Classification of conflicts: essence, causes and types

Conflicts are an integral part of a person’s life in society and his interaction with other people. Conflicts arise everywhere and can await each of us anywhere: at work, in the office, at school or college, in a store or public transport, and even at home. The ability to recognize conflict situations and neutralize them is a very important skill for any person.

In subsequent lessons of the presented training on conflict management, we will, of course, talk in detail about the causes of conflicts and analysis of their strategies, and also discuss in detail the issues of conflict management, prevention and prevention of conflicts.

However, before moving on to these more serious topics, we should understand what a conflict actually is, what types of conflicts exist, and how they are characterized.

Essence and classification of conflicts

Most experts define conflict as a way of resolving certain contradictions that are the result of disagreements, divergent interests, worldviews, and so on. Tension and negative emotions inevitably arise between the participants in this process.

Each of the parties to the conflict firmly defends its position, not wanting to make concessions or reconsider its opinion. In this case, a prerequisite is the incompatibility of the parties’ points of view or their complete contradiction. It is also worth noting that such situations can arise not only between individuals, but also between their groups, as well as within one individual.

The presence of a conflict can be determined by its main features, namely:

contrasting two points of view regarding the same issue;
active opposition, accompanied by emotional tension;
the presence of active subjects who constantly maintain the conflict situation in the active phase.

It is worth noting that the variety of situations that cause contradiction is reflected in the classification of types of conflict. It can be based on the following features:

duration (long-term, short-term, one-time);
volume (personal, local, global);
source (false, subjective, objective);
means (violent, passive);
form (internal, antagonistic, external);
character (spontaneous, intentional);
by spheres of life (family, ethnic, political, economic).

The concept and classification of conflicts are the subject of study of such a science as conflictology. Psychology, sociology, philosophy and other areas of knowledge are inextricably linked with it.

Signs of conflict

Conflict can be distinguished by three characteristic features:

1	BIPOLARITY . Bipolarity, also called opposition, is both opposition and interconnectedness, which contains the internal potential of the existing contradiction. However, bipolarity itself does not mean struggle or clash.
2	ACTIVITY . Activity here is understood as opposition and struggle. For activity to arise, an impulse is required, which is set on the part of the participant (subject) of the conflict by awareness of the conflict situation itself.
3	SUBJECTS OF CONFLICT . The subject of the conflict is an active party capable of creating conflict situations, as well as influencing the process of the conflict, which, in turn, depends on his interests. Traditionally, subjects of conflict are distinguished by a unique type of thinking, called conflict. Contradiction can be a source of conflict situations only for those people who have a conflict mindset.

Next, we will look at the classification of conflicts and talk about what their types and forms exist. In the meantime, we invite you to take a test for behavior in conflicts.

Types of conflicts

Psychologists have developed the following classification of types of conflicts:

genuine - actually exists and is formed on the basis of real problems or around specific things;
random - occurs spontaneously and is not thought out in advance (can be resolved at lightning speed or develop into a serious problem);
displaced - when during the conflict it is not the problem that is on the surface that is being solved, but hidden or veiled issues;
incorrect - when a conflict arose for no apparent reason due to misunderstanding or inattention of one of the parties;
latent - actually exists, but is not fully realized by individuals, which is why it does not turn into open confrontation;
false - has no objective reasons, but arises on the basis of emotional tension or personal hostility.

Each of the above types can be applied to one or another classification criterion. They are found both in private and public life, as well as in political and economic life.

Causes of conflicts

The emergence of a conflict situation is always preceded by some kind of push. It can provoke a clash of interests, which in the future will develop according to a certain scenario. The most common classification of causes of conflict is as follows:

Objective reasons: distribution of material or other resources (each party strives to obtain the greatest benefit, as a result of which a contradictory situation arises);
task intersection (when people perform certain functions that may overlap or contradict each other);
contradiction of goals (people, teams or departments that interact with each other may set guidelines that may contradict each other);
ways to achieve goals (individuals interacting within the same team may have different views on achieving results);
disruption of communications (as a result of improperly organized connections, contradictions and inaccuracies may arise).

Social and psychological reasons:

unfavorable psychological environment (in teams with an unfriendly atmosphere and poor organization, conflict situations often arise);

adaptation of new team members (disputes may arise due to the individual’s rejection or due to his inappropriate behavior);

social norms (compliance or non-compliance with them by individuals interacting in the same team, as well as their different understanding);

generational difference (conflict arises due to discrepancy or opposition of values inherent in people of different ages);

territoriality (disagreements between the inhabitants of different territories due to the discrepancy between foundations and orders);

destructive leader (in pursuit of his personal goals, he brings discord into the work of the team);

respondent aggression (an individual, faced with troubles or difficulties, takes out his dissatisfaction and aggression on others).

