Methods for resolving the conflict. Interpersonal conflicts and ways to resolve them
Unfortunately, people do not always manage to solve all disputes and misunderstandings. Very often, an interpersonal conflict arises at an empty place. What is the reason and why does this happen? What are the ways of resolving interpersonal conflicts? Is it possible to avoid them and live all your life, with no one conflict?
What is conflict?
The conflict is one of the ways to solve problems and contradictions arising from the interaction between individuals or groups of people. At the same time, it is accompanied by negative emotions and behavior coming to the norm adopted in society.
During the conflict, each party occupies and defends the opposite position in relation to each other. None of the opponents want to understand and take an opponent's opinion. Concluding parties may not be not only individual people, but also public groups and states.
Interpersonal conflict and its features
If the interests and goals of two or more people are in a particular case, and each party tries to solve the dispute in its favor, an interpersonal conflict arises. An example of such a situation is a quarrel between husband and wife, child and parent, subordinate and boss. This one is the most common and most frequent.
The interpersonal conflict can occur both between well familiar and constantly communicating people and between those who sees each other for the first time. At the same time, relations are found out by opponents face to face, by personal dispute or discussion.
Stages of interpersonal conflict
The conflict is not just a dispute of two participants, emerging spontaneously and unexpectedly. This consisting of several steps process is gradually developing and gaining force. The reasons for interpersonal conflicts can sometimes accumulate for quite a long time, before they turn into an open confrontation.
At the first stage, the conflict is hidden. At this time, only the contradictory interests and views are converted and form. At the same time, both members of the conflict believe that their problem can be solved through negotiations and discussions.
In the second stage of the conflict, the parties are aware that they will not be able to overcome their contradictions in peaceful way. There is a so-called tension that increases and dials power.
The third stage is characterized by the beginning of active actions: disputes, threats, insults, the dissemination of negative information about the enemy, the search for allies and like-minded people. At the same time, mutual dislike accumulates between the participants, hatred, surfy.
The fourth stage is the process of resolving interpersonal conflicts. It can end the reconciliation of the parties or the rupture of relationships.
Types of interpersonal conflict
There are many interpersonal conflict classifications. They are divided according to the severity, the duration of the flow, the scale, form of manifestation, alleged consequences. Most often, the types of interpersonal conflicts differ by the reasons for their occurrence.
The most common conflict of interests. He arises when people have opposite plans, goals, intentions. As an example, this situation can be brought: two friends cannot agree on how to spend time. The first wants to go to the movies, the second wishes just stroll. If none of them wants to make concessions to another, and it will not work to agree, there may be a conflict of interest.
The second species are the value conflicts. They may arise in cases where participants have various moral, ideological, religious views. A bright example of confronting this type is a conflict of generations.
Role-playing conflicts are the third type of interpersonal configilities. In this case, the cause is violations of the usual norms of behavior and rules. Such conflicts may occur, for example, in an organization, when a new employee refuses to accept the procedure established by the team.
Causes of interpersonal conflict
Among the reasons provoking conflicts, it may be in the first place. It may be, for example, one TV or a computer for the whole family, a certain amount of money on award that needs to be divided between all staff members. In this case, one person can achieve its only due to the infringement of another.
The second cause of conflict development is interdependence. It may be the connection of tasks, powers, responsibilities and other resources. So, in the organization, the project participants may begin to blame each other, if for some reason it could not be implemented.
Concrete conflicts can distinguish people for purposes, in views, in ideas about certain things in the manner of behavior and communication. In addition, the cause of confrontations can be personal features of a person.
Interpersonal conflicts in the organization
Almost all people most of their time spend at work. In the course of the fulfillment of duties between employees, disputes and contradictions often arise. Conflicts in interpersonal relations occurring in organizations are very often inhibited by the Company's activities, worsen the overall result.
Conflicts in organizations can occur both between employees who occupy the same position and between subordinates and supervisors. The causes of the emergence of contradictions can be different. It is shifting responsibilities to each other, and a sense of an unfair attitude of management, and the dependence of the results of employees from each other.
We can provoke a conflict in the organization can not only disagreements about working moments, but also problems in communication between colleagues. Most often, the confrontation can be eliminated by the staff independently through negotiations. Sometimes the management of interpersonal conflicts takes on the head of the organization, he finds out the causes and tries to settle the problems that have arisen. It happens that the case may end the dismissal of one of the conflicting.
Interpersonal conflicts of spouses
Family life implies a constant solution of all sorts of household problems. Very often, the spouses cannot find agreement on one or another, resulting in an interpersonal conflict. An example is: the husband returned from work too late, the wife did not have time to cook dinner, the spouse scattered dirty socks around the apartment.
Significantly aggravate conflicts material problems. Many household quarrels could be avoided if every family had enough funds. The husband does not want to help his wife wash the dishes - buy a dishwasher, it is a dispute for what channel we will look - not trouble, take another TV. Unfortunately, not everyone can afford it.
Each family chooses its strategy for interpersonal conflict. Someone quickly inferior and goes to reconciliation, some can live in a state of quarrel for a long time and not talk to each other. It is very important that the discontent does not accumulate, the spouses found a compromise, and all the problems were solved as quickly as possible.
Interpersonal conflicts of people of different generations
The conflict of "fathers and children" can be considered in a wide and narrow sense. In the first case, it occurs within a separate family, in the second is projected onto the whole society as a whole. This problem existed at all times, it is not new for our century.
The conflict of generations occurs due to the difference in the views, worldview, norms and values \u200b\u200bof young people and people of more mature age. However, this distinction does not have to provoke a conflict. The reason for the struggle of generations is unwillingness to understand and respect each other's interests.
