Conflict situations and ways to resolve them are examples. School conflicts: types, solutions, techniques and examples Examples of conflicts from life and their solution

What is conflict? The definitions of this concept can be divided into two groups. In the public mind, conflict is most often a synonym for hostile, negative confrontation between people due to the incompatibility of interests, norms of behavior, and goals.

But there is another understanding of the conflict as an absolutely natural phenomenon in the life of society, which does not necessarily lead to negative consequences. On the contrary, when choosing the right channel for its flow, it is an important component of the development of society.

Depending on the results of conflict resolution, they can be designated as destructive or constructive. Bottom line destructive collision is the dissatisfaction of one or both parties with the result of the collision, the destruction of relations, resentment, misunderstanding.

Constructive is a conflict, the solution of which became useful for the parties who took part in it, if they built, acquired something valuable for themselves in it, were satisfied with its result.

Variety of school conflicts. Causes and solutions

Conflict in school is a multifaceted phenomenon. When communicating with participants in school life, the teacher also has to be a psychologist. The following "debriefing" of collisions with each group of participants can become a "cheat sheet" for the teacher in exams on the subject "School conflict".

The conflict "Student - student"

Disagreements between children are a common occurrence, including in school life. In this case, the teacher is not a conflicting party, but sometimes it is necessary to take part in a dispute between students.

Causes of conflicts between students

rivalry

deceit, gossip

insults

hostility towards the teacher's favorite students

personal dislike for a person

affection without reciprocity

fight for a girl (boy)

Ways to resolve conflicts between students

How to constructively resolve such disagreements? Very often, children can resolve the conflict situation on their own, without the help of an adult. If intervention by the teacher is necessary, it is important to do so in a calm manner. It is better to do without pressure on the child, without public apologies, limiting himself to a hint. It is better if the student himself finds an algorithm for solving this problem. Constructive conflict will add social skills to the child's experience that will help him communicate with peers, teach him how to solve problems, which will be useful to him in adulthood.

After resolving the conflict situation, the dialogue between the teacher and the child is important. It is good to call a student by name, it is important that he feels an atmosphere of trust and goodwill. You can say something like: “Dima, conflict is not a reason to worry. There will be many more such disagreements in your life, and that's not a bad thing. It is important to solve it correctly, without mutual reproaches and insults, to draw conclusions, to correct some mistakes. Such a conflict would be beneficial."

The child often quarrels and shows aggression if he does not have friends and hobbies. In this case, the teacher can try to remedy the situation by talking to the student's parents, recommending that the child be enrolled in a circle or sports section, according to his interests. A new activity will not leave time for intrigue and gossip, it will give you an interesting and useful pastime, new acquaintances.

Conflict "Teacher - parent student"

Such conflict actions can be provoked by both the teacher and the parent. Dissatisfaction can be mutual.

Causes of conflict between teacher and parents

different ideas of the parties about the means of education

dissatisfaction of the parent with the teaching methods of the teacher

personal animosity

the parent's opinion about the unreasonable underestimation of the child's grades

Ways to resolve conflict with the student's parents

How can one constructively resolve such grievances and break the stumbling blocks? When a conflict situation arises at school, it is important to understand it calmly, realistically, without distortion, look at things. Usually, everything happens in a different way: the conflicting person closes his eyes to his own mistakes, while simultaneously looking for them in the opponent's behavior.

When the situation is soberly assessed and the problem is outlined, it is easier for the teacher to find the true cause. conflict with a "difficult" parent, evaluate the correctness of the actions of both parties, outline the path to a constructive resolution of an unpleasant moment.

The next step on the path to agreement will be an open dialogue between the teacher and the parent, where the parties are equal. The analysis of the situation will help the teacher express his thoughts and ideas about the problem to the parent, show understanding, clarify the common goal, and together find a way out of the current situation.

After the conflict is resolved, the conclusions drawn about what was done wrong and how to act so that a tense moment does not come will help prevent similar situations in the future.

Example

Anton is a self-confident high school student who does not have outstanding abilities. Relations with the guys in the class are cool, there are no school friends. At home, the boy characterizes the guys from the negative side, pointing out their shortcomings, fictitious or exaggerated, shows dissatisfaction with teachers, notes that many teachers underestimate his grades. Mom unconditionally believes her son, assents to him, which further spoils the boy's relationship with classmates, causes negativity towards teachers. The conflict erupts when a parent comes to school in anger and complains about teachers and school administration. No persuasion or persuasion has a cooling effect on her. The conflict does not stop until the child finishes school. Obviously, this situation is destructive.

What could be a constructive approach to solving an urgent problem? Using the above recommendations, we can assume that Anton's class teacher could analyze the current situation something like this: “Anton provoked the conflict between the mother and the school teachers. This speaks of the boy's inner dissatisfaction with his relationship with the guys in the class. The mother added fuel to the fire by not understanding the situation, increasing her son's hostility and distrust towards the people around him at school. What caused the return, which was expressed by the cool attitude of the guys towards Anton.

