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Examples of conflicts in psychology. Types of conflicts

There are four types of conflicts:

1. Intrapersonal conflict arises when conflicting requirements are presented to one person. For example, the teacher gives the assignment to do the test, and allows the use of notebooks with notes and leaves the class. Upon his return, he takes a notebook from one of the students and gives him a "pair" for cheating. Often this conflict turns into an interpersonal one.

Intrapersonal conflict can also arise from the fact that production requirements are not aligned with personal needs or values.

2. Interpersonal conflict is the most common. Most often it is the leader's struggle for limited resources, labor, finances, etc. Everyone believes that if resources are limited, then he must convince the higher authorities to allocate them to him, and not to another leader.

Interpersonal conflict can also manifest itself as a clash of personalities, i.e. people with different characters, incompatible temperaments are simply not able to get along with each other.

3. Conflict between the individual and the group. Due to the fact that work groups establish their own norms of behavior and rules, it happens that the expectations of the group are in conflict with the expectations of the individual. Thus, a conflict arises between a person and a group if this person takes a position that differs from that of the group.

4. Intergroup conflict. Since organizations are usually made up of many formal and informal groups structurally, conflicts can arise between groups.

In terms of the degree of manifestation, conflicts are hidden and open.

Latent conflicts usually involve two people who, for the time being, try not to show that they are in conflict. But with the growth of emotional tension, the conflict situation gets out of control and turns into an open conflict.

Intrigues are also distinguished as a kind of conflict. Intrigue is understood as "a deliberate dishonest action beneficial to the initiator, which forces the collective or the individual to certain actions and thereby harms the collective and the individual" Kabushkin. N.I. Fundamentals of management: textbook. manual / N.I. Kabushkin. - M .: New knowledge, 2006. - P. 280. Intrigues, as a rule, are carefully thought out and planned, and have their own storyline.

Causes of conflicts

Each conflict has its own cause. N.I. Kabushkin identifies the following groups of causes that give rise to conflicts:

1. Lack of consistency and inconsistency of goals of individual groups and employees.

To avoid conflict, it is necessary to clarify the goals and objectives of each department and employee by transmitting the appropriate instructions orally or in writing.

2. Unclear delineation of rights and obligations. The consequence of this is double or triple subordination of performers, when the subordinate is forced to:

a) himself to rank the orders received according to the degree of their importance at his own discretion;

b) demand this from your immediate supervisor;

c) grab onto everything.

3. Limited resources. Even in the largest organizations, resources are always limited. Management decides how to properly allocate materials, human resources, finances, etc. between different groups to achieve the goals of the organization. Allocating a larger share of resources to some will cause resentment and lead to various types of conflict.

4. Insufficient level of professional training. Due to the unpreparedness of a subordinate, he is not trusted to perform certain types of work that another employee performs. As a result, some workers are underworked while others are overworked.

5. Unjustified public censure of some and undeserved praise of other employees - "favorites". This situation always provokes conflict.

6. Contradictions between the functions that are part of the employee's job responsibilities and what he is forced to do at the request of the manager.

7. Differences in demeanor and life experience. There are people who are constantly aggressive and hostile towards others and are willing to challenge every word. Such people create a nervous atmosphere around themselves, leading to a conflict situation. Differences in life experience, values, education, seniority, age and social characteristics reduce the degree of mutual understanding and cooperation.

8. Uncertainty in growth prospects. If an employee does not have a growth perspective or doubts its existence, then he works without enthusiasm, and the labor process becomes painful and endless for him.

9. Unfavorable physical conditions. Extraneous noise, heat or cold, poor layout of the workplace can cause conflict.

10. Lack of sympathetic attention. The reason for the conflict may be the leader's intolerance of fair criticism, inattention to the needs and concerns of subordinates, etc.

11. Psychological phenomenon. Feelings of resentment and envy (others are better, others are more successful, happier, etc.).

Considering the causes of conflicts, one must take into account that in certain situations the source of the conflict is the leader. Many unwanted conflicts are generated by the personality and actions of the leader, especially if he allows himself personal attacks, is vindictive and suspicious, does not hesitate to publicly demonstrate his sympathies and antipathies.

