What types of conflicts do you know. 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 task to do 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 force, finances, etc. Everyone believes that if resources are limited, then he should 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 the position of the group.

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

According to 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 selected groups and workers.

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 experiences, values, education, seniority, age and social characteristics reduce the degree of mutual understanding and cooperation.

8. Uncertainty in growth prospects. If an employee has no growth prospects or doubts its existence, then he works without enthusiasm, and the work 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 getting better, others are luckier, 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 management as a principle of management, vanity, harshness and rudeness in dealing with subordinates.

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

D. Dehn's classification divides conflict situations for 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 relations, it presupposes a "win-lose" model. A state of neutrality is basically impossible.

In a "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.

There are different options for classifying conflicts. They divide all types of conflicts into classes according to some specific criterion: according to the composition of the parties to the conflict, according to the duration of the conflict, for its reasons, according to the forms of the conflict, etc.

So let's take a closer look at each classification.

1. By duration:

- short-term (from several minutes to several hours);
- long (from several hours to several days);
- lingering (unlimited until a constructive solution is found).

2. By manifestation:

- hidden (visible manifestations of the conflict are not enough to judge its presence and features);
- partially hidden (visible manifestations of the conflict do not allow to adequately judge its causes, depth, actions of the participants)
- open (all manifestations of the conflict are not hidden by the participants, and sometimes even take a demonstrative character).

3. For conflict genes:

- conflicts of interest,
- goal conflicts,
- conflicts of values,
- conflicts of approaches, etc.

4. Due to the occurrence:

- natural (arisen without targeted impact);
- intentional (resulting from targeted exposure).

5. By the nature of the reasons:

- objective (generated by objective reasons, resolved most often constructively);
- subjective (generated by objective, personal reasons and, as a rule, are resolved destructively).

6. Organizational structure:

- vertical (boss-subordinate);
- horizontal (without hierarchical relationships);
- mixed.

7. By the level of evidence:

- hidden;
- masked;
- explicit.

8. By values:

- "plus-plus" (a choice of two favorable options);
- "minus-minus" (choice of two unfavorable options);
- "plus or minus" (choice from unfavorable and favorable options).

9. Openness:

- Open conflict - disagreements relate to the production area and express different paths leading to the same goal. Open conflict most often unfolds on a business basis and is relatively harmless.
- Hidden conflict based on human relationships and is the most dangerous, as it can complicate relationships in a team.

10. By spheres of manifestation:

- economic conflicts;
- ideological conflicts;
- social conflicts;
- family and household conflicts.

11. By the degree of duration and intensity:

- violent fast-paced conflicts (arise on the basis of individual psychological characteristics personalities are distinguished by aggressiveness and extreme hostility of the conflicting parties);
- acute long-term conflicts (arise in the presence of deep contradictions);
- mild and sluggish conflicts (associated with non-acute contradictions or passivity of one of the parties);
- mild and fast-paced conflicts (associated with superficial reasons, are of an episodic nature).

12. By subject:

- realistic (subject) conflicts (have a clear subject);
- unrealistic (pointless) conflicts (do not have an item or have an item that is vital for one or both of the subjects of the conflict).

13. On the sides of the conflict:

- intrapersonal
- interpersonal
- between the individual and the group
- intragroup
- intergroup

Intrapersonal conflict - it is carried by an individual. The content of this conflict is expressed in acute negative experiences of the individual. The reasons for the feelings are conflicting aspirations, motives, interests, personal values. Those. intrapersonal conflict is a problem between the real and the desired state of a person, between reality and possibility.

Interpersonal conflict Is a collision between people in the process of their interaction. For example: the contradiction between the boss and the subordinate about the size of the salary; confrontation between passengers in public transport, etc. The causes of conflicts can be very different. Great importance here are the personal qualities of people, their mental, socio-psychological and moral characteristics.

For the emergence of an interpersonal conflict, the simultaneous presence of 3 conditions is necessary: \u200b\u200bcontradictions in interpersonal interaction, opposition of opponents, the experience of expressed negative emotions in relation to each other.

Conflict between the individual and the group - very similar to interpersonal. But at the same time, the potential for conflict is high here, because the group is organized in a certain way, has a formal or informal leader, has a structure. If the conflict is constructive, then the connection between the individual and the group is strengthened. If the conflict is destructive, then personality disidentification and group disintegration occur.