The common goal of parent and teacher could be the desire to rally Anton's relationship with the class.

A good result can be given by the teacher's dialogue with Anton and his mother, which would show the desire of the class teacher to help the boy. It is important that Anton wants to change himself. It is good to talk with the guys in the class so that they reconsider their attitude towards the boy, entrust them with joint responsible work, organize extra-curricular activities that contribute to the rallying of the guys.

Conflict "Teacher - student"

Such conflicts are perhaps the most frequent, because students and teachers spend almost less time together than parents with children. Causes of conflict between teacher and students

lack of unity in the demands of teachers

excessive demands on the student

inconsistency of the teacher's requirements

non-compliance by the teacher

the student feels underestimated

the teacher cannot accept the shortcomings of the student

personal qualities of the teacher or student (irritability, helplessness, rudeness)

Conflict resolution between teacher and student

It is better to defuse a tense situation without bringing it to conflict. To do this, you can use some psychological techniques.

A natural reaction to irritability and raising the voice are similar actions.. The consequence of a conversation in raised tones will be an aggravation of the conflict. Therefore, the correct action on the part of the teacher will be a calm, friendly, confident tone in response to the violent reaction of the student. Soon the child will be “infected” with the calmness of the teacher.

Dissatisfaction and irritability most often come from lagging behind students who dishonestly perform school duties. You can inspire a student to succeed in his studies and help him forget his discontents by entrusting him with a responsible task and expressing confidence that he will do it well.

A friendly and fair attitude towards students will be the key to a healthy atmosphere in the classroom, and will make it easy to implement the proposed recommendations.

It is worth noting that in the dialogue between the teacher and the student, it is important to take into account certain things. It is worth preparing for it in advance in order to know what to say to the child. How to say - a component no less important. A calm tone and the absence of negative emotions are what you need to get a good result. And the commanding tone that teachers often use, reproaches and threats, is better to forget. You need to be able to listen and hear the child. If punishment is necessary, it is worth considering it in such a way as to exclude the humiliation of the student, a change in attitude towards him. Example

A sixth grade student, Oksana, does poorly in her studies, is irritable and rude in her communication with the teacher. At one of the lessons, the girl prevented other children from completing assignments, threw papers at the children, and did not react to the teacher even after several remarks addressed to her. Oksana didn't respond to the teacher's request to leave the class either, remaining seated. The teacher's irritation led him to the decision to stop teaching, and after the bell to leave the whole class after the lessons. This, of course, led to the discontent of the guys.

Such a solution to the conflict led to destructive changes in the mutual understanding of the student and the teacher.

A constructive solution to the problem could look like this. After Oksana ignored the teacher’s request to stop interfering with the guys, the teacher could get out of the situation by laughing it off, saying something with an ironic smile to the girl, for example: “Oksana ate little porridge today, her throw range and accuracy suffer, the last piece of paper never reached the addressee. After that, calmly continue to lead the lesson further. After the lesson, you could try to talk to the girl, show her your benevolent attitude, understanding, desire to help. It's a good idea to talk to the girl's parents to find out the possible reason for this behavior. Paying more attention to the girl, trusting responsible assignments, assisting in completing tasks, encouraging her actions with praise - all this would be useful in the process of bringing the conflict to a constructive outcome.

Unfortunately, people do not always manage to peacefully resolve all disputes and misunderstandings. Very often, completely out of nowhere, interpersonal conflict arises. What is the reason and why is this happening? What are the ways to resolve interpersonal conflicts? Is it possible to avoid them and live your whole life without conflict with anyone?

What is conflict?

Conflict is one of the ways to resolve problems and contradictions that arise as a result of interaction between individuals or groups of people. At the same time, it is accompanied by negative emotions and behavior that goes beyond the norms accepted in society.

During the conflict, each of the parties takes and defends the opposite position in relation to each other. None of the opponents wants to understand and accept the opinion of the opponent. The conflicting parties can be not only individuals, but also social groups and states.

Interpersonal conflict and its features

If the interests and goals of two or more people in a particular case diverge, and each side tries to resolve the dispute in its favor, an interpersonal conflict arises. An example of such a situation is a quarrel between a husband and wife, a child and a parent, a subordinate and a boss. This one is the most common and most frequently occurring.

Interpersonal conflict can occur both between well-known and constantly communicating people, and between those who see each other for the first time. At the same time, the relations are clarified by opponents face to face, through a personal dispute or discussion.

Stages of interpersonal conflict

The conflict is not just a dispute between two participants, arising spontaneously and unexpectedly. It is a process consisting of several stages, gradually developing and gaining momentum. The causes of interpersonal conflicts can sometimes accumulate for quite a long time before they result in open confrontation.