The reasons for the conflict can be the lack of principle of the leader, his false understanding of one-man command as a principle of management, vanity, harshness and rudeness in the treatment of subordinates.

Today, there are many classifications of types of conflicts. Here are some of them.

D. Den's classification divides conflict situations into skirmish, collision and crisis. A skirmish means a small situation at the level of everyday interaction that does not affect important parties, does not threaten the interaction.

By collision, the scientist understands a series of repetitive encounters united by one contradiction. At the same time, the participants in the conflict decrease the desire to cooperate, and the belief in the continuation of positive relations decreases.

In a crisis, negative emotions are experienced not only by the direct participants in the conflict, but also by the immediate environment. At this stage, it becomes difficult to identify a conflict of interest. The threat of violence arises in particularly aggressive forms.

Rapoport's classification also suggests three types of conflict: fight, debate, play.

The fight reveals the irreconcilability of the relationship, it presupposes the "win-lose" model. A state of neutrality is basically impossible.

In "debate", both sides expect a compromise, which is resolved in the form of a dispute and involves maneuvers.

The "game" assumes that the parties are within the rules that they have established for their relationship.

Depending on the parties conflict is distinguished by:

  1. Intrapersonal conflicts - conflicts between elements of the personality structure. are expressed in acute negative experiences of the personality, generated by its contradictory aspirations. By their nature and content, they are largely psychological, although they also have a social connotation. They are caused by the contradictions of motives, interests, values \u200b\u200band self-assessments of the individual and are accompanied by emotional stress and negative experiences of the current situation. It can be both destructive and constructive, that is, it can have both positive and negative consequences for the individual. The reasons for an intra-personal conflict can be a contradiction between needs, a contradiction between an internal need and a social norm, a contradiction between the various roles of an individual, the difficulty of choosing between different options for behavior;
  2. interpersonal conflicts - a clash between individuals in the process of their social and psychological interaction. Personal qualities of people, their mental, socio-psychological and moral characteristics, their interpersonal compatibility or incompatibility are of great importance in interpersonal conflict. The reasons for these conflicts can be very diverse;
  3. conflicts between an individual and a group are more multifaceted conflicts, which, in addition to intra-personal and interpersonal reasons, include reasons due to the group organization. They arise when one of the individuals takes a position that differs from the position of the group. They can be constructive (it helps to strengthen the connection of the individual with the group, the formation of personal and group identification and integration) and destructive (personality disidentification and group disintegration);
  4. intergroup conflicts are the most frequent type of conflicts, which is expressed in the clash of interests of various groups. The reasons for intergroup conflicts can be: economic, political, national-ethnic, etc. Depending on the level of social groups, the conflict has its own characteristics of occurrence and ways of resolving them. At the level of small social groups, the social identification of groups, which causes social differentiation between groups, plays an important role in the occurrence of intergroup conflict. Large social groups are characterized by large scale and depth of conflicts;
  5. international - arise between individual states or groups of states. These conflicts are based on the conflicting interests of countries.

By spheres of life people are distinguished:

  1. household;
  2. labor;
  3. family;
  4. military;
  5. educational and pedagogical, etc.

By the nature of the objectsabout which conflicts arise:

  1. status - role;
  2. resource;
  3. sociocultural;
  4. ideological, etc.

By the direction of influence and distribution of powers allocate:

  1. vertical conflicts (boss - subordinate);
  2. conflicts "horizontally" (between colleagues).

By time parameters conflicts are subdivided into:

  1. short-term;
  2. fleeting;
  3. long-term.

By performance conflicts are divided into:

  1. constructive - conflicts with positive consequences (strengthening cooperation in a group, achieving a result);
  2. destructive - conflicts with negative consequences (the breakup of a group, uncivilized forms of relationships between people).

By the nature of the reasons:

  1. realistic conflicts - conflicts that serve as a means to achieve some result outside the conflict;
  2. unrealistic - the object is inseparable from the conflict itself and coincides with it.

