What is conflict?
Conflict is one of the ways to resolve problems and contradictions that arise as a result of interaction between individuals or groups of people. Moreover, it is accompanied by negative emotions and behavior that goes beyond the norms accepted in society.
During a conflict, each side takes and defends an opposing position towards each other. None of the opponents wants to understand and accept the opponent’s opinion. The conflicting parties can be not only individuals, but also public groups and states.
Types of trade union conflicts
In this category, subgroups of emerging contradictions can be distinguished according to various criteria:
- by field of activity: legal, service sector, medicine, public administration and other industries;
- according to the direction of the load: physical (fatigue, long hours) and moral (making difficult decisions, responsibility for others, forced violation of other people’s limits, etc.);
- by the nature of occurrence: natural (when a doctor is forced to cause pain to a patient while giving a therapeutic injection) and artificial (associated with the costs of the state system, when a state inspector, unwittingly, is forced to engage in bureaucratic collection of unnecessary documents).
Further analysis will help to identify other types of professional conflicts, but their criteria will be different.
Interpersonal conflict and its features
If the interests and goals of two or more people in a particular case diverge, and each side tries to resolve the dispute in its own favor, interpersonal conflict arises. An example of such a situation is a quarrel between husband and wife, child and parent, subordinate and boss. This type of conflict is the most common and most frequently occurring.
Interpersonal conflict can occur both between people who know each other well and constantly communicate, and between those who see each other for the first time. In this case, the relationship is clarified by the opponents face to face, through a personal dispute or discussion.
Stages of interpersonal conflict
A conflict is not just a dispute between two participants that arises spontaneously and unexpectedly. This is a process consisting of several stages, gradually developing and gaining strength. The causes of interpersonal conflicts can sometimes accumulate for quite a long time before they result in open confrontation.
At the first stage, the conflict is hidden. At this time, conflicting interests and views are just maturing and forming. At the same time, both parties to the conflict believe that their problem can be solved through negotiations and discussions.
At the second stage of the conflict, the parties realize that it will not be possible to overcome their differences peacefully. So-called tension arises, which increases and gains power.
The third stage is characterized by the beginning of active actions: disputes, threats, insults, dissemination of negative information about the enemy, search for allies and like-minded people. At the same time, mutual hostility, hatred, and bitterness accumulate between the participants.
The fourth stage is the process of resolving interpersonal conflicts. It may end in reconciliation between the parties or a break in relations.
Overcoming problems
There are conflicting opinions on the issue of overcoming economic backwardness and the influence of globalization itself on these processes. Opponents believe that global changes are beneficial only to developed and influential countries, expanding their influence at the expense of underdeveloped states, which will ultimately remain disadvantaged, which will lead to economic conflicts. Examples of such confrontations are evident today. The situation in the world is so tense that it is extremely difficult to talk about universal growing prosperity. The impoverishment of some and, conversely, the rise in wealth of others is the result of today's international economic policy of many states. Only time will tell who was right - supporters or opponents of globalization. But for now it looks like the opponents of the international community have the advantage in their arguments.
Conflicts of an economic nature vary in their manifestation. Examples include: economic blockades, competition, embargoes, strikes of various types, etc. You also need to understand that any compaction of the social mass is accompanied by population growth and causes the problem of division of labor.
The ideas of a new international economic order, the demands of developing countries regarding a world currency and international trade relations, formed the basis of a program to establish a new world order in the economy and in the world community as a whole. However, the proclaimed principles of the free market and equality of opportunity do not work in reality and often turn against the weak partner. In addition, the existing system is not able to solve the global problems of modern society.
Developing countries want greater access to the industrial markets of developed countries. They want to really control the activities of transnational corporations, expand opportunities for the development of advanced technologies, eliminate economic pressure, become active participants in leading organizations in the international arena, and, together with developed countries, exercise control in international trade. The assistance provided by developed countries that are strong on the world stage is based on certain conditions and is of a bound nature. And countries in need want this assistance to be unconditional.
As a result, all changes in the economic system on the international platform have so far been carried out without mutual benefit. Many states are left alone with their problems and act on the principle “saving a drowning person is the work of the drowning person himself.” This concept contradicts all the principles of the world community.
Types of interpersonal conflicts
There are many classifications of interpersonal conflicts. They are divided according to severity, duration, scale, form of manifestation, and expected consequences. Most often, types of interpersonal conflicts differ according to the reasons for their occurrence.
The most common is a conflict of interest. It occurs when people have opposing plans, goals, and intentions. An example is the following situation: two friends cannot agree on how to spend their time. The first one wants to go to the cinema, the second one just wants to take a walk. If neither of them wants to make concessions to the other, and an agreement cannot be reached, a conflict of interest may arise.
The second type is value conflicts. They can arise in cases where participants have different moral, ideological, and religious ideas. A striking example of this type of confrontation is the conflict of generations.
Role conflicts are the third type of interpersonal confrontation. In this case, the cause is violations of habitual norms of behavior and rules. Such conflicts can occur, for example, in an organization when a new employee refuses to accept the rules established by the team.