At the first stage, the conflict is hidden. At this time, conflicting interests and views are only brewing and forming. At the same time, both parties to the conflict believe that their problem can be solved through negotiations and discussions.

At the second stage of the conflict, the parties realize that it will not be possible to overcome their contradictions by peaceful means. There is a so-called tension, which increases and gains power.

The third stage is characterized by the beginning of active actions: disputes, threats, insults, the spread of negative information about the enemy, the search for allies and like-minded people. At the same time, mutual hostility, hatred, and anger accumulate between the participants.

The fourth stage is the process of resolving interpersonal conflicts. It can end with the reconciliation of the parties or a break in relations.

Types of interpersonal conflicts

There are many classifications of interpersonal conflicts. They are divided according to the severity, duration of the course, scale, form of manifestation, and expected consequences. Most often, the types of interpersonal conflicts differ in the reasons for their occurrence.

The most common is the conflict of interest. It occurs when people have opposite plans, goals, intentions. An example is the following situation: two friends cannot agree on how to spend their time. The first wants to go to the cinema, the second just wants to take a walk. If neither of them wants to make concessions to the other, and an agreement fails, a conflict of interest may arise.

The second type is value conflicts. They can arise in cases where the participants have different moral, worldview, religious ideas. A striking example of this type of confrontation is the conflict of generations.

Role conflicts are the third type of interpersonal confrontations. In this case, the cause is violations of the usual norms of behavior and rules. Such conflicts can occur, for example, in an organization when a new employee refuses to accept the rules established by the team.

Causes of interpersonal conflicts

Among the reasons that provoke conflicts, in the first place is This can be, for example, one TV or computer for the whole family, a certain amount of money for bonuses that needs to be divided among all employees of the department. In this case, one person can only achieve his goal by infringing on the other.

The second reason for the development of conflicts is interdependence. It can be a connection of tasks, powers, responsibilities and other resources. So, in an organization, project participants may begin to blame each other if, for some reason, it was not possible to implement it.

Conflicts can be provoked by differences in goals, in views, in ideas about certain things, in the manner of behavior and communication. In addition, the cause of confrontations can be the personal characteristics of a person.

Interpersonal conflicts in the organization

Almost all people spend most of their time at work. In the course of performing duties, disputes and contradictions often arise between employees. Conflicts in interpersonal relationships that occur in organizations very often hinder the company's activities and worsen the overall result.

Conflicts in organizations can occur both between employees holding the same position, and between subordinates and superiors. The reasons for the occurrence of conflicts can be different. This is the shifting of responsibilities to each other, and the feeling of unfair treatment of management, and the dependence of the result of employees on each other.

Not only disagreements over working moments, but also problems in communication between colleagues can provoke a conflict in an organization. Most often, the confrontation can be eliminated by employees on their own through negotiations. Sometimes the management of interpersonal conflicts is taken over by the head of the organization, he finds out the causes and tries to resolve the problems that have arisen. It happens that the case may end with the dismissal of one of the conflicting parties.

Interpersonal conflicts of spouses

Family life involves the constant solution of all kinds of everyday problems. Very often, spouses cannot find agreement on certain issues, resulting in interpersonal conflict. An example of this: the husband returned from work too late, the wife did not have time to cook dinner, the husband scattered dirty socks around the apartment.

Material problems significantly aggravate conflicts. Many domestic quarrels could be avoided if each family had enough funds. The husband does not want to help his wife wash the dishes - we will buy a dishwasher, there is a dispute over which channel we will watch - it does not matter, we will take another TV. Unfortunately, not everyone can afford this.

Each family chooses its own strategy for resolving interpersonal conflicts. Someone quickly concedes and goes to reconciliation, some can live for a long time in a state of quarrel and not talk to each other. It is very important that discontent does not accumulate, the spouses find a compromise, and all problems are resolved as quickly as possible.

Interpersonal conflicts of people of different generations

The conflict of "fathers and sons" can be considered in a broad and narrow sense. In the first case, it occurs within a single family, while in the second it is projected onto the whole society as a whole. This problem has existed at all times, it is not new for our century either.

The conflict of generations occurs because of the difference in views, worldview, norms and values of young people and people of more mature age. However, this difference need not provoke conflict. The reason for the struggle of generations is the unwillingness to understand and respect the interests of each other.

The main features of interpersonal conflicts of generations are that they are much longer in nature and do not develop in certain stages. They can periodically subside and flare up again with renewed vigor in the event of a sharp infringement of the interests of the parties.

In order for your family not to be affected by generational conflict, you must constantly show respect and patience with each other. Old people should often remember that they were once young and did not want to listen to advice, and young people should not forget that in many years they will also become old.