Conflict (lat.conflictus) is a collision of oppositely directed, incompatible tendencies in the consciousness of a single individual, in interpersonal interactions or interpersonal relationships of individuals or groups of people, associated with acute negative emotional experiences. Any organizational changes, contradictory situations, business and personal relationships between people often give rise to conflict situations that are subjectively accompanied by serious psychological experiences.

From an ordinary point of view, a conflict has a negative meaning, is associated with aggression, deep emotions, disputes, threats, hostility, etc. There is an opinion that a conflict is always an undesirable phenomenon and should be avoided if possible and, if it has arisen, immediately resolved ... Modern psychology considers the conflict not only in a negative, but also in a positive way: as a way of developing an organization, a group and an individual, highlighting the positive aspects associated with the development and subjective understanding of life situations in the contradictions of conflict situations.

Conflict is most often viewed as competition in satisfying interests. What situation can be called a conflict situation? This question is answered thomas's theorem: if situations are defined as real, then they are real in their consequences, that is, a conflict becomes reality when it is experienced as a conflict by at least one of the parties.

A conflict can also be viewed as a state of shock, disorganization in relation to previous development and, accordingly, as a generator of new structures. In this definition M. Robert and F. Tillman indicate the modern understanding of the conflict as a positive phenomenon.

J. von Neumann and O. Morgenstein define a conflict as the interaction of two objects with incompatible goals and ways to achieve these goals. As such objects can be considered people, individual groups, armies, monopolies, classes, social institutions, etc., whose activities are in one way or another related to the formulation and solution of organizational and management problems, with forecasting and decision-making, as well as with planning purposeful actions. ...

K. Levin characterizes a conflict as a situation in which the individual is simultaneously affected by oppositely directed forces of approximately equal magnitude. Along with the "power" lines of the situation, the personality itself plays an active role in resolving conflicts, understanding and seeing them. Therefore, in Levin's works, both intrapersonal and interpersonal conflicts are considered.

From point of view role theory a conflict is understood as a situation of incompatible expectations (requirements) that a person is subject to, playing a role in the social and interpersonal structure. Usually such conflicts are divided into inter-role, intra-role and personal-role.

In L. Coser's theory of social conflict conflict is a struggle over values \u200b\u200band aspirations due to a deficit of status, power and means, in which the goals of opponents are neutralized, infringed upon or eliminated by their rivals. The author also notes the positive function of conflicts - maintaining the dynamic balance of the social system. If the conflict is related to goals, values \u200b\u200bor interests that do not affect the foundations of the existence of groups, then it is positive. If the conflict is related to the most important values \u200b\u200bof the group, then it is undesirable, since it undermines the foundations of the group and carries a tendency to its destruction.

By W. Lincoln, positive the impact of the conflict is manifested in the following:

  • conflict accelerates the process of self-awareness;
  • under his influence a certain set of values \u200b\u200bis affirmed and confirmed;
  • promotes a sense of community, as others may find themselves having similar interests and striving for the same goals and results and supporting the use of the same means - to such an extent that formal and informal alliances arise;
  • leads to the unification of like-minded people;
  • promotes detente and overshadows other, insignificant conflicts;
  • promotes prioritization;
  • plays the role of a safety valve for a safe and even constructive release of emotions;
  • thanks to him, attention is drawn to dissatisfaction or proposals that need discussion, understanding, recognition, support, legal registration and resolution;
  • leads to the emergence of work contacts with other people and groups;
  • it stimulates the development of systems for equitable prevention, conflict resolution and management.

Negative the impact of conflict often manifests itself in the following:

  • the conflict poses a threat to the declared interests of the parties;
  • it threatens a social system that ensures equality and stability;
  • hinders the rapid implementation of change;
  • leads to loss of support;
  • makes people and organizations dependent on public statements that cannot be easily and quickly abandoned;
  • instead of a carefully measured answer, it leads to quick action;
  • the conflict undermines the confidence of the parties in each other;
  • causes disunity among those who need or even strive for unity;
  • as a result of the conflict, the process of forming alliances and coalitions is undermined;
  • the conflict tends to deepen and widen;
  • conflict changes priorities to such an extent that it jeopardizes other interests.