Personal reasons:

cognitive processes (in the course of life and perception of information, people can form different assessments of certain situations);

character traits (due to his upbringing and worldview, as well as his psychological state, an individual may come into conflict with others).

Knowing the main reasons that lead to conflict situations, you can timely take appropriate measures to prevent or eliminate them.

What is conflict?

The term “conflict” comes from the Latin word “conflictus”, meaning “conflicted”. Usually, when talking about conflict, they talk about the most acute way to resolve contradictions in views, goals, interests that arise during the interaction of people with each other.

As a process, conflict consists of the participants in this social interaction opposing each other, and is accompanied by negative emotions, which often go beyond generally accepted norms and standards. In psychological science, conflict is understood as a lack of agreement between several parties (this can be individuals or groups of people). The science that studies conflicts is called conflictology.

Attitude to the concept of “conflict”

In the vast majority of cases, it is believed that conflict is an exclusively negative phenomenon, causing misunderstanding, resentment, hostility or threats, in other words, something that should be avoided at all costs. Also, representatives of earlier schools of management argued that conflict is a sign of poor management of an organization and an indicator of its inefficiency.

But, contrary to this, many modern management specialists are increasingly inclined to believe that some types of conflicts not only can occur, but are also desirable even in the most effective organizations, where employee relationships are worthy of the best assessments. The only thing that is necessary here is to learn how to manage conflict.

Conflict, like any social phenomenon, has not only its own definition, but also its own characteristics. And this issue is no less important and is subject to separate consideration.

Conflict functions

Every year the classification of conflicts becomes more and more broad. The functions of conflicts can be both positive and negative. The first include the following:

during the conflict, the problem may be resolved or the contradiction between the parties may end;
in the process of confrontation, hidden personality traits may appear that others were not previously aware of;
due to the fact that negative emotions are given vent, tension subsequently weakens;
conflict is a kind of step to a new stage of interpersonal relationships;
in the event that an individual defends public opinion during a confrontation, his authority can increase significantly;
For an individual, participation in a conflict can be useful in terms of finding one’s place in society, as well as self-realization.

The classification of conflicts shows us their prevalence, as well as their inevitability. But, unfortunately, among their functions there are also negative ones:

creating psychological tension in the team;
high risk of violence as the controversy escalates;
stressful situations have a negative impact on health;
as a result of the conflict, strong interpersonal and other connections may be destroyed;
decrease in the effectiveness of collective and individual work;
a habit of quarrels and violence develops.

We can conclude that the conflict cannot be regarded as an exclusively negative or exclusively positive phenomenon. This is a rather multifaceted situation, which, with proper management, can be translated into a constructive direction.

How to prevent conflicts

If you have a good understanding of what conflict is and how it arises, you can avoid it in many situations. There are a large number of techniques to soften the situation. We will look at some of the simplest and at the same time effective:

1. Common cause

. This method works best with children's conflicts. If children in a family or group begin to conflict, they can be united by doing an interesting and exciting activity.

2. Developing Empathy

. It is important to be able to empathize with other people. This will allow you to better understand your opponent's motivation. When doing an act that you didn’t like, the other person was probably also thinking about something, wanted something. And this action cannot be considered reprehensible just because it conflicts with your interests.

3. Developing respect for others

. This point echoes the previous one. You need to take into account those around you and understand that they are endowed with the same rights.

4. Paying attention to your opponent's strengths

. If you think more about the positive traits of the person with whom you have disagreements, it will be much easier to find reconciliation.

5. Social "strokes"

. You can take part in some pleasant, relaxing event together, for example, going on a picnic in the same company. That is why the management of many companies encourages and organizes “corporate parties” - communication in a pleasant informal atmosphere helps employees get closer and better understand each other.

To learn how to effectively prevent and manage conflicts, you need to improve your communication skills and learn to control your emotions. The online intensive “Effective Communication” from Vikium will help you with this. This course will teach you:

Manage your emotions and control impulses
Overcome difficult emotional situations
Understand the other person's feelings and thoughts on a deeper level
Communicate more effectively with your surroundings
Manage conflicts
Build harmonious relationships

The author of the course is Oleg Kalinichev. Expert in nonverbal behavior, emotional intelligence and lie detection. Accredited trainer Paul Ekman International. Managing Director of Paul Ekman International in Russia (PEI Russia).