Is it possible to live your whole life without conflict with anyone?

Few people like the constant swearing and quarrels. Many people would dream of living without ever having conflict with anyone. However, this is not possible in our society at the moment.

From early childhood, a person is in conflict with others. For example, the kids did not share toys, the child does not obey his parents. In adolescence, generational conflict often comes first.

Throughout our lives, we have to periodically defend our interests, prove our case. At the same time, conflicts cannot be avoided. We can only reduce the number of conflicts to a minimum, try not to succumb to provocations and avoid quarrels without good reasons.

Rules of conduct in a conflict situation

When a conflict arises, both participants want to resolve it as soon as possible, while achieving their goals and getting what they want. How should one behave in this situation in order to get out of it with dignity?

First you need to learn to separate the attitude towards the person with whom there was a disagreement, from the very problem that needs to be solved. Do not start insulting your opponent, get personal, try to behave with restraint and calmly. Argument all your arguments, try to put yourself in the place of the enemy and invite him to take your place.

If you notice that you are starting to lose your temper, invite your interlocutor to take a break to calm down and cool down a bit, and then continue to sort things out. To solve the problem as soon as possible, you need to see a specific goal and focus on ways to achieve it. It is important to remember that in any conflict situation, it is necessary first of all to maintain relations with the opponent.

Ways to get out of a conflict situation

The most successful way out is to find a compromise by the warring parties. In this case, the parties make a decision that suits all parties to the dispute. There are no reticences and misunderstandings between the conflicting parties.

However, not in all cases it is possible to reach a compromise. Very often the outcome of the conflict is coercion. This version of the outcome of the conflict is most typical if one of the participants occupies a dominant position. For example, a leader forces a subordinate to do as he pleases, or a parent tells his child to do as he sees fit.

In order to prevent the conflict from gaining strength, you can try to smooth it out. In this case, the person who is accused of something agrees with the reproaches and claims, tries to explain the reason for his actions and deeds. The use of this method of getting out of the dispute does not mean that the essence of the conflict is understood, and mistakes are recognized. Just at the moment the accused does not want to enter into a conflict.

Admitting your mistakes and repenting for what you have done is another way to resolve interpersonal conflict. An example of such a situation: the child regrets that he did not prepare the lessons and received a deuce, and promises his parents to continue to do homework.

How to prevent interpersonal conflicts

Each person should always remember that absolutely any dispute is better to prevent than to deal with its consequences later and repair damaged relationships. What is the prevention of interpersonal conflicts?

First you need to limit your communication with the potential to the maximum. These can be arrogant, aggressive, secretive personalities. If it is not possible to completely stop communicating with such people, try to ignore their provocations and always remain calm.

To prevent conflict situations, you need to learn how to negotiate with the interlocutor, try to find an approach to any person, respect your opponent and clearly formulate your positions.

In what situations should you not fight?

Before entering into a conflict, you need to think carefully about whether you really need it. Very often people begin to sort things out in cases where it does not make sense at all.

If your interests are not directly affected, and during the dispute you will not achieve your goals, most likely it makes no sense to enter into an interpersonal conflict. An example of a similar situation: on the bus, the conductor starts arguing with the passenger. Even if you support the position of one of the disputants, you should not get involved in their conflict without a good reason.

If you see that the level of your opponent is radically different from yours, there is no point in entering into an argument and discussion with such people. You will never prove to a stupid person that you are right.

Before getting involved in a conflict, you need to evaluate all the pros and cons, think about what consequences it can lead to, how your relationship with your opponent will change, and whether you want it, how likely it is that during the dispute you will be able to achieve your goals. Also, great attention should be paid to your emotions at the time of the threat of a quarrel. Perhaps you should use the tactics of avoiding the conflict, cool down a little and think carefully about the current situation.

We will give examples of conflict situations, explain why they arise and how to resolve them. We will share practical tips to help avoid disagreements.

Types of conflict situations with examples

Almost all companies have conflict situations. Real life examples show that disagreements can start over trifles, but gradually develop into a real war. It is customary to subdivide conflicts into types depending on who is involved in the process.

Conflict of interest between two employees

Disagreements between employees are the most common type of conflict that HR has to deal with. Two people can dislike each other because of different views on how to work, live, dress. Often they even forget what caused the war, but they clearly remember to hurt a colleague at every opportunity.

The conflict that develops between a subordinate and a manager indirectly affects other employees. It gets worse, people are waiting for the manager to switch to them. There can be no question of any labor productivity, because the main goal of subordinates is not to catch the eye of the manager.

Examples of conflict situations in the organization between employees

1. Two employees performed the same functions, but received different salaries. When this became known, the employee who received less took a dislike to a colleague and started the Cold War. The woman began to disappear important documents at the most inopportune moment. The leader could not understand what had happened until he turned to the guards and looked at the CCTV footage.

