forgot.

Types of intrapersonal conflicts

Sometimes a person does not need a partner for conflict to arise. Often people themselves begin to conflict within themselves. This is the surest way to become unhappy - not being able to choose, not knowing what to do, doubting and hesitating. Types of intrapersonal conflicts are as follows:

Role - this is a conflict of roles that a person can and should play. Sometimes a person is required to behave that he cannot or does not want to play, but is forced to. Sometimes a person has more opportunities, but is forced to limit himself, because this does not fit into social norms of behavior. Sometimes there is difficulty with switching roles, for example, from work to family.

Motivational - often we are talking about the opposition of instinctive desires and moral needs. Tension is reduced when a person finds a solution to satisfy both parties.

Cognitive is a collision of two knowledge, ideas, ideas. A person is often faced with the inconsistency of the desired and the actual, the real. When a person does not get what he wants, based on the ideas that he is guided by, then it becomes necessary to study other knowledge that contradicts the existing ones. It is sometimes difficult for a person to accept what contradicts his views.

The surest way to become an unhappy person is to have internal conflicts, that is, to conflict with oneself in views, opinions, desires. Often such a person who is not able to make decisions is influenced by public opinion, which is ready to tell him what to do in this or that situation. However, this will not solve his problem, but will only allow him to temporarily reduce the level of tension within himself.

Types of interpersonal conflicts

The most common conflict is interpersonal. A person interacts with individual members of society, where one can inevitably encounter conflicting beliefs, desires, needs, interests. This type of conflict flares up very often, which makes people avoid it even more. However, this is not possible. Between people, as between integral individual systems, disputes will always arise, since everyone has their own opinions, needs, aspirations, etc.

Quarrels and scandals in the family are normal in society. Of course, spouses may be unhappy with the current state of affairs. However, if this dissatisfaction comes to shouting and even physical assault, this only indicates that the partners do not have constructive communication. They are focused on achieving only their desires, which they defend, and not on finding a compromise that will take into account the interests of both parties.

No one is obviously worried about the fact that there are quarrels and scandals in the family. However, all these conflict situations do not go unnoticed. They leave a wound in the soul of each of the partners, give rise to doubts, insecurity in feelings and union. No need to saw, itch, grumble. When this happens, the spouse is not sawing his opponent, but his own relationship. It is necessary to learn to be more calm and sometimes even positive about what events happen.

One of the reasons that breeds discontent is ingratitude. Spouses focus on what they do not like, rather than on the positive sides of each other and what they had. They want to achieve the relationship that is presented to them in their heads. And each of them represents something different. It is the clash of these ideas that leads to quarrels. They are not grateful for the union that they have built in reality, because they want to live in the relationship that they imagine.

Keep in mind that if you consider your spouse to be bad, then soon you may not have any spouse at all. If you love your wife (husband) and strive to create a strong family, then only you owe, and your wife (husband) owes nothing. Learn to demand from yourself, not from your partner. Quarrels and scandals are usually based on this: you want some changes and actions on the part of your loved one, but you yourself are not going to do or change anything. Learn not to demand anything from your partner, let him decide what he should do for your relationship. Demand only from yourself. Otherwise, you will not cut your spouse (wife), but your relationship with him.

Types of interpersonal conflicts:

Value, interests, normative - what is affected in a quarrel?
Acute, lingering, sluggish - how quickly does a quarrel develop? Acute events take place here and now in direct confrontation. Lingering ones last several days, months, years and affect significant values and topics. Sluggish are low-intensity, occur periodically.