The online intensive “Effective Communication” will be especially useful:

Entrepreneurs, executives, top managers;
Those who work with clients, middle managers, freelancers;
To everyone who is involved in raising children;
Anyone who wants to improve their communication with others.

The training consists of 4 blocks:

Emotions. Basics;
Emotional stability and emotional flexibility;
Social efficiency;
Building harmonious relationships.

How the training works:

Watch video lectures;
Perform independent tasks to consolidate the material;
Participate in webinars and discuss difficult issues;
Take tests on the material you have studied;
You complete the intensive course and receive a certificate.

You can find out more about this course by following the link.

Classification of social conflicts

Social conflict arises as a result of disagreements between individuals living or carrying out their activities within a certain social framework. The reason may be a divergence of interests, opposing goals, as well as incompatibility of beliefs and values. The classification of social conflicts is as follows:

In accordance with the number of participants: intrapersonal - arise when an individual is faced with a dilemma regarding making an important decision;
interpersonal - a clash of interests of several people;
intergroup - a discrepancy in points of view on certain issues among several groups.

According to the direction:

horizontal - between people from the same social or professional stratum;

vertical - contradictions between subordinates and superiors (we can also talk about social classes);

mixed.

According to the source:

objective - have specific reasons that are obvious or easily established;

subjective - due to the characteristics of the character or worldview of the warring parties.

According to functions:

creative - in the course of resolving the conflict, it becomes possible to make a constructive decision;

destructive - they cause discord and destroy the existing system.

According to the content:

rational - arise around specific objects or issues;

emotional - have exclusively personal meaning.

According to duration:

short-term - quickly resolved;

long-term - do not fade over a long period of time.

According to the permission means:

peaceful;

armed.

According to character:

deliberately provoked to raise a particular issue;

arisen spontaneously.

According to the environmental impact:

progressive - bring something new to the development of society;

regressive - return the situation to its previous position.

According to areas of life:

political;

economic;

ethnic;

household

The category of social conflicts is one of the most important for study, because it permeates all spheres of human life. In addition, these situations can be projected onto more serious problems in order to develop similar solutions for them.

Interpersonal conflicts

Interpersonal conflict refers to a clash between individuals that arises as a result of certain disagreements. The stumbling block in this case may be the opposition of interests, goals or worldview. The classification of interpersonal conflicts is as follows:

In the direction: horizontal conflicts - arise between people of the same status who are not bound by relationships of subordination;
vertical - can develop between individuals due to class or service inequality.

By purpose:

constructive - lead to the development of rational decisions;

destructive - lead to the destruction of established connections.

By area:

business - arise in the process of professional activity exclusively around business issues;

personal - based on the hostility of individuals towards each other or on the intersection of their own interests and goals.

According to the form of manifestation:

hidden - tension remains, but there is no obvious confrontation between the conflicting parties;

open - entering into active opposition.

By time:

episodic - occur suddenly and resolve quickly enough;

long-term - do not stop over a certain period (they can flow either into the open or into the latent phase).

The classification of interpersonal conflicts can be considered both independently and in interaction and intersection with other varieties.

Armed conflicts

An armed conflict, as its name implies, is a confrontation using weapons of one kind or another. They can be of different directions, localization, and also have other differences. The classification of armed conflicts can be presented as follows:

In accordance with the goals: fair (when the feasibility of using weapons is recognized by international organizations);
unfair (when weapons are an unnecessary and unjustified measure).

By territory:

local (pass strictly within the boundaries of a certain territory);

regional (affect a large area and can often result from local clashes);

global (as a rule, several states are involved in them, thus resolving their territorial or resource and political disputes).

Armed conflicts require, first of all, forecasting, which will make it possible to make timely decisions to prevent or eliminate them.

Conflicts within the organization

The work collective is perhaps the most favorable environment for disputes and disagreements to arise. The classification of conflicts in an organization is as follows:

according to the levels of organization, confrontations can be horizontal, vertical or mixed;
in accordance with the area of origin, they can be of both a business and personal nature (they can also combine these two characteristics);
in terms of the degree of manifestation, conflicts can be both hidden and overt, having a real manifestation (the second option is more preferable, since it speeds up the resolution of the situation);
based on the character, one can distinguish both objective (having a real reason) conflicts and subjective ones, based solely on individual views;
According to the consequences, conflicts can be constructive or destructive.

Types of conflicts

There are several classifications of conflicts that, in our opinion, deserve mandatory attention.

Classification of conflicts by impact on the activities of a group or organization

In terms of their impact on the activities of a group or organization, conflicts can be constructive or destructive.