2. The CEO disliked an employee for moving up the career ladder too quickly. In just a few months, the specialist has grown from an intern to the head of the department. A promising employee decided to leave, because arguing with higher management is pointless, and he was uncomfortable working in the company.

What phrases can cause conflict: a memo from the magazine "HR Director"

Conflicts between the individual and the group

Problems can arise both between the leader and the whole team, and between one employee and a group that adheres to the same principles. As a rule, conflicts do not subside until higher management intervenes in them.

Conflict situation in the enterprise: an example

1. A new employee came to the company - a friend of the leader. Other employees noticed this, so they declared war on him. Not only did they not talk to the newcomer, but they constantly discussed him. The reason for their behavior is banal - they were afraid that a colleague would complain about them to his friend.

2. For many years, the company was led by a manager who considered his colleagues as family, and not just subordinates. There was a special atmosphere of friendliness in the organization. After he retired, a young manager took over the company. He practiced a tough leadership style. All employees took it with hostility, and labor productivity dropped sharply.

Test yourself: answer 3 questions and find out what kind of person you areHR - guru, expert or beginner

Conflicts between groups in organizations

The division into interest groups is in any company. As long as the two sides do not collide with each other, peace and order reign, but as soon as they disagree, a real corporate war arises with all the ensuing consequences. Problems become visible to customers, partners, investors.

Why do divisions arise in an organization?

Reason 1. Limited resources. The problem is solvable if resources are really limited. Worse, if employees only think that their colleagues are in a better position.

Reason 2.. Excessive control leads to nervous tension and breakdowns. Because of the conniving attitude on the part of the manager, labor productivity falls, disputes and quarrels arise, leaders appear with unspoken rules.

Reason 3. Low wages. In this case, everyone mobilizes forces and tries to achieve an increase. Unprincipled people are ready to set up colleagues in order to get rid of competitors.

Reason 4. Pressure from the leader. Almost every organization has an employee who promotes the unspoken rules. If someone disagrees with him, a conflict begins.

Reason 5. Distortion or lack of information. In the course of communication, facts are distorted, rumors and conjectures appear. Wrong perception of the situation always leads to conflicts.

Reason 6. Lack of team cohesion. Most often this happens through the fault of management, for example, if it limits people in communication in order to increase labor productivity.

Reason 7. Behavioral factors. Employees can not find a common language due to different life experiences and manners of communication.

Reason 8. Annoyance of colleagues. Few people dream of listening to instructions, advice, complaints about life, bosses. As soon as the other side makes it clear, a conflict develops.

Conflict situations and ways to resolve them: examples

1. An elderly employee constantly told her colleagues that they were not dressing properly. Everything annoyed her - the skirts seemed too short, the trousers were tight, and the blouses were transparent. The head could not stand it and introduced a dress code. Now everyone wore only what was allowed.

2. A toxic employee poisoned the life of the team, disrupted the deadlines for completing tasks. Colleagues could not stand it and announced a boycott to him. The conflict, although it did not have pronounced manifestations, but affected the work processes. The manager was never able to identify who is right and who is wrong, so he called his subordinates for a conversation and made it clear that they were obliged to work, and not to sort things out. He warned the toxic employee about the possible consequences for him, hinting at the dismissal.

Behavior markers of a toxic employee: a memo from the “HR Director”

How to resolve the conflict: step by step algorithm

Step #1. Gather information. Watch both sides, talk to colleagues. In companies, it is rarely possible to hide how the confrontation began.

Step #2. Analyze the situation. Set the stage of the conflict, compare the facts, events. Consider whether the disagreement could have been avoided.

Step #3. Invite employees to chat. Call them to your office one at a time - do not hold conversations in the office with colleagues. Ask employees to describe the conflict situation.

Step number 4. Help the parties to reconcile or achieve neutrality. Arrange negotiations in which you analyze the problems and consequences.

Interactive "Conflict Buster"

Step number 5. Eliminate annoying factors. If colleagues cannot work in the same team - distribute them into different groups, if the disagreements are caused by salary, equalize it if possible.

Step number 6. Watch the conflicting parties. Even if it seems to you that the parties have reconciled, do not relax. Perhaps employees continue to hold a grudge. Resentful people are capable of anything - nothing will stop them if they decide to take revenge.

Step number 7. Carry out prevention. Develop a set of measures that will help rally employees. Keep in mind that conflicts are easier to prevent than to resolve.

How to avoid confrontation

1. Reconsider. If conflicts arise from time to time, look for flaws in the system. Review the algorithm for the selection and placement of personnel, training, and motivation.

2. Learn to create teams. When performing tasks that require the participation of several employees, make sure that there are no two individuals in the same group whose views always diverge. If a conflict arises, other participants may be involved in it, the project deadlines will be missed.