There are numerous classification of conflicts... The grounds for them can be the source of the conflict, content, significance, type of resolution, form of expression, type of structure of relationships, social formalization, socio-psychological effect, social result. Conflicts can be latent and explicit, intense and blurred, short-term and protracted, vertical and horizontal, etc.

By focusconflicts are divided into "horizontal" and "vertical", as well as "mixed". Horizontal conflicts include such conflicts in which persons who are subordinate to each other are not involved. Vertical conflicts include those in which persons who are subordinate to one another are involved. Mixed conflicts have both vertical and horizontal components. According to psychologists, conflicts with a vertical component, that is, vertical and mixed, make up approximately 70-80% of all conflicts.

By meaningfor a group and an organization, conflicts are divided into constructive (constructive, positive) and destructive (destructive, negative). The former are beneficial to the cause, the latter are harmful. It is impossible to leave the first, from the second it is necessary.

By nature of reasonsconflicts can be divided into objective and subjective. The first are generated by objective reasons, the second - subjective, personal. An objective conflict is often resolved constructively, a subjective one, on the contrary, as a rule, it is resolved destructively.

M. Deutsch classifies conflicts by criterion truth-falsityor reality:

  • "Genuine" conflict - existing objectively and perceived adequately;
  • “Accidental, or conditional” - depending on easily changeable circumstances, which, however, is not recognized by the parties;
  • "Displaced" - an obvious conflict, behind which is hidden another, invisible conflict that lies at the basis of the explicit;
  • "Misattributed" - a conflict between parties who misunderstand each other and, as a result, over misinterpreted issues;
  • "Latent" - a conflict that should have happened, but which does not exist, since for one reason or another it is not recognized by the parties;
  • “False” - a conflict that exists only due to errors of perception and understanding in the absence of objective grounds.

Classification of conflicts by type social formalization: formal and informal (formal and informal). These conflicts, as a rule, are associated with the organizational structure, its features and can be both "horizontal" and "vertical".

In their own way socio-psychological effectconflicts are divided into two groups:

  • developing, affirming, activating each of the conflicting individuals and the group as a whole;
  • contributing to the self-affirmation or development of one of the conflicting individuals or groups as a whole and suppression, restriction of another individual or group of individuals.

By the volume of social interactionconflicts are classified into intergroup, intragroup, interpersonal and intrapersonal.

Intergroup conflicts assume that the parties to the conflict are social groups pursuing incompatible goals and by their practical actions hindering each other. This may be a conflict between representatives of different social categories (for example, in an organization: workers and engineers, line and office personnel, trade union and administration, etc.). In socio-psychological studies it has been shown that "own" group in any situation looks better than "the other". This is the so-called phenomenon of in-group favoritism, which is expressed in the fact that group members in one form or another favor their group. It is a source of intergroup tension and conflict. The main conclusion that social psychologists draw from these patterns is the following: if we want to remove intergroup conflict, then it is necessary to reduce differences between groups (for example, lack of privileges, fair wages, etc.).

Intragroup conflict includes, as a rule, self-regulatory mechanisms. If group self-regulation does not work, and the conflict develops slowly, then conflict in the group becomes the norm of relations. If the conflict develops quickly and there is no self-regulation, then destruction occurs. If a conflict situation develops in a destructive manner, then a number of dysfunctional consequences are possible. These can be general dissatisfaction, poor state of mind, decreased cooperation, strong loyalty to one's group, and a lot of unproductive competition with other groups. Quite often there is an idea of \u200b\u200bthe other side as an "enemy", of one's own goals as positive, and of the other side as negative, interaction and communication between the parties decreases, more importance is attached to "victory" in the conflict than to solving a real problem.

A group is more resistant to conflict if it is cooperatively interconnected. The consequence of this cooperation is freedom and openness of communication, mutual support, friendliness and trust towards the other side. Therefore, the likelihood of intergroup conflicts is higher in diffuse, immature, tight-knit and value-separated groups.