Constructive (functional) conflicts are conflicts that lead to the adoption of informed decisions and contribute to the development of relations between the subjects of the conflict. As a rule, the following several functional consequences of conflicts are identified:

The conflict is resolved in a way that suits all parties to the conflict; each party feels involved in resolving the problem;
A decision made jointly is implemented as quickly and easily as possible;
The parties involved in the conflict master the skill of effective cooperation when resolving problematic issues;
If a conflict has arisen between subordinates and managers, then the practice of conflict resolution makes it possible to destroy the “submissive syndrome”, when a person occupying a lower position has a fear of expressing his point of view if it differs from that of people with a higher status;
Relationships between people become better;
Participants in the conflict no longer view disagreements as something negative and leading to negative consequences.

EXAMPLE: An excellent example of constructive conflict is a common work situation: a manager and a subordinate cannot come to an agreement on any issue regarding their joint activities. After a conversation and each participant expressing their opinion, a compromise is found, and the manager and subordinate find a common language, and their relationship acquires a positive tone.

Destructive (dysfunctional) conflicts are conflicts that impede the making of competent decisions and effective interaction between the subjects of the conflict. The dysfunctional consequences of conflicts are the following:

Competitive, adversarial relationships between people;
Lack of desire for positive relationships and cooperation;
Perception of the opponent as an enemy, his position - exclusively as incorrect, and one’s own - exclusively as correct;
The desire to reduce and even completely stop any interaction with the opponent’s side;
The belief that winning a conflict is more important than finding a common solution;
Bad mood, negative emotions, feeling of dissatisfaction.

EXAMPLE: Examples of unconstructive conflict include war, any manifestations of physical violence, family quarrels, etc.

Classification of conflicts by content

In terms of content, conflicts can be realistic or unrealistic.

Realistic conflicts are conflicts that are caused by the dissatisfaction of specific demands of the participants or the unfair, according to the opinion of one of the parties, distribution of certain advantages between the participants. As a rule, such conflicts are aimed at achieving a specific result.

EXAMPLE: conflicts with the authorities of former Nord-Ost hostages and relatives of the victims due to the state’s failure to comply with certain requirements.

Unrealistic conflicts are conflicts whose purpose is the specific expression of negative emotions, hostility or grievances, in other words, the conflict is the main goal.

EXAMPLE: murder by one person of another because the first believes that the second is to blame for his problems and troubles; terrorist acts without expressing specific demands.

Classification of conflicts by the nature of the participants

According to the nature of the participants, conflicts are divided into intrapersonal, interpersonal, conflicts between the individual and the group, and intergroup conflicts.

Intrapersonal conflict - occurs when there is no harmony between various factors of a psychological nature in a person’s inner world, for example, his feelings, values, motives, needs, etc. For example, intrapersonal conflict associated with human activity can be expressed in various forms. But in most cases, this is a form of role conflict - when a person's different roles require him to fulfill different requirements.

EXAMPLE: A person who is an exemplary family man needs to be at home in the evenings, but his position as a manager obliges him to often stay late at work in the evenings. The intrapersonal conflict here is caused by a mismatch between personal needs and the requirements of his activities.

Interpersonal conflict is the most common type of conflict. It may appear differently in different situations. But the reasons for such a conflict can be not only differences in people’s behavior, their manners, views, opinions or characters, which are subjective reasons, but also objective reasons, and they are the basis of interpersonal conflicts most often.

EXAMPLE: One of the most common causes of interpersonal conflicts is the limitation of any resources, such as labor, production space, equipment, money and all kinds of vital goods. For example, one person believes that he, and not someone else, needs resources most of all, while this other person thinks the same way.

Conflict between an individual and a group - the presented conflict appears in cases where one of the members of a group or organization violates the norms of behavior established in it or the laws of communication adopted in informal groups.

EXAMPLE: The conflict between an individual and a group is clearly illustrated by the example of a conflict between subordinates and a leader who adheres to an authoritarian leadership style; Also, similar conflicts can be observed in youth parties, where one of the members of the party suddenly behaved not according to the laws of the “pack.”

Intergroup conflict is a conflict that arises between formal and/or informal groups that are part of a society or organization. It is interesting that during periods of intergroup conflict, people can unite into various close-knit communities. However, this cohesion often disappears immediately after the desired result is achieved.

EXAMPLE: An intergroup conflict may arise between employees of any division of an organization and its administration, for example, due to a sudden reduction in staff; A similar situation is often observed between opposition political parties or religious denominations.

Classification of conflicts according to the specifics of the opposing parties and the conditions for the development of the conflict

According to the specifics of the opposing sides and the conditions of development, conflicts can be internal, external and antagonistic.