Intragroup conflict - this is a conflict between microgroups in a team, or an individual and a microgroup, or an individual and the whole team. The reasons for the conflict are the opposite of the goals of the parties, the preservation or strengthening of their social group status, group domination, personal hostility to each other, prestige, authority, etc.

Intergroup conflict - this is a clash of interests of various groups. Causes of the conflict: economic, political, religious, class, ethnic, etc.

14. According to the results:

- Dysfunctional conflicts - the consequence of such conflicts is the complication of interpersonal relations and the lack of results on problematic issues.

- Functional conflictshelp participants in the labor process to better understand the goals of the organization, turn to their unused reserves and do much of what seems impossible under ordinary conditions.

15. For social consequences:

- constructive conflicts (they are based on objective contradictions, such conflicts contribute to the development of the organization);
- destructive conflicts (they are based on subjective reasons, such conflicts create social tension and lead to the destruction of the social system).

From a practical point of view, the classification of conflicts is important, since it allows you to navigate in their specific manifestations and, therefore, helps to assess possible ways to resolve them.

A conflict is a collision of completely opposite interests, opinions, goals or views of opponents in interaction with each other.

At the heart of any conflict situation is the contradiction of the parties for any reason, or disagreements within the working team about the strategic goals and means of achieving them, or the usual mismatch of interests and opinions. The conflict begins exactly when one of the parties begins to act and oppress the interests of the other. If on the part of the opponent there is a reciprocal step, then the conflict turns from potential to actual.

The following elements of the conflict are distinguished:

• Conflict images;
• Proposed actions of the parties to the conflict.

A conflict can be accompanied by the presence of one or more conflict situations.

A conflict situation is a clash of different interests and opinions, which are influenced by many external and internal factors, as well as various conditions and circumstances.

The following elements of a conflict situation are distinguished:

• Party to the conflict (participants or subjects);
• Interests and pursued goals;
• Positions and principles of the conflicting parties;
• Significant disagreements between the interests and goals of the participants;
• The object of a conflict situation (material or spiritual benefit);
• The reason for the conflict;
• The conditions on which the conflict is built;
• Causes of the conflict.

The first attempts at a scientific explanation of the conflict were used in the works of ancient philosophers and thinkers (Confucius, Plato, Aristotle, etc.). In the first theoretical considerations, the science of conflictology was highlighted, the definition of the main causes of conflicts, methods and ways of resolving them. Conflictology was based on several main areas:

1. Sociological;
2. Psychological;
3. Socio-psychological.

Modern science singles out for itself the main and only feature in the development of conflict management - practical directions in dealing with conflicts instead of theoretical research.

Types and types of conflicts

In order to be able to correctly interpret the conflict, its essence and possible consequences it is necessary to know its main types and types. The type of conflict is determined by the choice conflict interaction option and is distinguished according to certain criteria (method of solution, scope of manifestation, direction of influence, degree of severity, etc.).

According to the method of resolving conflicts, there are:

• Antagonistic - the way to resolve the conflict is the refusal of all parties, except for one, to participate in the dispute. It is she who wins this dispute. For example, elections to government bodies.
• Compromise - conflict situations can be resolved in several ways: mutual change of the participants' goals, terms or conditions. Due to the mutual interest of the participants, the conflict can be resolved through negotiations.

By the sphere of manifestation, conflicts are:

• Political - disagreements over the distribution of powers of power, differences in political interests.
• Social - represent the divergence of interests in the system of relations between groups of people. This type of conflict is manifested by strikes or speeches by a large group of employees.
• Economic - the main problem lies in the contradictions between individuals or a group of people who pursue different economic interests. This may be the desire to possess certain resources, spheres of economic influence or financial independence.
• Organizational - a conflict can arise between representatives of different positions over the functional distribution of responsibilities between employees of the organization, changes in the work of some management structures, changes in the provisions on remuneration.

According to the direction of impact, conflicts are divided into:

• Vertical - power between the parties to the conflict is distributed vertically from top to bottom (from the boss to the subordinate, from the higher organization to the enterprise). Therefore, different conditions arise for the participants in a conflict situation.
• Horizontal - the conflict occurs between equal participants (managers of the same level, supplier - consumer).