Types of conflicts in the organization

Conflicts that arise in an organization can be perceived both positively and negatively. Much depends on the level at which they occur and how they are resolved. If conflicts arise between colleagues who are trying to harm each other, then the clash can lead to a decrease in the efficiency and productivity of people. If the conflict occurs in the process of solving a labor issue, then it can become productive due to the expression of different points of view and the possibility of finding a solution. Types of conflicts in the organization:

Horizontal, vertical and mixed. Horizontal conflicts arise between colleagues of equal status. Vertical conflicts, for example, occur between subordinates and superiors.
Business and personal. Business concerns only work issues. Personal affect people's personalities and their lives.
Symmetrical and asymmetrical. In symmetrical conflicts, the parties equally lose and gain. In asymmetric conflicts, one of the parties loses, loses more than the other.
Hidden and open. Hidden conflicts arise between two people who may not express their dislike for a long time. Open conflicts are often manifested and even managed by management.
Destructive and constructive. Destructive conflicts develop when the result, development, progress of work is not achieved. Constructive conflicts lead to progress, development, advancement towards the goal.
Intrapersonal, interpersonal, between an employee and a group, intergroup.
Violent and non-violent.
Internal and external.
Intentional and spontaneous.
Long term and short term.
Recurring and one-time
Subjective and objective, false.

The essence of social conflicts

Why do people conflict? People have already found the answer to this question, but they continue to clash, because the problem often lies not in “why?”, but in “what contributes?”. The essence of social conflicts lies in the fact that each person has his own established system of views, opinions, ideas, interests, needs, etc. .

A quarrel is not a clash of two opinions, but the desire of opponents to win in their views.

Quarrels, scandals, disputes, wars, conflicts - we are talking about a confrontation between two or more parties, where each tries to defend its opinion, prove its case, gain power, force rivals to submit, etc. Peace-loving readers may have a question: is it possible Is it possible to live at all without such clashes? Psychologists note that everything is possible, but not in the situation that is developing in society.

First, you should decide on the mechanism by which any conflict situations occur. There is a topic, a question, people can get some useful resource. If people have different goals, opinions and plans, then they begin to conflict with the intention to prove their superiority and get a useful resource for themselves or make others live at their behest. A conflict is a confrontation of different opinions, where everyone is trying to achieve something beneficial for themselves.

Quarrels can not exist among people only in one case: when everyone starts to think the same way, when collective thinking reigns.

The modern world is the era of individualization. Selfishness, “life for your own good”, freedom are actively promoted. Each person is individual, and he must cultivate it in himself. It is an individual person who can think differently than everyone else. Here there is no collectivism, compromises, humility.

Quarrels occur because each person thinks of himself. In a scandal, each side seeks to prove that it is the best, correct, and smartest. In the era of individuality, no relationship can do without quarrels and scandals.

Things are quite different when people think the same way. They have nothing to defend. There is no "mine", there is only "ours". Here everyone is equal, the same. In such a society, there simply cannot be confrontation. Collectivism leads to the creation of one large organism, which is stronger than any individual. However, here a person must give up individuality, selfishness, his own Self and desires.

Let's take a family as an example. If partners act together, make concessions, think alike, strive for the same goal, then quarrels rarely occur in their relationship. They live for a common family. If the partners take care of themselves, insist on being right, strive for different goals, then conflicts become an obligatory attribute. Each partner will try to "bend under himself", adjust. Here everyone will want to win back power and force the other to live for the sake of personal desires.

The conflict begins when external circumstances indicate the impossibility of realizing a certain human need. To take part in the conflict can:

Witnesses are those who observe the quarrel.
Instigators - those who push, inflame even more quarrel.
Accomplices - those who inflame the quarrel through advice, tools, recommendations.
Mediators are those who try to resolve, pacify the conflict.
Participants in a conflict are those who are directly arguing.

Types of political conflicts

Various types of political conflicts have existed at all times. People fought wars, conquered foreign lands, robbed and killed other nations. All this is part of the conflict, which, on the one hand, is aimed at the development and strengthening of one state, on the other hand, at the infringement of the freedom and rights of another country.

Conflicts between countries arise at the level that one state in one way or another begins to infringe on the existence and activities of another. When mutual understanding is not achieved, then political wars begin.

Types of political conflicts:

Interstate, domestic political, foreign policy.
The struggle of totalitarian regimes, democratic systems.
Status-role struggle, confrontation of values and identification, clash of interests.

At times, states may quarrel over the various government arrangements they maintain, as well as the goals and directions of their activities.

Conflict Management

Conflicts have always existed and will continue to arise. There are no two equally thinking people, groups, states that would not encounter opposing opinions or needs. That is why conflict management becomes important if the participants are willing to get out of the current situations with the least loss for themselves.

The resolution of the conflict is understood as the fact that all parties came to a common conclusion, decision or opinion, after which they calmly left the situation. Often this is either agreeing on some opinion, reaching a compromise, or understanding that it is necessary to disperse and not cooperate further. These methods can be called positive methods of conflict resolution. The negative way to resolve the dispute is the destruction, degradation, destruction of one or all parties to the conflict.

The site of the psychological help site insists that people learn to resolve conflict situations, do not delay their elimination and do not develop them. This can be done in the following ways:

Negotiation.
Avoiding confrontation.
Finding a compromise.
Smoothing questions.
Solution.

Answer the question: do you want to quarrel or solve a problem? This gives an understanding that a person begins to behave differently when he wants to quarrel or when he wants to solve a problem.

When you seek to quarrel, you are trying to find flaws in your interlocutor in order to criticize them and make them guilty. You start doing only those things that will offend your interlocutor. You scream with pleasure because your emotions are raging.

When you want to solve a problem, you deliberately act calm. You don't scream, even if you're being shouted at. You are ready to listen to the interlocutor, to be silent in order to think over his words. You are nervous, but you understand that emotions will not help you now. You should try to think as clearly as possible, realizing what you want, and hearing the opinion of your opponent.

Watch yourself or your partner - and notice what the person is striving for. The one who quarrels only "muddles the waters": there is no conversation, there is only a verbal contest - who will win? The one who tries to solve the problem behaves calmly in a stressful situation, because he wants to think about the issue and solve it. In which case will the dispute be resolved faster? Only when both you and your opponent will strive to solve the problem, and not to verbal victory, any issues will be resolved quickly and without serious losses.

How to quickly end a quarrel? There are many options for how to do this. But often the question is not how to do it, but whether at least one of the disputing parties wants to end a useless conversation.

The fact that a quarrel is a useless dialogue has to be said. People often forget that when they are under the influence of negative emotions and indignation, they do not seek to solve the problem, but want to prove their opinion, deed, point of view is right. It seems to them that they did everything right, so they enter into a loud conversation, trying to prove it. Their opponents prove that they were right in their actions and decisions, and everyone else was wrong. Thus, a quarrel is a conversation where everyone considers himself right, tries to achieve only this goal and does not seek to hear the other person.

People don't always want to end a fight. Until they achieve their goal, that is, the recognition of their innocence, they will not retreat. Therefore, you first need to want to get away from the quarrel, and then take the appropriate steps.

How to quickly end a quarrel?

You can go to another place where your opponent will not be.
You can say: "Do as you like" or "Do as you like." Thus, you do not agree with the correctness of your interlocutor, but do not reject the fact that he is right.

Other methods are less effective, because the opponent may not want to end the argument with you. Your task is to be at a remote distance from your interlocutor, so that neither you see him, nor he sees you.

Outcome

Conflict is inherent in all people. Everyone knows how to quarrel with others. However, managing and resolving conflicts is an art that not everyone has been taught. If a person knows how to calm conflicts, then he knows how to manage people, which requires a lot of knowledge and effort. The result is the ability to organize one's own life, to make it happier and more orderly.

People have already ruined a lot of relationships because they did not want to stop the quarrel. Often people died because of conflicts that flared up between groups and even entire states. The forecast becomes unpredictable when people start to conflict. However, the result depends entirely on what decisions they will make and actions they will take.

You can lead the dialogue in a constructive direction, if there is a desire to solve the problem, and not to prove your case. You can lead the argument in a destructive direction, when there is no desire to cooperate and find a compromise. Often people refuse to take responsibility for the results achieved as a result of the conflict. Although in fact they achieved everything on their own.

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