Internal conflicts are characterized by the interaction of two or more opposing entities within a community or group of people.

EXAMPLE: An excellent example of internal conflict is intra-class struggle, for example the struggle for leadership.

External conflicts - represent the interaction of opposites that relate to different objects (groups, classes, etc.).

EXAMPLE: An example of an external conflict is the confrontation between man and natural elements or the struggle of the body with the external environment.

Antagonistic conflicts are one of the most acute conflicts, because are interactions between social groups that are irreconcilably opposed to each other. What is unique is that the very concept of “antagonism” is very common in medicine and biology - antagonism of teeth, muscles, microbes, drugs, poisons, etc. can occur. In addition, in mathematical science, antagonism is considered as an opposition of interests. In its pure form, antagonism is presented in social processes.

EXAMPLE: A striking example of an antagonistic conflict is war, market competition, revolution, sports competition, etc.

In addition to all of the above, a correct understanding and interpretation of conflicts, as well as their functions, features, essence and consequences, is impossible without typology, i.e. without identifying the basic types of conflicts based on identifying their similarities and differences and ways of identifying them with the commonality of the main differences and characteristics.

To make it possible to choose an adequate method of influencing and managing a conflict (which you will learn about in our next lessons), it is necessary to classify conflicts according to their main characteristics: methods of resolution, areas of manifestation, direction of influence, degree of expression, number of participants and violated needs.

It is on the basis of typology that both types and varieties of conflicts are determined. The type of conflict as a variation of conflict interaction is distinguished according to certain characteristics.

Types of conflicts by resolution method

According to the method of resolution, conflicts are divided into violent and non-violent.

Violent (antagonistic) conflicts are methods of resolving contradictions in which the structures of all subjects of the conflict are destroyed or all subjects, except one, refuse to participate in the conflict. In the end, the subject who remains wins.

EXAMPLE: An excellent example of violent conflict is government elections, tough discussions, debates, etc.

Non-violent (compromise conflicts) are conflicts that allow several options for resolving the situation through mutual changes in the goals of the subjects of the conflict, conditions of interaction, deadlines, etc.

EXAMPLE: As an example of a compromise conflict, the following situation can be mentioned: a supplier who has undertaken to supply raw materials for production does not fulfill his obligations on time. In this case, the manufacturer has the right to demand that the supplier comply with the agreed schedule, however, the delivery dates may have changed for some compelling reason. The mutual interest of both parties allows them to negotiate, change the original schedule and find a compromise solution.

The next classification that we will consider is determined by the areas of manifestation of conflicts. Spheres, in turn, can be very diverse - this includes politics, people’s beliefs, social relations, economics and much more. Let's talk about the most common of them.

Types of conflicts by area of manifestation

Political conflicts are clashes based on the struggle for power and the distribution of power.

EXAMPLE: An example of a political conflict would be a confrontation between two or more political parties.

Social conflict is a contradiction in the system of human relationships. These contradictions are characterized by the strengthening of the interests of opposing subjects, as well as the tendencies of individuals and social groups. Social conflicts include both purely social and social-labor and labor conflicts.

EXAMPLE: Examples of social conflicts are pickets, strikes, rallies, wars.

Economic conflicts – this group of conflicts includes those conflicts based on contradictions in the sphere of economic interests of individuals and social groups.

EXAMPLE: An economic conflict can be called a struggle over the distribution of property, sphere of economic influence, social benefits or resources.

Organizational conflicts - they can be considered as a consequence of hierarchical relations and the regulation of human activity, as well as the use of the principle of distribution of relations between people.

EXAMPLE: A striking example of an organizational conflict is the use of job descriptions, assigning certain responsibilities and rights to an employee, the introduction of nominal management structures, the presence of certain provisions for the assessment and remuneration of employees, as well as their bonuses, etc.

Next, we should consider the types of conflicts in terms of the direction of impact and the severity of the conflict confrontation.

Types of conflicts by direction of impact

Based on the direction of impact, conflicts are distinguished between vertical and horizontal. Their characteristic feature is the distribution of the amount of power that is at the disposal of the subjects of the conflict at the time of the emergence of a conflict situation.

Vertical conflicts are those in which the amount of available power decreases along the vertical axis from top to bottom, thereby determining different starting conditions for the subjects of the conflict.

EXAMPLE: A vertical conflict can be called a conflict between a boss and a subordinate, a teacher and a student, a small enterprise and a higher organization, etc.

Horizontal conflicts are conflicts in the process of which subjects of equal power or hierarchical level interact.

EXAMPLE: A horizontal conflict can be a conflict between managers holding equivalent positions, employees at the same level, consumers and suppliers, etc.

Types of conflicts according to the severity of conflict confrontation

Depending on the severity of conflict confrontation, conflicts can be hidden or open.

Hidden conflicts are conflicts in which there are no external aggressive actions between the subjects of the conflict, but indirect ones take place, i.e. indirect ways of influencing subjects on each other. Hidden conflicts are possible only when one of the subjects of conflict interaction is either afraid of the other or does not have enough resources for open confrontation.

EXAMPLE: An example of a hidden conflict can be an official scientific debate between teachers, behind which the real essence of the conflict is hidden - the struggle for an authoritative social status, for example, for some position at a university.

Open conflicts are distinguished by the fact that they involve a clear clash of conflicting subjects, i.e. disputes, quarrels, squabbles, etc. The interaction of the participants in the conflict is regulated in this case by norms that correspond to the position of the participants and the situation.

EXAMPLE: An example of an open conflict can be safely called a war, when two or more parties openly express their demands and use open methods to achieve their goals; a quarrel between people that arose for any reason and did not have ulterior motives, etc.

It is important to distinguish between conflicts based on violated needs.

Types of conflicts depending on violated needs

Depending on the violated needs, conflicts of interest and cognitive conflicts are distinguished.

Conflicts of interest are confrontations based on the clash of interests of the subjects of the conflict, which can be individuals, groups of people, organizations, etc.

EXAMPLE: Examples of conflicts of interest can be found even in everyday life - two children cannot share the toy they like; a husband and wife, having one TV between them, want to watch different TV programs at the same time, etc.

Cognitive conflicts are conflicts of knowledge, points of view, views. As a rule, the goal of each subject of a cognitive conflict is to convince the opposite side that his position, opinion or point of view is correct.

EXAMPLE: Examples of cognitive conflict can also be found quite often - these are discussions of various problems, disputes, debates, disputes, during which participants express different points of view and provide all sorts of arguments to prove that they are right.

Summarizing the conversation about the types and types of conflicts, it should be noted that the distribution of conflicts by type is in fact very arbitrary due to the fact that there is no clearly defined boundary between them, and in practice, i.e. in real life, various complex types of conflicts can arise, some conflicts can transform into others, etc.

Conflict management

An integral part of modern reality is such a concept as conflict. Conflict classifications and conflict management are an objective necessity. This will keep them under control and resolve them effectively. The individual has the opportunity to directly influence the dynamics and course of the confrontation.

The goal of conflict management is to turn a destructive conflict into a constructive direction or to prevent a creative confrontation from becoming destructive. It is also worth noting the need to anticipate such situations in order to prevent them. In some cases, disputes can be artificially provoked to solve certain organizational problems or relieve hidden tension in the team. The classification of conflicts in this case must be taken into account.

Conflict management includes a number of concepts:

settlement - the search for an alternative, thanks to which the interests of all warring parties will be satisfied to one degree or another, and tension will be partially or completely relieved;
resolution is the complete elimination of the cause of a conflict situation or the search for a compromise that will make it irrelevant or insignificant;
forecasting - the ability to foresee the onset of a contradictory situation based on available data;
prevention - taking a set of measures to prevent the development of a conflict and its transition into an open form;
stimulation - creating an atmosphere that would provoke constructive confrontation or dispute.

The classification of conflicts plays an important role in managing controversial situations. Sometimes the choice of a set of measures may depend on this factor.

Stages of development and dynamics of conflict

As a socio-psychological phenomenon, conflict has dynamics, in other words, it is a process that has a beginning, certain stages of development and a final phase, i.e. ending.

It is important to note that conflict dynamics can be viewed both broadly and narrowly. In a broad sense, the dynamics of a conflict is understood as a change in specific stages of its development in time and space, in a narrow sense - the development of one of the most acute stages of a conflict situation.

Today, there is no single approach to studying the dynamics of the conflict, either on the issue of the number of its stages or on the issue of their content. Scientists share several points of view on this matter. We will present the most common of them.

So, the beginning of a conflict, as a rule, is determined by the first acts of counteraction by the subjects of the conflict. The beginning of a conflict is considered to be the moment when the conflict situation meets three conditions:

1	One entity takes conscious and active action to cause harm to another entity.
2	The second subject, who is an opponent of the first, realizes that the actions taken by the first subject are aimed at the detriment of his interests.
3	The second subject begins to take similar actions against the first subject.