Depending on the number of participants in the conflict, they are divided into the following types:

• Intrapersonal - a clash of opinions, interests and motives within the personality itself. The main problem is that it is necessary to choose between desire and ability, between the need to do something and compliance with certain standards. In order to choose the right decision, a person can spend a lot of strength and energy. Because of this, emotional tension arises, which subsequently develops into stress. This conflict can arise due to the discrepancy between personal values \u200b\u200band production requirements. The right decision is difficult to make when there is a clash between desire, opportunity and need.
• Interpersonal - conflict between individuals.
• Intergroup - arise due to a clash of interests between different groups and departments.

As a result of violation of needs, these types of conflicts can arise:

• Cognitive - a clash of views, opinions, knowledge. The main goal of each participant in the conflict is to convince the opponent of the correctness of his position and point of view.
• Conflict of interest

Conflict diagram

The structure of the conflict can be represented as the following diagram:


Where, S1-S2 - participants in the conflict; P is the subject of the conflict; OK1 - OK2 - images of a conflict situation; M1 - M2 - the motives of the conflict; Р - Р2 - positions of opponents.

What are the ways to manage conflicts?

1. Organizational methods - provide a balance in the distribution of functions and responsibilities, rights and powers.
2. Economic - ensure maximum economic independence and security of business entities, establish clear economic rules for doing business.
3. Legal - support the legal system to ensure effective economic ties and ways of doing business.
4. Psychological - carrying out special procedures to eliminate psychological barriers.
5. Forceful - the use of forceful methods of influencing the conflicting side to solve the problems that have arisen.

Behavior strategies in a conflict situation

A strategy of behavior in a conflict is necessary in order to determine the norms of behavior in this situation.

Leading experts have developed a whole concept of human behavior in a conflict situation, the choice of the necessary strategy of behavior, as well as methods of its solution and management.

Let's consider the main types of strategies:

• Rivalry - Conflict is perceived in terms of victory or defeat. In order to win this competition, it is necessary to prove your case by all means, otherwise a tough position of irreconcilability with someone else's point of view arises.
• Compromise - is to find a compromise between the parties to the conflict. This takes the form of a discussion between the parties and an analysis of the differences in order to arrive at a satisfactory solution. This strategy is the most appropriate for a speedy resolution of the conflict.
• Avoidance is the unwillingness of the parties to the conflict to take responsibility for making important decisions, not to see the conflict and to deny its danger. There is a desire to get out of the situation most imperceptibly in order to refrain from disputes and claims of the opposing side.
• Accommodation is an attempt to smooth over differences by neglecting one's own interests. This is expressed in the full acceptance of all the requirements and claims of the opponent.

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 insoluble 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 this 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 disagreements

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 it can help to resolve it: a fresh opinion and perspective on the situation can lead conflicting interlocutors to a single solution, which will end the disagreement.

First of all, let us 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 society, disagreement is a natural phenomenon, without which not a single day goes by.

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. It is about our feelings, needs, specific goals and motives that do not always work harmoniously and together. After all, you must admit, 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 described situations 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 comes new person, 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 life situations that we encounter, the way out of which, whether we like it or not, we often find on our own and build our own personal experience and gaining knowledge.

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 occur 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 ambition 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

A separate group is to highlight conflicts between states. 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 between 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 cannot 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 this 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.

All people sooner or later become parties to the conflict. Moreover, they can be its initiators or victims of circumstances. The ability to resolve controversial situations helps a person to avoid unnecessary disputes and scandals.

In this article we will look at different types conflicts, find out the reasons for their occurrence and analyze effective methods to help prevent them and resolve differences. Lovers will be interested.

So, before you are the types of conflicts.

What is conflict?

Conflict is the most acute type of solution to problems occurring in various areas. Usually accompanied by negative emotions that go beyond the rules and regulations.

Both individuals and whole groups of people can participate in it. The study of conflicts is engaged in science - conflictology.

Attitude to the concept of "conflict"

Most often, conflict is a very negative phenomenon that causes negative emotions. Until recently, it was believed that any kind of conflict does not lead to anything good.

However, modern managers are increasingly convinced that certain types of conflicts are very appropriate even in advanced companies, where the relations of employees are worthy of the highest marks.

The main thing is to learn how to manage the conflict.

Signs of conflict

Any conflict has its own characteristics. Let's consider the most obvious of them.

1. Bipolarity

Under bipolarity (opposition), it is customary to understand parallel opposition and interconnectedness, which contains the internal potential of the existing conflict. However, the presence of bipolarity does not yet indicate any form of disagreement.

