Types of conflicts and ways to resolve them

Conflicts are one of the unpleasant aspects of our life. Every person consciously or subconsciously strive for recognition, respect, seeking friendly relations, spiritual and material benefits and when on this path our interests collide with the interests of other people, it hurts a lot. Not to mention the fact that various kinds of controversy and rivalry spoil good relations not only with the person directly involved in the situation, but also with the surrounding surrounding people, involuntary participants or witnesses of the conflict.

Psychologists, studying the ways of resolving conflicts, were forced to break them into types. Since each approach required its own approach.

In modern psychology, the following types of social conflicts are distinguished . Destructive, i.e. Destroying relations and constructive - positively acting on the situation as a whole. They also share conflicts, depending on who they are: between two people, between a person and a whole group. In this classification, psychologists add an intrapersonal psychological conflict that arises from disagreements between the needs and opportunities, desires and moral values of a person.

Types of conflicts can be divided depending on the environment in which they arise: political, workers, role (for example, between the parent and the child, the sister and the brother, the man and the woman).

In a work environment, disputes and disagreements can be of a different nature. Hence the division into types of conflicts in the organization: between the boss and the subordinate, between the subordinates, between the divisions, the brigades, and also between the individual worker and the whole team. Most conflicts could be avoided if all rights and obligations were documented, and the cadres are distributed taking into account their personal qualities (so that not close friends, but result-oriented employees work in the team). If the organization has particularly conflicting personalities, they should be "centered" on the departments and think about how to reduce their influence on the team.

There are many other classifications (depending on the reasons, scales). All types of conflicts are highlighted solely in order to understand the situation and to choose the most suitable way of settling contradictions. Each type of conflict has its own dynamics of development, its causes and, accordingly, its resolution. The main psychological task that confronts the conflicting people and their surrounding people is to lead the conflict into a positive direction. So, to stop its development and direct energy to the search for common ground. So, conflicts can be resolved by compromise, by eliminating the reason for disagreement and by understanding the views of another person.

For example, any types of conflicts in the work environment are usually reduced to misunderstanding of their proper duties or rights. Such a conflict should be resolved through clarification of authority and responsibility. This applies to both subordinates and superiors. Avoid conflicts in the work environment by explaining the job descriptions, developing staff regulations, bonuses and penalties and other documents that should be made known to all employees.

If the conflict has arisen between an individual and the whole workforce, its nature is completely different, and it should be solved differently. The reasons can be hidden in the conflict of the person himself or in the social patterns of the functioning of the given collective (for example, in the desire to find a "scapegoat"). Both in the first and in the second case it is necessary to work on the collective (in the first one - because the person is no longer corrected, in the second - because the person can not at all desire to get rid of the label put on it).

Types of conflict - this is an interesting section of psychology, which equips us with invaluable knowledge about the ways of interaction with people. Knowledge of the causes, dynamics of the conflict make it possible to see the situation from the inside, objectively assess what is happening and act on the circumstances. It means avoiding unpleasant moments for yourself and for surrounding people.