In the event that one of the subjects expresses his aggressive position, and the second remains passive, no conflict arises. In addition, there is no conflict when one of the subjects takes aggressive actions only in the imagination, and not in reality, because conflict interaction is at the planning stage. The end of a conflict can take various forms, but in any situation it implies the cessation of actions by the participants directed against each other.

The dynamics of the conflict consists of three basic periods. Each period is characterized by its stages.

Pre-conflict (latent) period

The pre-conflict period consists of the following stages:

An objective problematic situation arises . Conflict can be caused by a problem situation in which disagreements arise between two or more entities. Considering that these disagreements have not yet been recognized and conflicting actions have not been taken, the situation is characterized as problematic. The catalysts for a problematic situation are mainly objective reasons. Contradictory situations that arise as a result of human interaction cause real conflicts only in conjunction with subjective factors. The condition for transition here is the subjects’ awareness of the problem situation.

EXAMPLE: In everyday life, people may not have the same aspirations, interests, motives, goals. This discrepancy can accumulate over a long period of time, initially not presenting a danger, but nevertheless being a potential threat to people. Moreover, such discrepancies can arise in any area of life: family relationships, at work, in business, in production, etc.

The subjects of interaction are aware of the objective problem situation . The content of the presented stage is the perception of the situation by its subjects as contradictory, their understanding that it is necessary to begin to take certain actions in order to eliminate contradictions. If there are obstacles to the realization of the interests of the subjects, then the problematic situation will be perceived by them subjectively and distortedly, which is due to the peculiarities of the psyche of the subjects and their social differences. The subjectivity of awareness also depends on the personal characteristics of the participants in the problematic interaction, their needs, level of education, etc. The most complex situations develop and are distorted by subjects most quickly.

EXAMPLE: People who do not coincide in aspirations, ideals, interests, motives, goals, but regularly interact with each other, can come to the understanding that they are faced with a problematic situation that requires immediate resolution in one way or another. As a result, the question arises of how the situation can be resolved.

The subjects of interaction try to get out of a problematic situation using non-conflict methods. You should know that the awareness of subjects of a contradictory, problematic situation does not in all cases lead to the emergence of a conflict as such. In many cases, the subjects (or at least one of them) seek to resolve the situation using non-conflict methods.

EXAMPLE: If a problematic situation has arisen in a family, its members can discuss the problem at a family council so as not to aggravate the situation; if confrontation has arisen between work colleagues or superiors and subordinates, a meeting may be organized or a disciplinary conversation may be held. One participant in a conflict situation may yield to another or convince him; each party can argue its position and come to a compromise in order to avoid the problem situation escalating into a conflict. Otherwise, there is a high probability of a pre-conflict situation.

A pre-conflict situation arises. The situation can become such if subjects feel a threat to their interests, a danger from an opponent. It is important to note that the actions of opponents here will not be considered as a potential threat characteristic of a problem situation, but as an immediate one. This is precisely the reason why the direction of development of the situation will be directed towards the conflict, i.e. an immediate threat is a psychological trigger.

EXAMPLE: Spouses at the family council did not come to a compromise, as a result of which the situation worsened and a scandal began; at a meeting or during a disciplinary conversation, employees did not come to a consensus and the situation worsened - a “debriefing” began, a showdown, a showdown, personal attacks, etc. As a result, a conflict begins.

Open period

The open period of conflict is the conflict interaction itself, or, more simply, the conflict itself. It consists of the following steps:

Incident. It represents the very first clash of subjects, during which there is an attempt to use their personal powers in order to resolve the situation to their advantage. If the resources of one of the subjects are sufficient to ensure an advantage in its favor, the conflict can be exhausted. However, conflicts often develop further in the form of a series of incidents. Moreover, conflict interactions between subjects can contribute to changing the initial structure of the conflict, modifying it, and adding new incentives for taking new actions.

EXAMPLE: During a quarrel, people begin to use methods of fighting that are suitable for them: putting pressure on each other, interrupting, shouting down, intensely blaming. If one of the opponents managed to suppress the other, the quarrel may end. But one quarrel can escalate into another, becoming a serious scandal with all the ensuing consequences.

Escalation. The escalation process can be characterized as a transition from negotiations to active confrontation. In turn, the struggle will cause new, more violent emotions, which contribute to an increase in errors and distortion of perception, which ultimately leads to an even more intense struggle, etc.

EXAMPLE: During a disciplinary conversation, a conversation between colleagues escalated into a heated argument, then people began to get personal, insult each other, and humiliate each other. Emotions began to take over, clouding the opponents' judgment. After leaving the office, one may begin to publicly accuse the other, the other may begin to win others over to his side, weave intrigues, build intrigues, etc.