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

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

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

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

Reasons and types of disagreement

The causes and types of conflicts are closely related. The first mainly affects how the situation will be resolved. It is the identification of the cause of the conflict that will help not only resolve it, but also prevent it in the future. It is clear that, without knowing the true essence, we will not be able to deal with this effectively, and based only on theory, this also cannot be done. You will definitely need special knowledge of the psychology of the interlocutors, if we talk about interpersonal disputes.

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

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

There are these types of personality conflicts:

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

Intrapersonal conflict

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

Here a conflict arises with ourselves, which pushes us to rash actions, or, conversely, to renounce the action, which we may later regret. This is the inconsistency of the mind and heart, physical needs and morals, and so on.

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

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

Interpersonal conflict

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

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

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

Conflict between individual and group

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

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

Group conflict

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

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

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

Other types of social discord

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

The types of social conflicts also imply another classification, according to the spheres of human activity, according to which the contradictions are divided into the following groups:

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

Political conflict

Such a conflict can arise at moments of power sharing, achievement of the desired heights in this area, the struggle for influence and authority. Indeed, these disagreements almost always arise, and we all observe them.

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

Socio-economic conflict

These types of conflicts are associated primarily with the material well-being of every citizen of the country, and indeed of any person in the world.

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

National and ethnic conflict

This kind of disagreement arises on the basis of protecting the interests of races and nations. Here comes the concept of racism, which, unfortunately, will never be eradicated. There are and will be people in the world who despise other nations because of the difference in religions, skin color, traditions and customs. This is very wrong, but nothing can be done about it. Fortunately, most people are completely peaceful and treat everyone the same.

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

Interstate conflicts

Conflicts between states should be singled out as a separate group. Their reasons can be all of the above conflicts, and other factors, which together come to a conflict of interests of two or more countries.

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

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

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

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

Conflict Behavior

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

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


What needs to be done to resolve the conflict

We will now present an indicative step-by-step scheme for resolving interpersonal differences. It is important to remember that shouting or assault is not okay. It is necessary to treat the person with understanding, because he may not even know that the conflict was brewing, and did not do everything out of malice.

You can describe specific actions through a trivial situation: too loud conversation on the phone of your colleague in the office.

  1. Determine that the problem still exists for you, and it can provoke arguments (noise distracts from work).
  2. Consider what you will say. Remember to speak absolutely calmly and measuredly, showing more frustration than anger or hatred towards another person. An angry tone has never led to a peaceful resolution of conflicts without consequences.
  3. Make it clear to the other person that there is a problem that needs immediate resolution. Be based on three sides of expression: behavior (when the phone rings and a conversation begins ...), consequences (... you can't get together and work with high efficiency ...) and feelings (... which takes more strength and energy and spoils the mood).
  4. Do not let the person change the topic of the conversation, as he may begin to evade and not admit the existence of a conflict, explaining in our situation by the fact that "everyone does this."
  5. Further, it is worth offering a way out of the situation, pointing out that it is unpleasant for any person. For example, say that a person may leave the premises for personal matters. Take this as a rule in your team, agree together.

So, based on this situation, we can conclude that any conflict can be resolved through negotiations and reaching a compromise, a common denominator, which brings the dispute to nothing. Any type of conflict can be resolved in this way.

AT psychologydifferent types of conflicts.

Accordingly, the most optimal ways of their resolution are selected.

Types of temperament and their psychological characteristics in ours.

What is it: definition of a concept

What is the best definition for the concept of conflict?

Conflict- relations between subjects, characterized by confrontation based on differences of views, motives, interests.

The structure of the conflict in this video:

Essence and classification

What conflicts are there? In sociology and psychology, conflicts are divided into natural and unnatural. The first ones appear by themselves when there are contradictions between their own ideas and ideas about the situation of other people or a group.

Artificial ones are created for the realization and achievement of a specific goal. Sometimes used by individuals to relieve stress.