3. Distribute resources and wealth. Put workers on an equal footing. Salaries for specialists with the same qualifications and job responsibilities should not differ greatly. When calculating the bonus, take into account the contribution of each subordinate.

4. Set rules. Draw up a dress code, develop a system for evaluating work, accruing bonuses. If the company does not have the norms, there is a mess. In addition, leaders set unspoken rules that are poorly perceived by colleagues. Against this background, conflicts, disagreements and discontent arise.

5. Contact with subordinates. Learn not only to listen, but also to hear colleagues. Communicate with them at least 10-15 minutes a day, and at the slightest opportunity, watch them. This way you will identify problems that require your participation.

Punish both sides. As a rule, both sides are to blame in the conflict, so do not try to figure out who is right and who is not. It is possible to establish the instigator only if there are witnesses or the conflict has arisen recently. Conduct preventive conversations, deprive bonuses, and take radical measures in relation to obvious aggressors, for example, remove some of the powers, demote or fire. With this approach, employees behave more restrained.

Conduct psychological training. With the help of them, people learn to understand themselves and others, to identify hidden motives, not to pay attention to trifles.

Develop corporate culture. Promote traditions, create slogans, encourage company activists. Periodically organize events where colleagues can have fun, get to know each other, talk.

Situation

Some private organization "Scarlet Sails" providing services for the sale of household appliances. The organization has a sales and sales department, where 6 people work with the head A. M. Yaroshenko.

participants in the conflict.

A. M. Yaroshenko - head of the marketing and sales department. At the age of 30. Has been with the organization for 10 years. The person is sociable, sociable, strict and demanding from subordinates full dedication and fulfillment of all assigned tasks.

D. S. Tarasov - Account Manager. At the age of 27. Has been with the organization for 4 years. The person is sociable, responsible, stress-resistant, works intensively, actively, with pleasure, without mistakes.

V. A. Lyubimov - public relations manager. At the age of 22. Has been with the organization for 3 years. He is a responsible, diligent person who plans accurately and optimally, which allows him to achieve high results.

A. V. Tumanena - sales consultant. At the age of 24. Has been with the organization for 2 years. The person is sociable, executive.

S. M. Smirnov - sales manager. At the age of 25. Has been with the organization for 6 years. The person is sociable, sociable, not aggressive.

Conflict:

The head of the marketing and sales department, A. M. Yaroshenko, held a meeting at which the fate of further promotion of products and an increase in sales was decided, and everyone came to the conclusion that this could be achieved by lowering the price, and only S. M. Smirnov went against this decision, so as he explained. That this will lead to a decrease in profits and create the impression that their products are of lower quality than competitors' products.

Analysis of the situation

Structural components:

A conflict situation is an organizational conflict between a group and an individual. A social group conflict most often occurs due to a clash of interests and claims of an individual, on the one hand, and a whole group of people, on the other, and which most often arise due to the fact that the expectations (expectations) of the group conflict with the expectations and individual aspirations.

Reasons for the conflict.

The cause of the conflict was the determinants of social and group tension. Such determinants produce contradictions, confrontation of social values, interests, stereotypes and institutions inherent in the subjects of confrontation.

1) value factors.
2) social interests and their creation;
3) ideological differences;
4) strategic manifestations of the subject's life (the imposition of someone else's morality, manipulation, increasing differentiation by age).

S. M. Smirnov shows dissatisfaction against the interests of the group, thereby affecting the ideology of the entire organization and provoking the group into conflict. He imposes his point of view on the whole group and thus creates a conflict situation.

Subjects of the conflict:

The subjects of this conflict are a group consisting of (A. M. Yaroshenko, D. S. Tarasov, V. A. Lyubimov, A. P. Sidorova, A. V. Tumanena) and an individual (S. M. Smirnov).

Subject of conflict:

The subject of the conflict is the problem of disagreement of points of view on the situation.

Objects of conflict:

The object of the conflict was the clash of interests and the claim of an individual.

Conflict environment:

Everything happened in the organization, the conflict developed in a small social group. The conversation took place at a meeting in the conference room, in the afternoon in the presence of 6 people.

Conflict aggressor:

The aggressor of the conflict is S. M. Smirnov, since he was against the opinions of the others, that is, he thereby strove for justice according to his individual measure, and he was also sure that he was right and strove to achieve his goal.

Victim of conflict

The victim of the conflict is the group, since their attention was focused on a specific motive and there is little tension due to the fact that the aggressor did not accept their point of view and forced them to choose their point of view.

The dynamics of the development of the conflict situation.

Pre-conflict situation: there was a spontaneous generation of conflict due to a descent in views. social conflict functionalism

Conflict interaction: as a result, this led to the transition of the conflict from a latent state to an open confrontation, when the parties seek to resolve the contradiction that has arisen and find a compromise.