The main features of interpersonal conflicts of generations are that they are much longer and does not develop at certain stages. They can periodically sneak and re-flay with a new force in the event of a sharp infringement of the interests of the parties.
In order for your family to do not affect the conflict of generations, you need to constantly show respect and patience to each other. Olders should often remember that they were once young and did not want to listen to the Soviets, and you would not forget young people that after many years they will also become elderly.
Is it possible to live all your life or not conflict with anyone?
Little to Like Permanent Rugan and Quarrels. Many people would dream to live, never conflict with anyone. However, this in our society is currently impossible.
Starting from early childhood, a person conflicts with others. For example, the kids did not share toys, the child does not listen to the parents. In adolescence, a conflict of generations is very often in first place.
Throughout life, we have to periodically defend our interests, proving our right. At the same time, without conflict, it is impossible to do. In our power only to reduce the number of conflicts to a minimum, try not to succumb to provocations and avoid quarrel without good reason.
Rules of conduct in conflict situation
In the event of a conflict, both participants want to resolve it as soon as possible, while achieving their goals and getting the desired. How should you behave in this situation in order to get out of it with dignity?
First you need to learn how to separate the attitude towards a person with whom a disagreement arose, from the very problem that needs to be solved. Do not start to insult the opponent, switch to individuals, try to behave restrained and calmly. Argument all your arguments, try to put yourself in the opponent's place and offer it to get into your place.
If you notice that you start to get out of myself, offer your interlocutor to take a break to calm down and cool, and then continue the clarification of relationships. For a speedy solution to the problem you need to see a specific goal and emphasize the ways to achieve it. It is important to remember that in any conflict situation, you must first save relationships with the opponent.
Ways out of conflict situations
The most successful way out is to find a compromise by opposing parties. In this case, the parties make a decision that arranges all the participants in the dispute. There are no non-renewability and misunderstanding between conflicting.
However, not in all cases can come to a compromise. Very often the outcome of the conflict is forcing. This version of the conflict is most characteristic if one of the participants takes a dominant position. For example, the head forces the subordinate to do so as he pleases, or the parent tells his child to do as he considers it necessary.
In order not to give the conflict to gain strength, you can try to smooth it out. In this case, the person who is accused of something agrees with reproaches and complaints, is trying to explain the cause of his actions and actions. The use of this entry from the dispute does not mean that the essence of the conflict is understood, but the errors are conscious. Just at the moment, the accused does not want to conflict.
Recognition of your mistakes and repentance in the deed is another way of how to solve the interpersonal conflict. An example of such a situation: the child regrets that he did not prepare lessons and received a two, and promises parents to continue to perform homework.
How to prevent interpersonal conflicts
Each person should always remember that absolutely any dispute is better prevented than to deal with his consequences and establish spoiled relationships. What is the prevention of interpersonal conflicts?
First you need to limit your communication with potentially it can be arrogant, aggressive, secretive personalities. If you completely stop communicating with such people there is no possibility, try to ignore their provocations and always keep calm.
To prevent conflict situations, you need to learn to negotiate with the interlocutor, try to find an approach to any person, respectfully to the opponent and clearly formulate their positions.
In what situations should not conflict?
Before entering the conflict, it is necessary to think well, whether you really need it. Very often, people begin to find out the relationship in cases where it does not make sense.
If your interests are not directly affected, and during the dispute you will not achieve your goals, most likely, it makes no sense to join the interpersonal conflict. An example of such a situation: in the bus, the conductor begins to swear with a passenger. Even if you support the position of one of the arguing, you should not get involved in their conflict without a good reason.
If you see that the level of your opponent is radically different from yours, it makes sense to enter into a dispute and there is no discussion with such people. You will never prove his righteous to a stupid person.
Before you get involved in the conflict, you need to evaluate everything for and against, to think about what consequences he can lead, how your relationship with the opponent will change, and whether you want this, how it is likely that during the dispute you can achieve your goals. Also, much attention should be paid to your emotions at the time of the threat of a quarrel. It is possible to apply the tactics of the rest of the conflict, cool a little and thoroughly think about the current situation.
A) determination of the strategy of the behavior of conflict participants and their willingness to take into account the interests of other conflict partners or a fundamental refusal of any concessions;
B) clarifying the causes of the conflict;
C) an assessment of the validity of the requirements and goals of conflict participants;
D) determining the influence of the conflict on the daily and educational activities of the division and ship crew;
E) the choice of methods and means of resolution of the conflict (negotiations with its participants with each individual, organization of meetings between them, achieving mutual understanding and preparedness for assignments);
(E) Decision on the application of public and official impact on conflict participants (if necessary);
G) proposal to the commander of the ship on the need to participate in the resolution of the conflict.
We emphasize that, depending on the situation, the division commander accepts other measures of impact on conflicting, up to disciplinary coercion, or even comes out with a proposal to transfer them to other ships or dismissal (contractors) from service. But in the classical version, the resolution of the conflict can be considered final only if the participants in the conflict situation do not just find a solution to the problem that has become the subject of their disagreements, but come to this decision as a result of consent. This allows you to count not only to eliminate controversial issues, but also to restore their relationship.
The modern position of specialists in the field of human relations is that the conflict can be managed. The decisive factor at the same time becomes the interest of the participants in the conflict in permission. It is important to choose participants in constructive behavior strategies.
Value conflicts, according to specialists, are the most difficult regulated, since the special significance of values \u200b\u200bfor the individual makes concessions and compromises, so in this area the ideas of the coexistence of values \u200b\u200bare being developed.