1. Activity

Activity is perceived here as a struggle. For its appearance, you need a "push" coming from one of the parties to the conflict.

1. Subjects of the conflict

The subject of the conflict acts as an active party interested in clarifying the relationship. Most often, the subjects of the incident are characterized by conflict thinking.

Two types of conflicts

According to the impact on the work of a group or organization, conflicts are divided into:

• constructive,
• destructive.

Constructive conflicts - incidents resulting in positive consequences. Below are their distinguishing features.

• The disagreement is resolved in a manner that fully suits its participants. Each of the parties feels its own merit in resolving the conflict that has arisen.
• The joint solution is quick and easy to operate.
• The participants in the incident find mutual understanding, so that in the future they can avoid similar problems.
• If a disagreement arises between the boss and the subordinate, the latter has the opportunity to express without fear his point of view, which differs from the leader.
• The relationship between employees is getting warmer.
• Both sides view strife as normal.

An example of a constructive conflict: imagine that a simple worker cannot find common language with the boss, about any issue. After an open conversation, they manage to find a compromise and improve the relationship.

Destructive conflicts - incidents leading to negative consequences. In such cases, both sides are unable to find any compromise to solve the problem.

Moreover, the parties to the conflict begin to feel hostility towards each other. The consequences of this type of conflict include:

• rival relationships between subjects;
• unwillingness to make contact;
• considering another object as an adversary, other people's views are wrong, and theirs are always correct;
• desire to reduce or terminate any joint work with the warring side;
• confidence that winning a dispute is more important than finding common ground;
• pessimism, negative emotions, grumpiness.

There are quite a few examples of destructive conflicts: military confrontations, crimes, fights, etc.

Classification of conflicts by content

• realistic,
• unrealistic.

Realistic conflicts caused by the dissatisfaction of some of the requirements of the participants or an unfair distribution of any advantages between them.

Example: an employer unlawfully refuses to pay wages to its employees, as a result of which outraged employees demand justice.

Unrealistic conflicts expressed in blatant display of negative emotions and hostility. In fact, the need for conflict is needed not so much to resolve the problem as for the sake of the process itself.

Example: killing a person just because he is the culprit of all the troubles in the life of the killer.

Classification of conflicts by the nature of the participants

These types of conflicts are:

1. Intrapersonal.
2. Interpersonal.
3. Conflicts between a person and a group.
4. Intergroup conflicts.

Let's consider them in more detail.

An intrapersonal conflict occurs when a disharmony of various factors of his psychological nature occurs in a person's consciousness. This can relate to his emotions, feelings, actions, etc.

Example: The head of the household needs to return home in time after work to pay attention to his family. But due to constant delays, a person cannot do this. Intrapersonal conflict here arises from the discrepancy between his family needs and work.

Interpersonal conflict is considered the most popular type of conflict. An interesting fact is that it can arise, both for subjective and objective reasons.

Example: common reason this type of conflict is a shortage of any resources (people, money, various goods). For example, one employee believes that he needs something more than his colleagues, while his colleagues think differently.

A conflict between a person and a group arises when one of the members of the group does not follow the generally accepted rules of behavior in society.

Example: one of the comrades begins to "pull the blanket over himself." Thus, he demonstrates his superiority over his friends, which can manifest itself in different ways.

Intergroup conflict arises between groups of individuals belonging to a society or organization. It is curious that at the moment of sorting out the relationship, people are able to unite into different close-knit communities.

Example: a conflict may arise between ordinary employees and the company's management due to staff reductions or lower wages.

Classification of conflicts

Now let's look at the classification of conflicts according to the specifics of the opposing sides and the conditions for the development of the conflict.

1. Internal.
2. External.
3. Antagonistic.

Internal conflicts caused by the confrontation of 2 or more subjects in any social group. This type of conflict can be clearly seen in the desire to take a leading position in something.

External conflicts occur during the interaction of opposites related to various objects (human struggle against natural disasters or epidemics).

Antagonistic conflicts occur between social groups, and are considered the most difficult and longest. These are military clashes, and coups, and sport competitions etc.

However, it is impossible to fully understand the above types of conflicts without typologization, i.e., without highlighting the main features of the incident based on the definitions of their similarities and differences.