Resolution of the conflict: there was a new vision of existing problems, a new assessment of forces and capabilities.

Post-conflict situation: a new strategy was created, the organization came to the conclusion that it is necessary to consider all proposals and not react negatively to negative beliefs, because only through a clash of interests something better is born.

Levels of human reaction in conflict:

1. Energy-emotional-informational, since this level gives an assessment of the situation and is responsible for choosing the appropriate reaction.

Types of human reaction in conflict:

1. Direction: Proactive in the absence of blaming anyone.
2. By type of response: Necessary perseverance in an effort to find a constructive solution to a conflict situation.
3. According to the form of response: Dialogue.

Strategy and tactics of behavior in conflict.

Behavior strategy:

The strategy provides for the orientation of the individual in relation to the conflict. In this case, this is a compromise cooperation.

The constructive side of the strategy: Each side achieves something. In our situation, this is one side fighting for price reductions, while the other considers it inappropriate.

Destructive side of the strategy: One of the parties "inflates" its position in order to appear magnanimous later.

Behavior tactics:

In our case, this tactic will be rational persuasion.

Model and style of conflict behavior.

Behavior Model:

The most appropriate model of behavior in this conflict is the Constructive model. It is expressed in the desire to resolve the conflict, to find a solution acceptable to both parties. At the same time, a benevolent attitude towards the opponent, openness, sincerity, endurance and self-control are manifested.

Behavior style:

Styles of behavior in a conflict situation are associated with the main source of conflict - the difference in interests and value orientations of interacting subjects.

Compromise.

This style is similar to cooperation, but differs from it in that the interests of both parties are not fully satisfied here, but only partially, through mutual concessions. There is no need to find out the deep motives and hidden interests of both sides, but you just need to come to some kind of reasonable decision when the bottom side gives up part of its interests in favor of the other, but at the same time retains more significant positions for it.

This style is best used when you do not have the time or desire to delve into the essence of the conflict, and the situation allows you to work out a quick and mutually beneficial solution. And also, if you are quite satisfied with this solution, as some intermediate, temporary option. In the opposite situation, when protracted conversations did not lead to anything, a compromise should also be made. Again, use it if the preservation of your relationship is more important than the complete satisfaction of your desires, and in addition, there is a threat of not getting even part of what you want, losing everything.

Ways to resolve the conflict.

The most effective ways to resolve conflict are compromise and cooperation. Compromise consists of the desire to come to a consensus, that is, to make mutual concessions. It is characterized by a rejection of previously put forward methods and requirements, a willingness to forgive each other's claims and come to a consensus.

Cooperation is considered the most effective way to resolve conflict. It is aimed at a constructive settlement of the conflict between opponents, to consider other sides of the solution of the problem and mutually come to a common solution.

There are many ways to resolve conflict situations. In relation to this situation, the following can be distinguished:

1. The head of the marketing and sales department, A. M. Yaroshenko, needs to listen to the opinions of all those present. Discuss and come up with a new strategy together that will not lead to these problems.
2. The head of the marketing and sales department, A. M. Yaroshenko, needs to take advantage of his official offer and interrupt the growing conflict. Offer your point of view on this problem and decide for yourself what to do in this situation.
3. The head of the marketing and sales department, A. M. Yaroshenko, needs to arrange a competition for the best idea and vote for the best option.

In my case, I'm more inclined to version number 1, because with mutual cooperation, wonderful ideas are born that only lead to victory.

Psychological protection:

In conflict situations, when the intensity of the need increases, and there are no conditions for its satisfaction, behavior is regulated using psychological defense mechanisms. Such a mechanism in this situation will be the management of one's emotions, namely, an adequate response to the statements of others, sociability, to reveal one's point of view.

Consequences of the conflict.

The consequences of the conflict lead to the following structures:

Destructive:

negative stress for all participants in the conflict.

Constructive aspects of the strategy:

emotional unloading of opponents in the course of a dispute;

the birth of new ideas;

In the course of his professional activity, the teacher, in addition to his immediate duties related to the education and upbringing of the younger generation, has to communicate with colleagues, students, and their parents.

It is hardly possible to do without conflict situations in daily interaction. And is it necessary? After all, having correctly resolved a tense moment, it is easy to achieve good constructive results, bring people together, help them understand each other, and make progress in educational aspects.

Definition of conflict. Destructive and constructive ways to resolve conflict situations

Variety of school conflicts. Causes and solutions

Student-student conflict

Causes of conflicts between students

struggle for authority
rivalry
deceit, gossip
insults
resentment
hostility towards the teacher's favorite students
personal dislike for a person
affection without reciprocity
fight for a girl (boy)

Ways to resolve conflicts between students

Conflict "Teacher - parent of the student"

Such conflict actions can be provoked by both the teacher and the parent. Dissatisfaction can be mutual.