Causes of interpersonal conflicts
Among the reasons that provoke conflicts, the first place is limited resources. This could be, for example, one TV or computer for the whole family, a certain amount of money for bonuses that needs to be divided among all employees of the department. In this case, one person can achieve his goal only by infringing on another.
The second reason for the development of conflicts is interdependence. This may be a connection of tasks, authorities, responsibilities and other resources. Thus, in an organization, project participants may begin to blame each other if for some reason it was not possible to implement it.
Conflicts can be provoked by differences between people in goals, views, ideas about certain things, and manners of behavior and communication. In addition, the cause of confrontation can be a person’s personal characteristics.
Types
The concept of conflict implies a confrontation between subjects of society with unequal necessary benefits of life, opportunities for ensuring well-being, and comfort in certain strata of society.
The following types of economic conflicts are distinguished:
- participants in domestic and family conflicts (husband, wife, children, etc.);
- workers and employer;
- enterprises and the power structure that regulates activities
- entrepreneurs;
- those claiming rent (privileges and licenses);
- cartel members;
- different social classes and economic conflicts arising between them due to social problems;
- the state and social segments of the population that are supported by the state: pensioners, low-income people, disabled people, students, the unemployed and parents raising small children who have no income;
- professional categories of citizens with the goal of redistributing resources in their own interests;
- plaintiffs in court and defendants in a lawsuit;
- the federal center and regions in connection with resource problems;
- political organizations entering into economic conflicts due to disagreements;
- countries defending economic interests.
Interpersonal conflicts in the organization
Almost all people spend most of their time at work. During the performance of duties, disputes and contradictions often arise between employees. Conflicts in interpersonal relationships that occur in organizations very often slow down the company’s activities and worsen the overall result.
Conflicts in organizations can occur both between employees occupying the same position and between subordinates and superiors. The reasons for the emergence of contradictions may be different. This includes shifting responsibilities to each other, and a feeling of unfair treatment from management, and the dependence of employees’ results on each other.
Conflict in an organization can be provoked not only by disagreements about work issues, but also by problems in communication and personal hostility between colleagues. Most often, confrontation can be resolved by employees themselves through negotiations. Sometimes the management of interpersonal conflicts is taken over by the head of the organization, he finds out the reasons and tries to resolve the problems that have arisen. It happens that the matter may end with the dismissal of one of the conflicting parties.
The concept of self-interest
Personal interest refers to situations that directly or indirectly may affect the performance of an employee’s duties. Self-interest directly influences conflicts of interest in public service. Examples of personal interest are the possibility of a person holding a public office receiving additional income in the form of money, valuables and other property, which are provided not only directly to the employee, but also to his family members, relatives, and friends.
A civil servant, due to his work, for example, when performing certain functions of government-type departments, may find himself in situations that fall under the definition of personal interest. A conflict of interest in the state and municipal service in this case may be caused by the functions of the employee regarding the authority to make decisions on technical, organizational, personnel, financial, material or other issues of the organization or the state.
Interpersonal conflicts between spouses
Family life involves constantly solving all kinds of everyday problems. Very often, spouses cannot find agreement on certain issues, resulting in interpersonal conflict. An example of this: the husband returned from work too late, the wife did not have time to cook dinner, the husband scattered dirty socks around the apartment.
Material problems significantly aggravate conflicts. Many domestic quarrels could be avoided if every family had enough resources. The husband doesn’t want to help his wife wash the dishes - let’s buy a dishwasher, there is an argument over what channel we will watch - no problem, let’s get another TV. Unfortunately, not everyone can afford this.
Each family chooses its own strategy for resolving interpersonal conflicts. Some people quickly give in and seek reconciliation; others can live in a state of quarrel for a long time and not talk to each other. It is very important that discontent does not accumulate, that spouses find a compromise, and that all problems are resolved as quickly as possible.
Interpersonal conflicts between people of different generations
The conflict between “fathers and sons” can be viewed in a broad and narrow sense. In the first case, it occurs within an individual family, while in the second it is projected onto the entire society as a whole. This problem has existed at all times; it is not new to our century.
Generational conflict occurs due to differences in views, worldviews, norms and values between young people and older people. However, this difference does not necessarily provoke conflict. The reason for the struggle between generations is the unwillingness to understand and respect each other's interests.
The main features of interpersonal conflicts between generations are that they are much longer in nature and do not develop in certain stages. They may periodically subside and flare up again with renewed vigor in the event of a sharp infringement of the interests of the parties.
To ensure that your family is not affected by generational conflict, you must constantly show respect and patience to each other. Old people should often remember that they were once young and did not want to listen to advice, and young people should not forget that after many years they will also become elderly.
Is it possible to live your whole life without conflict with anyone?
Few people like constant swearing and quarrels. Many people would dream of living without ever having conflict with anyone. However, this is currently impossible in our society.
Starting from early childhood, a person conflicts with others. For example, the kids did not share the toys, the child does not obey the parents. In adolescence, generational conflict often comes first.
Throughout our lives, we have to periodically defend our interests and prove that we are right. At the same time, it is impossible to do without conflicts. All we can do is reduce the number of conflicts to a minimum, try not to succumb to provocations and avoid quarrels without good reason.