Potentially more acute is also the resource conflicts in which their participants are incompatible.
Situations with disagreements about the rules and rules of interaction, on the contrary, are considered less difficult to settle them.
Another important factor is the features of conflict participants. It is known that in different cultures there are ideas about the ways to settle disagreements, the acceptable "price" of the victory used by the means, etc. The more similar in this regard, the presentation of the participants in the situation, the fact that it will be easier for them to agree, "find a common language" . It is also important and purely psychological features of people - their tendency to compromise or, on the contrary, intransigence and dominance.
The overall situation is of great importance, against the background of which the conflict arises and develops. The presence of complicating factors is a common heavy situation, the third forces interested in continuing the conflict, etc. - it makes it difficult to resolve the conflict.
An important role can be played by their behavior skills in situations of disputes and negotiations - the skills of the argument and hearings, the development of alternatives and the search for compromise and so on.
In general, the position of specialists in relation to the resolution of interpersonal conflicts is quite optimistic: conflicts are managers and can be successfully resolved.
Development of affective interaction skills in difficult situations of human relations.
Contradictions between people are inevitable, at least due to the differences inherent in them - differences in the characters, the vital experience occupied by positions and the attitude towards life.
Typical in response to conflicts is increased emotionality. Estimation in conflicts are largely related to the fact that we cannot prove your obvious right to us, approve our, as it often seems to us, the only correct point of view, with feeling that we do not understand (or do not want to understand).
At the same time, this is not the most effective way to attitudes towards conflicts. The maturity of a person is largely determined by how he reacts to problems in communicating with others and how solves them.
Unfortunately, our everyday consciousness is often aimed at winning. People are configured to defend their point of view (after all, we know that absolutely right), hot and smelling each other. If our "enemy", as well as we are absolutely sure (and in conflicts, it is usually so), then this mutual persecution will hardly lead to success, but the complications in the relationship can cause. Even if we try to stop the protracted dispute, the taste of disagreement can be preserved for a long time.
The emotional response of conflict participants in these cases is often associated with the fact that a person perceives his own position as part of his "I", his personality. That is why a person is still defended by her: he actually defends himself. But after all, to recognize your own error or a mistake in a certain case does not at all mean to recognize your personalism. Try not to establish a tough connection between your "I" and its position. It is important to help this and the partner, so usually when negotiating it is recommended, discussing the problem and, possibly, criticized the proposed options for its solution, in no case go to the individual. Speak about the outputs from the conflict, and not about the personality of the partner.
It is easiest way to configure a partner to cooperate with a demonstration of your readiness for him. Who causes confidence? The one who has previously was ready to meet that, with previous contacts, was inclined to show readiness for understanding, to be considered not only with his own interests, but also with the interests of the partner. If the surrounding has an idea of \u200b\u200byou as a disadvantageous, hard, one should not be surprised that they, in turn, will show alertness towards you.
We involuntarily "ask" the rules for which the group will behave with us. There is a psychological law of communication, which in a simplified form states: cooperation causes cooperation, competition - competition.
In conflict, compared with the "normal" communication, we especially need to correctly understand our opponent and be correctly understood. This is possible only with a certain extent of confidence and openness between people. At the same time, in a conflict situation, people rarely resort to such trust communications. The main barrier to this is a conscious and unconscious protection of yourself. A person can consciously strive to tend about something, as it believes that it can be used against him. Yes, and unconsciously, we unwittingly "close" from the partner, trying not to show their true feelings and experiences. If we want our communication in the conflict situation to be more constructive, it is necessary to strive for confidence, to understanding others, to sympathy in their failures. A typical misconception is the idea that you can win something in the conflict. From the point of view of a particular purpose, such a winnings is quite possible. But in this case, the winned at the same time lost, at least the attitude towards him not only the loser, but perhaps those "battle" in whose surroundings.
Therefore, a positive approach to the conflict is to won everything when it is resolved. Let's hope that such a resolution of the conflict is possible in the conditions of the ship service.
Causes of conflict
Objective, not clear distribution of responsibilities, discrepancy between the requirements of the head and the team, violation of mutualities.
Subjective- includes actions purposefully provoking conflict.
Objective-subjective- are laid in an antiplated subject.
22. Methods and methods for resolving interpersonal conflicts: Evasion; smoothing; compulsion; compromise; solution to the problem.
Interpersonal conflict - This is a clash of personalities with various purposes, characters, views, etc.
Prerequisite for the occurrence of conflict is conflict situation. It appears when incomprehension of the interests of the parties, striving for the opposite goals, the use of different means of their achievement, etc. Conflict situation is a conflict condition. In order for the situation to go to the conflict, you need a push.
1. Evasion - The reluctance to participate in the settlement of the conflict and protect their own interests, the desire to get out of the conflict situation.
2. Device - an attempt to soften the conflict situation and preserve the relationship, inferior to the pressure of the enemy. The device applies to conflict situations in relations between the boss and subordinate.
3. Compulsion - This is the management of conflict by pressure, the use of power or power, in order to make his point of view.
4. Confrontation Focusing on achieving its goals without taking into account the interests of the other party. At the same time there are no opportunities for coercion. This method of resolving the conflict does not allow anything.
5. Compromise - This is a conflict resolution by mutual concessions.
6. Cooperation Spends a joint solution to a solution that meets the interests of all parties.
23. Charter of the Police Patrol Service. Purpose, functions, PSR tasks.
In order to improve the activities of the building divisions of the Patrol and Personal Police Service, increasing their role in the protection of public order and providing public security.
The main tasks of the PSR system divisions are:
- ensuring the rule of law on the streets, transport facilities and in other public places.
- Ensuring the safety of personality, prevention and prevention of crimes and administrative offenses at posts and patrol routes.
- Identification at posts, routes and detention of people who have committed crimes and hiding from investigation and court.
- Providing assistance to the divisions of the criminal police performed by the duties assigned to it.
Performing these tasks, PPSP performs the following functions:
- Protection of life, health, rights and freedoms of citizens from criminal and other unlawful encroachments.
- providing assistance to citizens affected by crimes, administrative offenses and accidents, as well as in a helpless or other state, life-threatening and health.
- Suppressing and detention of persons who have committed crimes, on hot pursuit. Active prevention of crimes and administrative offenses, identifying circumstances that contribute to committing them, and within its competence, taking measures to eliminate these circumstances.
- ensuring the rule of law with mass events, timely response and suppression of attempts of violations of the established procedure for their conduct.
- together with other divisions of the internal affairs bodies, the adoption of urgent measures to save people and providing them in the prescribed manner of prefigure assistance in accidents, catastrophes, fires, natural disasters and other emergencies.
- Interaction with citizens on public order protection and providing public security.
- Participation within its competence in measures to prevent and prevent crimes and other offenses carried out through other divisions of the internal affairs bodies, law enforcement agencies, government bodies.
- Participation within its powers in the fulfillment of tasks defined by the plans for the translation of the internal affairs bodies for wartime and actions during emergency circumstances.
- participation in accordance with the legislation of the Russian Federation in the conduct of counter-terrorism operations.
24. Forces and means of PSR. Types of police outfits.
G.N. Smirnov Allocate two groups of methods to eliminate conflicts - structural and interpersonal.
To structural methods of conflict resolution relate:
1) clarification of work requirements (Each employee should know about the expected level of results, about who provides and receives various information, about the system of authority and responsibility, etc.);
2) coordination and integration methods (One of them is a chain of teams. Hierarchy of authority organizes the interaction of people, making decisions and information flows within the organization. The boss may decide on any question that caused contradictions, and thereby prevent the emergence of conflict. The conflict between the two production units can be resolved Having created an intermediate service coordinating the work of these units);
3) direction of efforts of all participants to achieve common goals;
4) creating a remuneration system (gratitude, premium, promotion can be used as a method of controlling a conflict situation, having an impact on the behavior of people).
Interpersonal conflict resolution methods:
1) Evasion - This is a conflict response, expressed in ignoring and actual conflict denial. The pretext here may be references to lack of time, authority, resources, insignificance of the problem or incorrectly selected destination. The motto of such behavior: "Do not make an elephant fly." The goal of the accused party is to postpone the decision of the conflict (somehow nevertheless rushes), give the enemy the opportunity to think about their claims.
2) Smoothing - This is the satisfaction of the interests of the other side through the "adaptation", most often it implies a slight satisfaction of their own interests. Act here on the principle: "So that you won, I have to lose." The reason for such behavior may be the desire to make the "goodwill gesture", to win the location of the partner for the future, the desire to avoid the growing conflict, understanding that the right thing is on the opponent's side. This kind of consent may be partial and external.
3) Compromise - This is an open discussion of opinions and positions aimed at finding a solution that is most convenient and acceptable for both parties. The advantage of such an outcome is the mutual balance of rights and obligations and legalization of claims. Compromise really removes tensions, helps to find the optimal solution. The partners coming on the compromise proceed from
what a joint gain is beneficial that a compromise in one can give a gain in another that a bad solution is better than the lack of solution.
4) Competition it can lead to the dominance of one partner over the other and ultimately to destroy the last: "So that I won, you have to lose." This is an unfavorable and unproductive outcome of the conflict, although it should be recognized that competition can stimulate the ability and talent. Competition most often arises when reassessing itself and underestimating the enemy. It may be caused by the need to protect his interests, life, family, as well as the desire to always take the top, dismissing attitudes towards others.
5) Cooperation - This is a form of resolution of the conflict, in which the satisfaction of the interests of both parties is more important than solving the issue. Cooperation implies that the interests of one side will not be satisfied if the interests and the other are not satisfied, at least partially. None of the parties seeks to achieve the goal at the expense of another.
The outcome of the conflict situation will depend not only and not so much from the causes, factors and models of the conflict flow, the degree of its prolongedness, as from the relationship of the participants themselves to the conflict situation.
Since conflicts often generate such an emotional state, in which it is difficult to think, draw conclusions, approach creatively to resolve the problem, in conflict, follow the following rules:
1. Remember that in a conflict, a person does not dominate the mind, but emotionsWhat leads to the affect when consciousness simply turns off and the person is not responsible for his words and actions for which it happens insistently and inconvenient. Therefore, from business communication, it is necessary to eliminate the judgments and evaluations that infringe the dignity of the interlocutors, patronizing judgments and evaluations, orronical comments expressed with a feeling of badly hidden superiority or disregard.
2. Strive for a valid conversation manner. Such phrases as "I apologize", "I will be very grateful", "if it does not complicate you" impede the formation of internal resistance in opponent, negative emotions are removed.
3. Strive for discussion not about the positions occupied by the parties, but essentially problemsBased on objective criteria. Try to listen to the interlocutor, as the ability to listen is one of the criteria for communicability.
4. Stick up a multi-native approach And, insisting on your offer, do not reject the proposal of the partner, asking for yourself the question: "Do I ever be mistaken?" Try to take both suggestions and see what amount of benefits and losses will bring in the near future and then.
5. Realize the importance of resolving the conflict for yourselfBy asking the question: "What happens if the output is not found?". This will transfer the center of gravity from relationships to the problem.
6. If you and your interlocutor are annoyed and aggressive, then it is necessary to reduce the internal stress, "release steam". But discharged on others is not an output, but the output. But if it so happened that you lost control of ourselves, try to make the only thing: silence yourself, and do not require this from the partner. Avoid the statement of negative emotional states of the partner.
7. Focus on Positive, Best in Man. Then you oblige and it is better.
8. Offer the interlocutor to get up in your place And ask: "If you were in my place, what would you do?" It removes the critical attitude and switches the interlocutor with emotions to understand the situation.
9. Do not exaggerate your merits and do not demonstrate superiority signs. Do not blame and do not attribute only the partner responsibility for the emergence.
10. Regardless of the results of the resolution of the contradictions, try not to destroy the relationship.
We give some of psychological tension removal methods:
1) Switching method to another type of activity - associated with motor activity that requires physical stress, due to which adrenaline is burned. So, if you are at work, deal with any kind of activity: beat the paper, Pour Flowers, make tea, stop the table, go through a quick pace on the corridor, go to the toilet room and hold 4-5 minutes in cold water, go to Window and look at the sky, trees.
If you are at home, try to go out and run or walk in a fast pace of 10-15 minutes, take a contrasting shower, rewind the accumulated dishes. Try to practice this method as often as possible in those moments when you feel that losing self-control. Then this method will enter your habit. In addition, try at least once a week to deal with the case that pleases you, soothes and brings satisfaction.
2) Visualization method - Mentally express your feelings and experiences or do something to a person who caused a negative reaction. It is acceptable when you cannot pour out my irritation, for example, to the manager or if you assume that your anger will only worsen the already intense situation. As a result, you will achieve liberation from anger, without risking.
3) "Grounding" - Imagine: Anger enters you from opponent as a beam of negative energy. Then imagine how this energy goes to the legs and freely goes into the ground.
4) Method "Reducing an opponent in growth" - Imagine that during communication your opponent decreases so much in the growth, which turns into a lump of dirt, which can be used, and his voice is becoming more and weaker. As a result, it will seem less significant and influential.
5) METHOD METHOD - Take colored markers or pencils and relaxed left hand Start drawing any drawing: lines, stains, figures, etc. Try to fully immerse yourself in your experiences, i.e. Choose and spend the lines according to your mood, as if materializing your experiences on paper. Drawing the entire sheet of paper, turn it over it and write 8-10 words on the reverse side, reflecting your mood (experience). Write the words that first come to mind, without thinking. Then take a look at the drawing again, as if re-surviving my state, re-read the words and energetically, with pleasure tear it. Combate crawled sheets of sheets and throw them away into the trash can. Together with the thrown in the pattern, you get rid of poor mood and take care.
6) The "Internal Ray" method - It can be used at the initial stage of irritation, when a violation of self-control is happening, psychological contact disappears in communication, alienation appears.
To fulfill it, it is necessary to relax and present the following pictures. A light beam occurs in the top of the head, which moves from top to bottom and slowly illuminates the face, neck, shoulders, hands with warm, smooth and pleasant light. As the beam moves, wrinkles are smoothed, the stress in the backbone disappears, folds on the forehead are weakened, "fall" the eyebrows, "cooled" eyes, weakened clamps in the corners of the lips, the shoulders are lowered, the neck and chest are released. The light inner beam creates the appearance of a new, calm, confident and prosperous man.
7) Exercise "My Home" ("My Room"). For its implementation, it is necessary to sit down, relax and start building your favorite house or room overlooking the river, lake, forest or somewhere else. Insert it as you want, imagine your chair, favorite place in it. Remember it and mentally go to him rest at any time during the day. Stay in it 5 - 7 minutes, and you will feel the tide of strength.
We listed only a few methods. They will help you to productively go through the crisis and feel more balanced and calm.
Federal Agency for Education
State General Education
higher professional education
Tula State University
Department of Psychology
Control and term paper on psychology on the topic:
Interpersonal Conflicts: Types, Methods for their permission
Performed: student G.820171
Prokhorov Alexander Mikhailovich
Checked: Assistant Department of Psychology
Borodacheva O.V.
Introduction ......................................................................................................... ..3.
I. Interpersonal conflicts: theoretical and methodological aspect ........................ .4
1.1. Interpersonal conflicts: concept, function, features ................................. ..4
1.2 Typology of interpersonal conflicts ................................................................. 7
II. Resolution of interpersonal conflicts ...................................................... ... 10
2.1 Basic negotiation models and styles of interpersonal conflict resolution ......... 10
2.2 Methods of preventing interpersonal conflicts .......................................... .13
Conclusion ...................................................................................................... 16.
List of references used ........................................................................ ..17
Introduction
Relevance of the research topic. Interest in the theoretical and practical study of conflicts is currently due to the strengthening of conflict and tension in various spheres of public life. There was a certain contradiction between the requests for the practice of conflict management and the theoretical and practical capabilities of modern psychology to comprehend the occurring phenomena and the development of practical approaches and recommendations for working with conflicts. The traditional for the domestic social science of the past reduced interest in negative social phenomena led insufficient research attention to the study of conflicts, which could not not affect their theoretical description.
The degree of development of the problem. In foreign and domestic literature, the problem of interpersonal conflict was paid to certain attention. In studies of various aspects of this topic, Yu.Emelyanova, S. Rodubystein, A. Leontyev and a number of other researchers were made.
Object of study: Interpersonal conflicts.
Subject of study: Typology of interpersonal conflicts.
Purpose of the study: Analyze interpersonal conflicts from the point of view of their typology and methods of their permission
To implement the goal, it is necessary to perform a number of tasks:
Consider the concept, functions, features of interpersonal conflicts;
Allocate the main types of interpersonal conflicts;
Identify the main negotiation models in resolving interpersonal conflicts;
Analyze the methods of preventing interpersonal conflicts.
Research methods: Analysis of scientific sources and periodic publications.
I. Interpersonal conflicts: theoretical and methodological aspect
1.1. Interpersonal conflicts: concept, function, features and behaviors
Interpersonal conflicts - Open clashes of interacting subjects on the basis of arising contradictions acting in the form of opposite purposes that are not compatible in some particular situation.
The interpersonal conflict is detected in the interaction between two and more persons. In interpersonal conflicts, subjects oppose each other and find out their relationship straight, face to face. This is one of the most common types of conflicts. They can occur both between colleagues and between the most close people.
In the interpersonal conflict, each Party wants to defend its opinion, to prove another of its wrong, as a result of which people resort to mutual accusations, attacks on each other, verbal insults and humiliation, etc. Such behavior causes acute negative emotional experiences among conflict subjects, which exacerbate the interaction of participants and provoke them to extreme actions.
A. Shipilov allocate three periods of interpersonal conflict:
o Pre-conflict: the emergence of an objective problem situation, awareness of an objective problem situation and attempt to solve it by non-conflict methods;
o Conflict: balanced countering and completion of the conflict;
o Postponflict situation: partial or complete normalization of relationships.
Doctor of Psychology D. Dan , One of the pioneers in the field of conflict resolution, in allocates three The level of conflict development:
overseas: Small troubles that do not pose a threat to relationships;
collaboration: Extraction of skirmishes in a collision - expansion of the circle of the causes of quarrels, a decrease in the desire to interact with the other;
okrizis: Processing collisions into a crisis - the final decision on the break of relations that are unhealthy.
In any case, for the emergence of an interpersonal conflict, there is a contradiction (objective or imaginary). Contradictions that arose due to discrepancy in views, assessing people in the most different phenomena, lead to a dispute situation. If it is a threat to one of the participants, it arises a conflict situation.
The conflict situation is characterized by the presence of the opposite goals and aspirations of mastering one object.
In conflict situations, subjects and object of conflict are detected.
The subjects of the interpersonal conflict include those participants who defend their own interests seek to achieve their goal. The subject of interpersonal conflict is considered to claim its participants. This is the goal, to the achievement of which each of the opposing entities seeks.
Distinctive features of interpersonal conflict are:
o The confrontation of people occurs directly, here and now, on the basis of the collision of their personal motives;
o The entire spectrum of certain reasons is manifested: common and private, objective and subjective
optional conflicts for conflict interaction subjects have a proprietary field for testing characters, manifestations of abilities, intelligence, temperaments, will and other individual psychological features;
o differ by emotionality and coverage of almost all parties to relationships between conflicting subjects;
o affect the interests of the environment.
TO constructive functions of interpersonal conflicts Believe:
o Cognitive: The emergence of conflict acts as a symptom of disadvantaged relationships and manifestations of arising contradictions;
o Development function: conflict is a source of improving the interaction process;
o Instrumental: conflict is the resolution tool of contradictions;
o Perestroika: conflict contributes to the development of mutual understanding of participants.
Destructive interpersonal conflict functions connected with:
o the destruction of existing joint activities;
o deterioration or collapse of relationships;
o the negative well-being of the participants;
o low efficiency of further interaction, etc.
Allocate the following styles of behavior in interpersonal conflict : confrontation, evasion, adaptation, compromise, collaboration, assertivity.
1. Configuration is characteristic of persistent, uncompromising settling of its interests, for which all available funds are used.
2. Evasion is associated with an attempt to get away from the conflict, not to give it great value, possibly due to lack of conditions for its permission.
3. Device - implies the readiness of the subject will come on with its interests in order to preserve relationships.
4. Compromise - Requires concessions on both sides to the extent that the acceptable solution for opposing parties is located by mutual concessions.
5. Cooperation - Spends a joint performance of the parties to solve the problem. With such behavior, various views on the problem are considered legitimate. This position makes it possible to understand the reasons for disagreements and find a way out of the crisis, acceptable to those opposing the parties without infringement of the interests of each of them.
6. Assheritive behavior (from English. Assert - to argue, defend). Such behavior involves the ability of a person to defend its interests and achieve its goals without infringing the interests of other people. It is aimed at realizing their own interests, the condition for the realization of the interests of interacting entities. Asseverness is attentive attitude to both herself and to the partner. Assheritive behavior prevents the emergence of conflicts, and in a conflict situation helps to find a faithful way out of it.
All named behaviors can be both spontaneous and consciously used to achieve the desired results when resolving interpersonal conflicts.
1.2 Typology of interpersonal conflicts
Psychologist A. Carmine As the criterion for the classification of interpersonal conflicts, their reality or truth is felt:
Genuine conflict: existing and adequately perceived;
Random or conventional conflict: depends on changing circumstances, which is not always adequately realized by the parties;
Displays conflict: hides behind an implicit, but being deep conflict;
Incorrectly assigned conflict between the parties to erroneously understanding and incorrectly interpreting problems;
Latent conflict unconscious conflict, which is still in a hidden form;
False conflict: There is due to errors of perception or interpretation that does not have objective grounds.
There is a typology of interpersonal conflicts for reasons of their appearance. For this criterion, all conflicts can be divided into two large groups:
Depubed conflicts that include important value for their identity, interests, objectives associated with the way "I" in your orbit. They can exist for a long time without finding themselves clearly. They arise naturally, as they are due to the psychic warehouse of the personality, the history of its development and communication. The reasons for their appearance are internal, defined by the deep needs and values \u200b\u200bof the individual.
Situational conflicts have an external, most often spontaneous cause of their appearance and do not affect important personality vitality. They wear emotional and explosive and begin immediately from the incident. Examples of the start of such conflicts are the rudeness of the seller, the reprimand of the head, non-refundable in time, taken without permission, etc.
The most common typology of interpersonal conflict is based on the scope of their manifestation:
Interpersonal conflicts in the family;
Interpersonal conflicts in pedagogical incessia.
The family is constantly in the development process, as a result of this, unforeseen situations arise and family members have to respond to all changes. And their behavior in various situations is influenced by temperament, character and personality. It is not surprising that in each family between its members with the inevitability arise various clashes.
The most typical causes of interpersonal conflicts in the family are:
Interpersonal compatibility: not understanding each other, based on the difference in value orientation, social attitudes, interests, motives, needs, characters, temperaments, level of personal development;
Leadership in the family: The leader can lead a family with a fairly successful, can suppress the initiatives of another, forming internal confrontation, fraught with open or hidden conflicts;
Superiority: in the initial period of family life, there are cases when one of the spouses seeks to prove its superiority;
Domestic affairs: Domestic Delete - Inspected Unresolved Problem and Cause of Conflict Situations in the Family.
Family budget: Conflict situations may arise when one of the spouses it seems that the other thanks to spend money or one of the spouses gets more than the other.
Intimate family adaptation: moral and mental and physiological satisfaction with each other in intimate relations.
In pedagogical practice, conflicts are the main types of interpersonal conflicts:
- "Student - Pupil": Most of the conflicts among students arise due to claims for leadership in the microgroups of the class;
- "Student - Teacher": Schoolchildren seek to autonomy, openly defend the right to be themselves, independently solve questions regarding him personally, have their own attachments, as well as their own views on what is happening around it. At this age, the reaction to non-metal comments becomes much sharper and can lead to conflicts in any form.
- "Pedagogue - Pedagog": conflict situations in the educational environment arise not only because of the originality of temperament and character, but also in cases of a low level of personality development.
Among interpersonal conflicts between teacher and students, according to M.M. Fisherman, the following conflicts are allocated:
The conflict of activity that arises between the teacher and students and manifests itself in refusing the second to fulfill the learning task or its bad fulfillment.
Conflict Actions: Everybody's mistake in the resolution of the conflict generates new problems and conflicts in which other students are included.
Conflict of relations, which arises due to the inept resolution of the teacher of problem situations and have a long, protracted character. These conflicts acquire personal meaning, generates a long-term dislike of a student to the teacher, longly violate their interaction.
II. Resolution of interpersonal conflict
2.1 Basic negotiation models and interpersonal conflict resolution styles
The following algorithm for the resolution of interpersonal conflicts is assumed:
Determine the cause and essence of the problem;
Talk to each who affected the conflict, discuss opinions, smoothly moving to the next item;
Find out all the desires and interests of the participants;
Find all possible solutions, trying not to give up other offers and highlight the best options.
According to experts in the field of conflict resolution, the interaction strategies that elect a conflict situation are becoming a decisive factor in overcoming this conflict situation.
Strategies for the behavior of participants in interpersonal conflict situations are divided into three main categories.
- power strategies: These include strategies for the behavior of conflict participants aimed at achieving their own interests without taking into account the interests of the partner. In psychology, they are described as dominance, competition, rivalry.
- another group of interaction strategies in conflict form such forms of behavior that are based on the desire for the care of conflict. They may have the nature of ignoring the problem, non-recognition of the conflict, care from the problem instead of solving it.
- the third form of self-esteem is a federation, willingness to neglect, to come true for interests, goals. It may have a reasonable, rational nature in cases where the subject of conflict is not too significant for a person, this group of strategies is regarded as the most effective way to resolve interpersonal conflicts. It combines a variety of negotiation strategies leading to the development of decisions, to a greater or lesser extent satisfying the interests of both parties.
With the resolution of interpersonal conflicts, two negotiation models differ:
· Model "mutual benefits": It is possible to find such solutions to the problem of solving problems that fully meet the interests of both sides. This is possible in those situations where the interests of the parties, although they contradict each other, but are not incompatible.
· Model "concessions - rapproche": used in cases where the interests of the parties are incompatible and only compromise solutions obtained by the assignment of the parties are possible.
In any case, the negotiation strategies for resolving conflicts unites the fact that the interaction of participants from contradictory becomes agreed, based on the general interest.
The resolution of the conflict can be considered final only if the participants in the conflict situation do not just find a solution to the problem that has become the subject of their disagreements, but come to this decision as a result of consent. This allows you to count not only to eliminate their controversial issues, but also to restore, normalize their relationships and interaction that could be violated. The consent of the parties regarding one or another solution is possible only as a result of the agreements of the Parties, which is why negotiating strategies are really constructive ways of resolving interpersonal conflicts.
Allocate five other major interpersonal styles of conflict resolution:
· Evasion from the permission of the contradiction that has arisen when one of the parties, which is charged with "accusation", translates the topic of communication to another direction. Care as an outcome of the conflict is most of all its peculiar psychological type of "thinker", which is not always ready to resolve the difficult situation. He needed time to think about the causes and methods of solving a conflict problem. This type of permission uses both "practices", while adding an element of the reciprocity of the charge.
· Smoothing, when one of the parties or justifies himself, or agrees with the claim, but at the moment. The excuse itself does not fully solve the conflict and even can exacerbate it, since the inner, mental contradiction increases.
· Compromise as an open discussion of opinions aimed at finding the most convenient solution for both parties. In this case, the partners exhibit arguments in their own and in someone else's benefit, do not postpone the decisions for later and do not force unilaterally to one possible option. The advantage of this outcome in the reciprocity of the equality of rights and obligations and legalization (opening) of claims.
· Forcing is an unfavorable and unproductive outcome of the conflict, when none of the participants take into account the position of the other. He usually arises when one side has accumulated enough small offenses, gathered with the forces and put forward the strongest arguments that the other side could not remove.
· Solving the problem: To determine the essence of the conflict, its participants must coordinate their ideas about the current situation and develop a certain strategy of behavior.
The resolution of interpersonal conflicts is impossible without the adequacy of the perception of people of what is happening, the openness of their relationship and the presence of an atmosphere of mutual trust and cooperation.
2.2 Methods of prevention of interpersonal conflicts
There may be a variety of conflicts, the prevention process is characterized by some common features. First of all, as the stage of a wider managerial process, it is carried out within its necessary conditions and fundamental, previously analyzed. In addition, it is inherent in its prerequisites, specific stages, strategy and technology.
The conflict management involves not only the regulation of the already emerging confrontation, but also the creation of conditions for its warning. Moreover, the greatest significance of the two specified management tasks has prevention. It is a good conflict prevention work that reduces their number and eliminating the possibility of destructive conflict situations.
All conflict prevention activities are one of the specific expressions of the human ability to summarize the existing theoretical and empirical data and on this basis to predict, predict the future.
The prevention of conflict and presents such a type of management activity, which is in advance recognition, eliminating or weakening the factors of conflict and restriction in this way, the possibility of their occurrence or destructive development in the future. The success of this activity is determined by a number of prerequisites:
Knowledge of the general principles of management of social organizations formulated by modern management theory, and the ability to use them to analyze conflict situations;
The level of general theoretical knowledge of the essence of the conflict, its causes, types and stages of development, which are formulated by conflictology;
A depth of analysis on this general theoretical basis of a specific pre-conflict situation, which in each individual case turns out to be unique and requiring a special complex of methods and means for its settlement;
The degree of compliance of the elected methods for adjusting the established hazardous situation of its specific content; This adequacy of the means used depends not only on the depth of theoretical knowledge of possible conflict participants, but also from their ability to rely on their experience and intuition.
It follows from this that conflict prevention activities are very difficult. Therefore, the possibilities of preventive activity should not be overestimated, although it cannot be neglected.
Maintaining and strengthening cooperation, mutual reconciliation relations is the central problem of the entire conflict prevention tactics. Its solution is comprehensive and includes methods of a socio-psychological, organizational and management and moral and ethical nature.
The most important of the socio-psychological methods focused on adjusting the thoughts, feelings and sentiment of people, the following:
1. The consent method involves conducting measures aimed at involvement of potential conflicts in a common cause, in the implementation of which possible opponents appear a more or less broad field of common interests, they better recognize each other, get used to cooperate, jointly resolve emerging problems.
2. The method of benevolence, or empathy, the development of the ability to empathize and sympathizing with other people, to understanding their internal states involves the expression of the necessary sympathy of a comrade for work, a partner, readiness to provide him with practical assistance. This method requires exclusion from the relationship of unmotivated hostility, aggressiveness, ignorance.
3. The method of preserving the reputation of a partner, respect for his dignity. If any disagreements occur, fraught with the conflict, the most important method of preventing the negative development of events is the recognition of the dignity of the partner, the expression of due respect for his personality.
4. Method of mutual addition, which involves support for such abilities of a partner, which we do not dispose.
5. The method of preventing people's discrimination requires the exclusion of emphasizing the superiority of one partner over the other, and even better - and any differences between them. Of course, you can criticize the equalization method of distribution as an unfair, inferior to the individual remuneration method.
6. The last of the psychological methods of preventing conflicts is borrowed from animal training specialists, while trainers who are known to always encourage their pupils for well-performed teams. This method can be conditionally named by the method of psychological stroking. He suggests that people's moods, their senses are regulating, need certain support. For this, practice has developed many ways, such as anniversaries, presentations, various forms of working staff of working groups of joint recreation. These and similar activities are removed by psychological tension, contribute to emotional discharge, cause positive feelings of mutual sympathy, and thus create a moral and psychological atmosphere in an organization that makes the emergence of conflicts.
Summarizing said, it should be emphasized that all the prevention of conflict contributes to the preservation of normal business relations, strengthens mutual respect and trust.
Conclusion
It is impossible to avoid conflict, but this is not necessary, since any conflict, interpersonal, among other things, is a form of manifestation of objective contradictions arising in the process of social interaction, contributes to their development, transition to a higher level. The task is to minimize the destructive consequences of conflicts, reduce their destructive potential using the methods of their constructive settlement. For this, first of all, it is necessary to analyze the causes of the conflict, its structure.
Conflict resolution is a complex multiple process, which, based on the diagnosis of conflict, is expressed in prevention, deterrence, conflict management. Conflict management is characterized by developing strategies for conflict behavior, in suppressing or stimulating conflicts, in reducing the level of conflict destruction.
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