Causes of conflict between teacher and parents

different ideas of the parties about the means of education
dissatisfaction of the parent with the teaching methods of the teacher
personal animosity
the parent's opinion about the unreasonable underestimation of the child's grades

Ways to resolve conflict with the student's parents

When the situation is soberly assessed and the problem is outlined, it is easier for the teacher to find the true cause, evaluate the correctness of the actions of both parties, and chart the path to a constructive resolution of an unpleasant moment.

After the conflict is resolved, the conclusions drawn about what was done wrong and how to act so that a tense moment does not come will help prevent similar situations in the future.

Example

Anton is a self-confident high school student who does not have outstanding abilities. Relations with the guys in the class are cool, there are no school friends.
At home, the boy characterizes the guys from the negative side, pointing out their shortcomings, fictitious or exaggerated, shows dissatisfaction with teachers, notes that many teachers underestimate his grades.
Mom unconditionally believes her son, assents to him, which further spoils the boy's relationship with classmates, causes negativity towards teachers.
The conflict erupts when a parent comes to school in anger and complains about teachers and school administration. No persuasion or persuasion has a cooling effect on her. The conflict does not stop until the child finishes school. Obviously, this situation is destructive.

What could be a constructive approach to solving an urgent problem?

Using the above recommendations, we can assume that Anton's class teacher could analyze the current situation something like this: “Anton provoked the conflict between the mother and the school teachers. This speaks of the boy's inner dissatisfaction with his relationship with the guys in the class. The mother added fuel to the fire by not understanding the situation, increasing her son's hostility and distrust towards the people around him at school. What caused the return, which was expressed by the cool attitude of the guys towards Anton.

The common goal of parent and teacher could be the desire to rally Anton's relationship with the class.

Conflict "Teacher - student"

Such conflicts are perhaps the most frequent, because students and teachers spend almost less time together than parents with children.

Causes of conflict between teacher and students

lack of unity in the demands of teachers
excessive demands on the student
inconsistency of the teacher's requirements
non-compliance by the teacher
the student feels underestimated
the teacher cannot accept the shortcomings of the student
personal qualities of the teacher or student (irritability, helplessness, rudeness)

Conflict resolution between teacher and student

It is better to defuse a tense situation without bringing it to conflict. To do this, you can use some psychological techniques.

A friendly and fair attitude towards students will be the key to a healthy atmosphere in the classroom, and will make it easy to implement the proposed recommendations.

It is worth noting that in the dialogue between the teacher and the student, it is important to take into account certain things. It is worth preparing for it in advance in order to know what to say to the child. How to say - a component no less important. A calm tone and the absence of negative emotions is what you need to get a good result. And the commanding tone that teachers often use, reproaches and threats, is better to forget. You need to be able to listen and hear the child.

If punishment is necessary, it is worth considering it in such a way as to exclude the humiliation of the student, a change in attitude towards him.

Example

A sixth grade student, Oksana, does poorly in her studies, is irritable and rude in her communication with the teacher. At one of the lessons, the girl prevented other children from completing assignments, threw papers at the children, and did not react to the teacher even after several remarks addressed to her. Oksana didn't respond to the teacher's request to leave the class either, remaining seated. The teacher's irritation led him to the decision to stop teaching, and after the bell to leave the whole class after the lessons. This, of course, led to the discontent of the guys.

Such a solution to the conflict led to destructive changes in the mutual understanding of the student and the teacher.

After the lesson, you could try to talk to the girl, show her your benevolent attitude, understanding, desire to help. It's a good idea to talk to the girl's parents to find out the possible reason for this behavior. Paying more attention to the girl, trusting responsible assignments, assisting in completing tasks, encouraging her actions with praise - all this would be useful in the process of bringing the conflict to a constructive outcome.

A single algorithm for resolving any school conflict

Having studied the above recommendations for each of the conflicts at school, one can trace the similarity of their constructive resolution. Let's designate it again.

The first thing that will be helpful when the problem is ripe is calmness.
The second point is the analysis of the situation without vicissitudes.
The third important point is open dialogue between the conflicting parties, the ability to listen to the interlocutor, to calmly state one's view on the problem of the conflict.
The fourth thing that will help to come to the desired constructive result is identification of a common goal, ways of solving the problem, allowing to come to this goal.
The last, fifth point will be conclusions, which will help to avoid communication and interaction errors in the future.

So what is conflict? Good or evil? The answers to these questions lie in the way you deal with stressful situations. The absence of conflicts at school is an almost impossible phenomenon.. And they still need to be addressed. A constructive decision brings with it trusting relationships and peace in the classroom, a destructive one accumulates resentment and irritation. Stopping and thinking at the moment when irritation and anger surged is an important point in choosing your own way of resolving conflict situations.

A photo: Ekaterina Afanasicheva.