To understand how to resolve or manage the course of a conflict, it is worth finding out its type, variety, area of \u200b\u200bmanifestation, level of tension and number of participants.

Thus, each type of conflict has its own characteristics.

Conflict types by resolution method

These types of conflicts are divided into:

1. Violent.
2. Nonviolent.

Violent conflicts disagreements are considered in which the resolution of problems occurs through the destruction of the structures of all subjects of the conflict or the refusal of all subjects, except one, from participation in the conflict. As a result, the side that remains wins. This kind of conflict can be easily traced in a dispute or political debate.

Nonviolent conflicts allow you to settle the situation by finding a compromise. For example, the courier promised to deliver the goods to you on time, but could not do this for a number of reasons beyond his control (vehicle breakdown, weather conditions, injury).

The customer has the right to demand compensation for the downtime, but mutual interest prompts them to come to an agreement.

Types of conflicts by area of \u200b\u200bmanifestation

The types of conflicts are determined by the areas of their manifestation, which are based on:

1. Political.
2. Social.
3. Economic.
4. Organizational.

Political conflicts occur during a power struggle, on a small or large scale. This type of conflict occurs when two or more political alliances are confronted.

Social conflict arises against the background of human differences, manifested in different areas: rallies, strikes, armed confrontations.

Economic conflicts occur in the event of economic contradictions: the struggle for the division of property, benefits or resources.

Organizational conflicts are considered as a consequence of hierarchical relations and regulation of human activity, as well as the application of the principle of distribution of human relationships. This type of conflict includes the implementation of established rules, the assignment of a number of duties to the employee, etc.

Types of conflicts by direction of impact

These types of conflicts are divided into:

1. Vertical.
2. Horizontal.

In vertical conflicts, the amount of real power decreases along the vertical axis from top to bottom, determining different starting conditions for both sides of the disagreement (clarification of the relationship between a manager and ordinary workers or a teacher and a student).

Horizontal conflicts arise when equal forces are involved in an incident: neighbors, military personnel of the same rank, students.

Types of conflicts according to the severity of conflict confrontation

These kinds of conflicts can be:

1. Hidden.
2. Open.

Hidden conflicts occur when people do not show open dislike for each other. Such situations can often be observed when someone is afraid of his opponent, or cannot enter into open confrontation with him. In the course of a latent conflict, people can discuss some topics, understanding completely different values \u200b\u200bby the object of discussion. Thus, each of the participants in the latent disagreement is trying to achieve a certain goal.

When open conflicts the warring parties do not hide mutual hostility. They may scandal, argue or resort to insults. This type of conflict can include wars, quarrels, fights.

Types of conflicts depending on violated needs

These types of conflicts are divided into:

1. Conflicts of Interest.
2. Cognitive conflicts.

In conflicts of interest people participate, between whom there are disagreements on the basis of some interests (two children cannot share a toy; spouses, having 1 tablet or computer in the house, want to use it at the same moment).

Cognitive conflicts represent conflicts of knowledge or opinion. Often, each of the parties tries to convince its opponent that only his views are the only correct: disputes or discussions, during which the subjects try to impose their views or ideas on people.

What else you need to know about conflicts

All people periodically find themselves drawn into conflicts. When a person wants to reach any heights, he often finds himself in conflict situations.

As a result, the goal he was striving for turns out to be difficult to achieve. An interesting fact is that the individual begins to blame others for his own troubles, and not himself.

In turn, others have the right to believe that the person himself is guilty of his own failures. Thus, one of the types of conflict, which was mentioned above, may arise. It should be borne in mind that a person by nature can be skeptical or simply have a negative attitude towards the environment.

If a person cannot learn to suppress conflicts with society, then he will often have to sort things out with his opponents. As stated above, it would be wrong to take a negative attitude towards any incident. Sometimes conflicts can induce a person to change for the better.

It is important to be able to anticipate possible conflict situations and be able to avoid unnecessary disputes or meaningless discussions. This largely depends on how a person is able to communicate culturally, find a compromise, control himself and respect the interlocutor, whatever he may be.

If you find yourself in a difficult situation, the main thing is to control your emotions and adhere to generally accepted rules of etiquette. It goes without saying that this is very difficult, but this is the only way to emerge victorious from almost any conflict situation.

We hope that this article will help you avoid many potential conflicts, and if they arise, it will teach you how to get out of them in a constructive way.

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