Balanced opposition. This stage is characterized by the fact that the interaction between the subjects of the conflict continues, but its intensity is gradually declining. The participants realize that continuing the confrontation using force does not produce a corresponding effect, however, the parties’ actions to achieve a compromise solution or agreement have not yet been observed.

EXAMPLE: Participants in a family scandal or a serious conflict at work begin to understand that the actions they take to achieve an advantage in their favor do not bring results, i.e. their efforts are in vain; active aggressive actions are being taken less and less. The parties are gradually realizing that it is time to come to an agreement and establish normal relations, but none of them is yet willing to do so openly.

Ending the conflict. The meaning of this stage is that the subjects of the conflict move from conflict resistance to the search for a more adequate resolution of the situation in order to end the conflict on any terms. The main forms of ending conflict relationships can be called their elimination, extinction, settlement, resolution or escalation into a new conflict.

EXAMPLE: The conflicting parties come to mutual understanding: the spouses’ relationship improves and becomes less aggressive, because both were able to meet each other halfway and understand opposing positions; Colleagues found a common language, figured out what didn’t suit everyone, and resolved their dispute. But this may not always happen - if the end of the conflict is its escalation into a new conflict, then the consequences can be very disappointing.

Post-conflict (latent) period

The post-conflict period, like the pre-conflict period, is hidden and consists of two stages:

Partial normalization of relations between subjects. It occurs in cases where the negative emotions present in the conflict have not completely disappeared. The presented stage is characterized by people’s experiences and their understanding of their position. Often there is a correction of self-esteem, attitude towards the opponent, and the level of one’s aspirations. The feeling of guilt for actions taken during the conflict may also worsen, but the negative attitudes of the subjects towards each other do not provide them with the opportunity to immediately begin the process of normalizing relations.

EXAMPLE: Spouses between whom there was a conflict realize their guilt, understand that they were wrong, but in each of them there is still resentment, indignation and other negative emotions that do not allow them to ask each other for forgiveness, forget about the scandal, or return to the old rhythm of life.

Complete normalization of relations. Relations can finally normalize only when all parties to the conflict come to the realization that it is most important to find a way for constructive further interaction. This stage is different in that during communication people overcome their negative attitudes, achieve mutual trust and take an active part in any joint activity.

EXAMPLE: Work colleagues made concessions to each other, overcame their pride, and to some extent reconsidered their attitude towards the situation, their behavior, and the behavior of their opponent. It is likely that they will together carry out some task given by the leader, or even themselves will come to the conclusion that joint activity can unite them and improve their relationship.

In addition to the periods of conflict dynamics presented above, we can also highlight another period, which is characterized by differentiation of the parties . This means that the conflict is developing progressively, as a result of which the opposition of the participants is intensifying. The confrontation between the parties continues until the moment when any further strengthening ceases to make sense. This will be the moment when the integration of the conflict begins - the desire of the participants to come to an agreement that suits each of them.

EXAMPLE: You may have seen the feature film “Angel Falls” starring Liam Neeson and Pierce Brosnan. The two heroes oppose each other throughout the entire picture, they are irreconcilable enemies, their goal is to kill each other. But the situation at the end of the film develops in such a way that this goal loses all relevance for each of the characters, and, even having the opportunity to achieve it, they find another way out of the situation. As a result, the heroes not only do not kill each other, but also become like-minded people with one common mission.

Let's summarize the lesson : knowledge of the causes of occurrence and stages of development of conflicts is a necessary condition for mastering the skill of preventing and neutralizing them, because, as they say, the best way to avoid a fire is to extinguish its barely smoldering hearth than to extinguish an already raging flame. The ability to come out of any conflict with dignity comes down mainly to being able to find compromises and make concessions.

In the next lessons of our training, we will talk about ways and methods of managing, resolving and resolving conflicts, their prevention and prevention, and also touch on the topic of intrapersonal conflict in more detail.

conclusions

The classification of modern conflicts shows us their diversity and multiplicity. One or another confrontation and clash of interests occur in almost all spheres of human life. This encourages scientists and psychologists to closely study conflict situations, because a dispute that arises between several individuals can be projected onto larger-scale confrontations. This allows us to develop effective methods of settlement and resolution. The scope of conflict management can also include such actions as forecasting and anticipation, warning and intentional stimulation.

The main classifications of conflicts affect the most important areas of human life. The most important role is played by interpersonal confrontations, which occur almost everywhere. When entering the workforce, a person will certainly encounter organizational conflicts. Of more global importance are interregional and interstate confrontations, which can develop into an armed phase if measures to resolve them are not taken in time.