Rules of behavior in a conflict situation
When a conflict arises, both participants want to resolve it as quickly as possible, while achieving their goals and getting what they want. How should you behave in this situation in order to come out of it with dignity?
First, you need to learn to separate your attitude towards the person with whom you have a disagreement from the problem itself that needs to be solved. Don’t start insulting your opponent or getting personal, try to behave with restraint and calm. Give reasons for all your arguments, try to put yourself in your opponent’s place and invite him to take your place.
If you notice that you are starting to lose your temper, invite your interlocutor to take a break to calm down and cool down a little, and then continue to sort things out. To solve a problem as quickly as possible, you need to see a specific goal and focus on ways to achieve it. It is important to remember that in any conflict situation it is necessary, first of all, to maintain relations with the opponent.
Structure
The conflict structure includes these components:
- Participants. Individuals and certain social associations, organizations, ideological movements, and other communities can act as participants.
Even states can be participants in a social conflict. - Item. The subject refers to the very essence of the conflict, the contradiction that arose between the participants.
- An object. This is a certain benefit that the parties to the conflict seek to obtain. This could be material wealth, power, maintaining certain spiritual norms, achieving a goal, and much more.
- Macroenvironment and microenvironment. The conditions of the microenvironment and macroenvironment must be taken into account by all parties to the conflict. The microenvironment is the people who surround the conflicting parties and with whom they interact, and the macroenvironment is the social communities that the participants belong to.
Ways to get out of a conflict situation
The most successful way out of a conflict situation is to find a compromise between the warring parties. In this case, the parties make a decision that suits all parties to the dispute. There are no remaining agreements or misunderstandings between the conflicting parties.
However, not in all cases it is possible to reach a compromise. Very often the outcome of a conflict is coercion. This option for resolving the conflict is most typical if one of the participants occupies a dominant position. For example, a leader forces a subordinate to do as he pleases, or a parent tells his child to do as he sees fit.
To prevent the conflict from gaining momentum, you can try to smooth it out. In this case, the person who is accused of something agrees with the reproaches and claims, and tries to explain the reason for his actions and actions. Using this method of getting out of a dispute does not mean that the essence of the conflict is understood and the mistakes are realized. It’s just that at the moment the accused does not want to enter into conflict.
Admitting your mistakes and repenting for what you have done is another way to resolve interpersonal conflict. An example of such a situation: a child regrets that he did not prepare his homework and received a bad grade, and promises his parents to continue to do his homework.
Signs
Main signs of conflict:
- the presence of circumstances that the parties consider to be conflicting,
- the presence of inconsistency, contradictions in the views, goals, interests of the parties,
- conflict interaction between participants,
- the use of various methods of pressure on opponents (including physical and mental violence),
- results of conflict interaction.
As a rule, conflict situations do not exclusively benefit the parties, and much depends on the specific conflict and the individual characteristics of the participants.
It is also important to consider that each of the participants and observers is able to assess the conflict and its outcome differently.
How to prevent interpersonal conflicts
Every person should always remember that it is better to prevent absolutely any dispute than to later deal with its consequences and repair damaged relationships. What is the prevention of interpersonal conflicts?
First, you need to limit your communication with potentially conflicting people as much as possible. These can be arrogant, aggressive, secretive individuals. If it is not possible to completely stop communicating with such people, try to ignore their provocations and always remain calm.
To prevent conflict situations, you need to learn to negotiate with your interlocutor, try to find an approach to any person, treat your opponent with respect and clearly formulate your positions.
In what situations should you not conflict?
Before entering into conflict, you need to think carefully about whether you really need it. Very often people start to sort things out in cases where it makes no sense at all.
If your interests are not directly affected, and during the dispute you will not achieve your goals, most likely there is no point in entering into an interpersonal conflict. An example of a similar situation: on a bus, the conductor starts arguing with a passenger. Even if you support the position of one of the disputants, you should not get involved in their conflict without a good reason.
If you see that your opponent’s level is radically different from yours, there is no point in entering into an argument or discussion with such people. You will never prove to a stupid person that you are right.
Before getting involved in a conflict, you need to evaluate the pros and cons, think about what consequences it could lead to, how your relationship with your opponent will change, and whether you want this, how likely it is that during the dispute you will be able to achieve your goals. You also need to pay great attention to your emotions at the moment of threat of a quarrel. It may be worth using tactics to avoid the conflict, cool down a little and think carefully about the current situation.
Psychological portrait of a professional
When determining whether a chosen profession matches a person’s psychotype, it is advisable to start with a list of professional conflicts in a specific activity. For example, a conflict with a consumer (for a hairdresser), with a counterparty (for a lawyer), with authorities (for a lawyer), with public institutions (for a religious figure), with students (for a teacher).
Based on these data, it is necessary to find out which character traits are desirable for such activities, and which are not at all acceptable. For example, perseverance is important for a lawyer, endurance is important for a teacher, and compliance is important for a hairdresser.
In any profession, high stress resistance is good, because such a person is able to quickly switch from one mode to another and not take negativity personally.