Conflict is developing process... It can progress, persist for a long time, alter or stop naturally. Sometimes it goes into a latent stage, ready to flare up again.

In, depending on the degree of employee involvement, conflicts are divided into horizontal, vertical, mixed.

There are emotional conflicts when the cause is not the object, but the concepts, requirements, attitudes of the subject.

Participantsare usually not the same in rank. Incident, that is, an action can arise at the initiative of one of the parties, be created intentionally, sometimes it occurs without a goal, for the sake of the conflict itself.

Conflicts are classified:

  • by area of \u200b\u200bmanifestation - economic, political, ideological, family;
  • by degree of tension - stormy, latent, long-term, sluggish, fast-flowing;
  • by subject - intergroup, interpersonal, between an individual and a group;
  • by consequences - constructive or destructive;
  • on subject- realistic, pointless.

The essence of any conflict is to provoke changes, positive or negative.

Types and characteristics

Effects

According to the consequences, conflicts are divided into two large groups:

  • functional, involving the search for promising alternatives, making it possible to effectively resolve disagreements, positively affecting the development of an individual;
  • destructive - the goals are not achieved, the needs of the individual are not met.

According to the impact, the conflict can be divided into negative and positive.

W. Lincolnhighlighted the following positive consequences of a conflict situation:

  • uniting people with the same orientation - like-minded people;
  • acceleration of the process of self-awareness;
  • discharge, stress relief, insignificant matters fade into the background;
  • prioritizes;
  • helps the release of emotions;
  • attention is drawn to proposals that need to be discussed;
  • helps to establish working contacts;
  • a certain set of values \u200b\u200bis established under the influence of the situation;
  • there is a search for the most optimal ways to prevent conflicts.

TO negative consequences refers to:

  • threatens the social system;
  • undermines the confidence of the parties;
  • tends to deepen, expand;
  • changes priorities, endangers interests;
  • prevents rapid change;
  • people find themselves dependent on statements made publicly.

When assessing a particular conflict, one must proceed from the need to obtain a certain result and try to translate it into a positive channel as soon as possible.

Forms and typology of conflict situations

The main types of conflict situations are distinguished. There are four of them:

  1. Intergroup... They occur within the organization between small groups, between large social groups.
  2. Individual-group... When an individual and a group enters into a confrontation.
  3. Interpersonal... In this case, the members of the group develop incompatible goals, patterns of behavior, and motives.
  4. Intrapersonal... Collisions occur within the person himself, when contradictions appear between the expectations and requirements of the external environment.

The types of conflicts include intriguewhen on the one hand there is a dishonest act beneficial to the initiator.

They encourage individuals or groups to take action and harm other people or a social group.

Types of conflicts - examples:

Types of personality behavior

In a conflict situation, people can exhibit different behaviors. It depends on personality traits, experience, seeking a certain benefit, achieve the desired goal.

Types of behavior in short:

  • compromise- search for possible concessions on both sides;
  • adaptation- one of the parties refuses to express its interests for the sake of the interests and requirements of the other party;

    In this case, you have to adapt, rebuild, humble yourself.

  • cooperation- there is a search for a common benefit, sometimes it is required to go through several stages until a better solution is found;
  • ignoring- the person does not want to enter into a conflict, ignores the demands of the other side, but as a result, the disagreements become more, and the tension grows;
  • rivalry - an active form of interaction, the subjects insist on their own, strive for a common goal, but at the same time they do not want to concede primacy. Various options are possible here - someone will win, ahead of the opponent, or you will have to look for a compromise.

Conflict Management - is a purposeful impact on the behavior of participants and the dynamics of the development of the situation.

The modern point of view is that in some situations, conflicts are desirable.

This stimulates the development of the system. At the same time, provoking conflicts, one must be able to keep them under control and guide them in the right direction.

ConflictologyIs a whole branch of psychology. She is constantly studying, improving methods of managing situations associated with collective and personal disagreements. This allows you to find the most optimal and painless ways to resolve conflicts.

What positive character traits are there? you will find on our website.

5 types of conflict behavior in this video: