1. Conflictology as an independent direction in sociology stood out:
a) in the late 50s of the XIX century;
b) at the end of the 50s of the XX century;
c) in early XVII century.

2. The group of conflict management methods includes (eliminate unnecessary):
a) structural methods;
b) method of cartography;
question.

3. Who owns the phrase: “Do not do to others what you do not wish for yourself, and then in the state and in the family they will not feel enmity”:
a) Confucius
b) Heraclitus;
c) Plato.

4. The dynamics of the conflict is reflected in two concepts (eliminate unnecessary):
a) stages of the conflict;
b) phases of the conflict;
c) the content of the conflict.

5. At what phase of the conflict are the possibilities of conflict resolution the highest:
a) the initial phase;
b) lifting phase;
c) the peak of the conflict;
d) decline phase.

6. Conflict translated from Latin means:
a) an agreement;
b) collision;
c) existence.

7. Conflict as a special type social interaction considered in:
a) psychology;
b) sociology;
c) pedagogy.

8. The situation of a hidden or open confrontation between two or more participating parties is called:
a) conflict relations;
b) a conflict situation;
c) incident.

9. The conflict is equal to:
a) conflict situation + incident;
b) conflict relations + conflict situation;
c) conflict relations + incident.
10. According to the degree of involvement of people in conflicts, conflicts are distinguished (eliminate the unnecessary):
a) interpersonal;
b) intergroup;
c) class;
d) interstate;
e) international;
e) intrapersonal.

11. special type conflict, the purpose of which is to obtain benefits, profits or access to scarce goods is called:
a) confrontation;
b) rivalry;
c) competition.

12. The main models of personality behavior in conflict are (eliminate unnecessary):
a) constructive model;
b) destructive;
c) conformist;
d) nonconformist.

13. What type of conflict personality does the following characteristics belong to: unstable in assessments and opinions, has easy suggestibility, internally contradictory, inconsistent behavior, does not see the prospect well enough, depends on the opinions of others, does not have sufficient willpower, unnecessarily strives for compromise:
a) rigid;
b) ultra-precise;
c) "conflict-free".

14. One of the main and effective forms participation of a third party in conflict resolution is:
a) negotiation process;
b) cooperation;
c) compromise.

15. A professional mediator is called:
a) a suggestor;
b) a mediator;
c) a colleague.

16. Classically, there are three options for mediation (eliminate unnecessary):
a) disjunctive;
b) conjunctive;
c) subjective;
d) mixed.

17. View psychological impact, the skillful execution of which leads to a hidden excitement in another person of intentions that do not coincide with his actual existing desires, is called:
a) manipulation
b) suggestion;
c) hypnosis.

18. What tactic does the “closed door” technique refer to:
a) ultimatum tactics;
b) tactics of squeezing concessions;
c) maneuvering tactics.

19. The collision of oppositely directed goals, interests, positions, phenomena or views of opponents or subjects of interaction is called:
a) conflict
b) competition;
c) competition.

20. Conflicts that contribute to the adoption of informed decisions and the development of interactions are called:
a) constructive;
b) destructive;
c) realistic.

21. The emergence of conflictology as a relatively independent theory is associated with the works of:
a) K. Marx and F. Engels;
b) P. Sorokin, G. Simmel, Z. Freud;
c) R. Dahrendorf, L. Koser, M. Deutsch, M. Sheriff;
d) W. Lincoln, L. Thompson, D. Scott;
e) R. Fisher, W. Urey, K. Thomas.

22. The methodology of POIR (Gradual and Reciprocal Tension Detention Initiatives) was developed by:
a) C. Oswood;
b) W. Lincoln;
c) L. Thompson;
d) R. Fisher;
e) Sh. and G. Bower.

23. First international center conflict resolution was created:
a) in 1972 in the USA;
b) in 1986 in Australia;
c) in 1989 in Germany;
d) in 1985 Switzerland;
e) in 1992 in Russia.

24. In Russia, a conflict resolution center was created:
a) in Moscow in 1992;
b) in St. Petersburg in 1993;
c) in Sochi in 1995;
d) in Vladivostok in 1993;
e) in Tver in 1998.

25. Which of the following methods belongs to the group of conflict management methods:
a) sociological method;
b) testing method;
c) method of cartography;
d) method of observation;
e) experimental method.

26. Necessary and sufficient conditions the emergence of a conflict between the subjects of social interaction are:
a) the presence of opposing judgments or motives and the desire of at least one of them to win over the other;
b) the presence of oppositely directed motives or judgments, as well as the state of confrontation between them;
c) they have opposing positions and active actions of both parties to achieve their positions;
d) they have opposing motives and open statements about their demands;
e) the presence of opposing interests of each of them and the lack of opportunities for their implementation.

27. A conflict situation is:
a) random clashes of interests of subjects of social interaction;
b) the accumulated contradictions associated with the activities of the subjects of social interaction, which create the ground for confrontation between them;
c) the process of confrontation between the subjects of social interaction, aimed at clarifying the relationship;
d) the reason for the conflict;
e) the stage of development of the conflict.

28. The reason for the conflict is:
a) opposite motives of the subjects of social interaction;
b) the confluence of circumstances that manifest the conflict;
c) phenomena, events, facts, situations that precede the conflict and, under certain conditions of activity of the subjects of social interaction, cause it;
d) the accumulated contradictions associated with the activities of the subjects of social interaction, which create the basis for a real confrontation between them;
d) what causes conflict.

29. Conflictogens are:
a) words, actions (or inactions) that may lead to conflict;
b) manifestations of the conflict;
c) the causes of the conflict, due to social status personality;
d) personality states that occur after the resolution of the conflict;
e) behavioral reactions of a person in a conflict.

30. What type of conflictogens are the following actions: "Order, threat, remark, criticism, accusation, mockery":
a) condescending attitude;
b) negative attitude;
c) mentoring relationships;
d) violation of ethics;
e) dishonesty and insincerity.
31. Conflict management is:
a) purposeful influence on the process of its dynamics;
b) purposeful, due to objective laws, impact on the process of its dynamics in the interests of development or destruction of the social system to which this conflict is related;
c) purposeful influence on the conflicting parties in order to reduce the level of tension between them;
d) purposeful, due to objective laws, impact on the process of forming an adequate image conflict situation with conflicting parties in the interests of reducing the level of tension between them;
e) purposeful influence on the motives of the conflicting parties.

32. The content of conflict management includes:
a) forecasting, warning (stimulation), regulation, resolution;
b) forecasting, warning (stimulation), resolution;
c) forecasting, regulation, resolution;
d) forecasting, analysis, warning, resolution;
e) analysis of the conflict situation, forecasting, prevention, resolution.

33. Prerequisites for conflict resolution are:
a) sufficient maturity of the conflict, the need of the subjects of the conflict to resolve it, the availability of the necessary resources and means to resolve the conflict;
b) sufficient maturity of the conflict, high authority of one of the conflicting parties;
c) the availability of the necessary resources and means to resolve the conflict, the need of the subjects of the conflict to resolve it, the collective form of activity;
d) high authority of one of the conflicting parties, a collective form of activity, leadership in the group.

34. The main models of personality behavior in conflict are:
a) constructive, rational, destructive;
b) compromise, struggle, cooperation;
c) rational, irrational, conformist;
d) constructive, destructive, conformist;
e) struggle, concession, compromise.

35. Which of the following scientists developed a two-dimensional model of personality behavior strategies in conflict:
a) K. Thomas and R. Killman;
b) H. Cornelius and S. Fair;
c) D. Scott and C. Lixon;
d) M. Deutsch and D. Scott;
e) R. Fisher and W. Urey.

36. How many strategies of a person's behavior in a conflict stand out in a two-dimensional model:
a) 1;
b) 2;
in 3;
d) 4;
e) 5.

37. Determine the type of conflict personality according to the following behavioral characteristics: wants to be the center of attention; adapts well to various situations; planning its activities is carried out situationally; painstaking, systematic work avoids:
a) rigid type;
b) unmanaged type;
c) demonstrative type;
d) ultra-precise type;
e) "conflict-free type".

38. The communicative aspect of communication reflects the desire of communication partners to:
a) exchange of information;
b) building good relationships;
c) reaching mutual understanding;
d) expanding the topic of communication;
e) strengthening the information impact on the partner.

39. Technologies of rational behavior in conflict are:
a) a set of ways psychological correction aimed at ensuring constructive interaction of conflicts based on self-control of their emotions;
b) a set of ways to influence the opponent, allowing to achieve the realization of their goals in the conflict;
c) a type of psychological influence, the skillful execution of which leads to the hidden excitation of the opponent's intentions that do not coincide with his actually existing desires;
d) maintenance high self-esteem in the negotiation process;
e) calm reaction to the opponent's emotional actions.

40. Which of the following methods of getting rid of anger were developed by D. Scott:
a) visualization, "grounding", projection, purification of the aura;
b) visualization, sublimation, projection, "grounding";
c) regression, sublimation, visualization;
d) visualization, exposure, sublimation, purification of the aura;
e) sublimation, rationalization, regression, visualization.

41. How many models of behavior of partners in the negotiation process are distinguished in the literature on conflictology:
a) 1;
b) 2;
in 3;
d) 4;
e) 5.

42. Within the framework of what strategy in the negotiation process is the main goal set - winning at the expense of the opponent's loss:
a) "win - win";
b) "win-lose";
c) "lose - lose";
d) "lose - win";
e) "win-lose" and "lose-win".

43. intrapersonal conflict- This:
a) deep emotional experiences personality of their failures;
b) a state of anxiety caused by an upcoming difficult situation;
c) clash of oppositely directed motives of the personality;
d) clash of oppositely directed behavioral characteristics of a person;
e) internal fluctuations of a person facing a choice of means to achieve a specific goal.

44. Which of the scientists owns the development of the doctrine of the struggle between eros and thanatos, as the natural basis of intrapersonal conflicts:
a) Z. Freud;
b) A. Adler;
c) K. Jung;
d) E. Fromm;
e) K. Levin.

45. Which of the scientists owns the development of the doctrine of extraversion and introversion, as the objective nature of intrapersonal conflicts:
a) Z. Freud;
b) A. Adler;
c) K. Jung;
d) E. Fromm;
e) K. Levin.

46. ​​Forms of manifestation of intrapersonal conflicts are:
a) neurasthenia, euphoria, sublimation, idealization, nomadism, rationalization;
b) neurasthenia, euphoria, regression, projection, nomadism, rationalization;
c) neurasthenia, euphoria, idealization, projection, rationalization, repression;
d) neurasthenia, euphoria, regression, projection, nomadism, reorientation;
e) compromise, withdrawal, reorientation, sublimation, idealization, repression.

47. What type of interpersonal conflict factors according to V. Lincoln is associated with such forms of their manifestation as: belief and behavior (prejudices, preferences, priorities); adherence to group traditions, values, norms; religious, cultural, political and other values; moral values(ideas about good and evil, justice and injustice, etc.):
a) information factors;
b) behavioral factors;
c) relationship factors;
d) value factors;
e) structural factors.

48. Determine the type interpersonal conflict by model interpersonal relationships: + ±
a) mutually positive;
b) mutually negative;
c) unilaterally positive-negative;
d) unilaterally contradictory-positive;
e) mutually contradictory.

49. Group conflicts include conflicts:
a) individual - group;
b) group - group;
c) personality - group and group - group;
d) leader - team;
e) microgroup - a microgroup within the team.

50. Conflict in society is:
a) conflicts in any social groups;
b) conflicts in large social groups;
c) conflicts between states;
d) conflicts in various fields public life (economic, political, social and spiritual);
e) conflicts, the subjects of which are nations, states, classes, parties, unions, etc.

51. Political conflicts are:
a) confrontation between the subjects of social interaction based on the desire to seize political power;
b) the confrontation between the subjects of social interaction in the period of resolving the issue of political power;
c) the confrontation of the subjects of social interaction on the basis of opposing political interests, values, views and goals, due to their position and role in the system authorities;
d) the confrontation of the subjects of social interaction on the basis of opposing political interests, values, views and goals, due to their position in society;
e) the confrontation of the subjects of social interaction on the basis of opposing political interests, values, views and goals, due to their position in the sphere of political relations.

52. Main subject political conflicts is an:
a) political interest;
b) political power in various social structures;
c) state power;
d) political consciousness of people;
e) political parties.

53. Social conflicts are:
a) conflicts between government agencies regarding the implementation of social guarantees for citizens;
b) conflicts between state and public structures regarding social guarantees for citizens;
in) special shape confrontation of citizens with the authorities, due to the infringement of the interests of citizens, as well as the violation of rights and guarantees in the social sphere;
d) a special form of confrontation between citizens and the authorities for the improvement of their socio-economic situation;
e) conflict between citizens and authorities, expressed in civil disobedience.

54. The most common and acute conflicts of the spiritual environment are:
a) religious conflicts; psychological conflicts; conflicts in the arts;
b) psychological conflicts; conflicts in the field public consciousness; religious conflicts;
c) conflicts in the sphere of ideology; conflicts in the field social psychology; conflicts in the mass consciousness;
d) religious conflicts; ideological conflicts; conflicts in the arts;
e) psychological conflicts; conflicts in the sphere of ideas; conflicts based on aesthetic contradictions.

55. Conflict in an organization is:
a) conflicts between the subjects of social interaction that arise within the organization;
b) conflicts between the subjects of social interaction that arise within the organization and outside it;
c) conflicts between the management of the organization and its employees;
d) conflicts between different building blocks organizations;
d) conflicts over organizational structure team.

56. Family conflict is:
a) conflict between spouses;
b) conflict between parents and children;
c) conflict of relatives;
d) conflict between different families;
e) conflict between any family members.

57. How many crisis periods in the development of the family are distinguished by sociologists:
a) 2;
b) 3;
at 4;
d) 5;
e) 6.

58. Conflicts in the field of management are understood as:
a) conflict between subjects and objects of management;
b) conflicts that arise in the systems of social interaction between subjects and objects of management;
c) conflicts between subjects of management of different levels;
d) conflicts between the leader and subordinates;
e) conflicts in the process of making managerial decisions.

59. Under global conflicts understand:
a) conflicts between regions;
b) conflicts caused global issues modernity, affecting the interests of all mankind and threatening the existence of civilization;
c) conflicts caused by global problems of our time and arising between world communities;
d) conflicts associated with natural disasters;
e) conflicts that threaten the existence of civilization.

60. The subject of conflictology are:
a) conflicts;
b) patterns and mechanisms of conflicts,
as well as the principles and technologies of their management;
c) any collisions.

61. The socio-biological theory of conflict derives its cause from:
a) social inequality of people
b) the natural aggressiveness of a person in general
c) imperfections of the human psyche

62. What is the universal source of all economic conflicts:
a) lack of livelihood
b) money
c) prestige
d) power

63. Early preparation of a possible retreat to prepared positions is:
a) reflexive defense
b) reflexive control
c) reflexive forecast

64. Which dilemma of choosing a behavior model is most typical for a conflict:
a) desire - avoidance
b) double "striving - avoidance"
c) "avoidance - avoidance"

65. Strategic methods of conflict resolution:
a) social development planning
b) specific requirements for the work of each
c) initiative reward system
d) conscientiousness

66. In which case the conflict is considered at the psychological level:
a) when it is based on personal contradictions
b) there are no such cases
c) when it is based on group contradictions

67. Maintaining cooperation as a form of conflict prevention is the activity of:
a) to strengthen neutral or friendly relations
b) to regulate relationships
c) to put forward counter-motives that can block aggressive intentions

68. Alternation of stages of development of a conflict situation:
a) arbitrarily
b) not required
c) always in sequence

69. A strike committee can be defined as:
a) organizer of the conflict
b) conflict instigator
c) an accomplice of the conflict

70. The role behavior of the participants in the conflict is determined by:
a) their social functions and role
b) personal characteristics
c) your interests
d) situation
e) intentions of opponents

71. The norm as a factor in the prevention of conflicts implies a certain impact. Which:
a) valuable
b) forced
c) informational

72. Getting rid of the “subculture of violence” as a method of conflict prevention is:
a) social
b) psychological
c) cultural

73. Modern theory conflict comes from a number of premises:
a) conflict - there is tension, deformation within the system, social disaster
b) conflict is inherent in man as in all animals
c) the conflict is functional for social systems,
d) creative
e) conflict occurs due to the division of people into classes

74. Bribery, behind-the-scenes negotiations, deception are typical for which method of conflict resolution:
a) smoothing
b) "covert actions"
c) "quick fix"

75. A person who pushes other participants to a conflict is called:
a) intermediary
b) accomplice
c) instigator

76. The stress that accompanies any conflict affects its course. This is the judgment:
a) not true
b) right
c) partly true

77. The method of practical empathy means:
a) a variety of impact on the opponent
b) use personality traits opponent
c) psychological "tuning" to the opponent

78. A simple form of pathological conflict includes:
a) sabotage
b) protest
c) boycott

79. The avoidance gradient grows faster than the aspiration gradient. This is the judgment:
a) not true
b) right
c) partly true

80. The possibility of a "pointless" conflict:
a) is real in some cases
b) excluded
c) is real

Conflict test Knobloch - Falconette.

Instruction: answer "yes" or "no" to the following questions:

1. I would like to more control your thoughts.

1. If I get into a stupid situation, I take it seriously.

1. I always want to do things better than I do.

1. Usually I have just enough to fulfill a wish.

1. I actually live for the future.

1. If I could live my life again, I did everything differently.

1. Rarely, if ever, do I feel the need to control my thoughts.

1. Usually I am accepting my personal problems.

1. I'm in conflict with what fate gives me.

1. Nothing is more important to me than being in control.

1. Usually I am satisfied with the level of my activity.

1. There is no one right way to be.

1. I wanted to bring everything together.

1. If I could do things better, then my life would be better.

1. I actually struggle against the vicissitudes of life's journey.

1. I want more than I usually get.

1. My life will improve if I am more fortunate.

1. When I want to do something better, I understand that it has a limited ability.

1. Understanding my personal problems comes easier if I don't resist them.

1. Satisfaction with my level of activity only hinders the realization of my potential on the path of life.

THE KEY TO THE METHOD.

	YES	NO
	harmony	Ego-grasping
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	harmony	Ego-grasping
	harmony	Ego-grasping
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	Ego-grasping	harmony
	harmony	Ego-grasping
	harmony	Ego-grasping
	Ego-grasping	harmony

Interpretation.

Ego-grasping This is the internal conflict of the individual. Tendency to self-accusation, indecision and self-doubt. The need for constant care.

harmony - calmness, self-confidence, balance of desires, aspirations, level of claims. Sequence of behavior.

METHODOLOGY "EVALUATION OF WAYS OF RESPONSE IN CONFLICT" K.N. THOMAS

With the help of this test, it is possible to determine the style of behavior in a situation of disagreement. There are five styles in total:

Collaboration is optimal almost always;
Compromise is quite acceptable in some cases;
Avoidance (withdrawal) - recommended in case of unprovoked partner "fires";
Adaptation is possible in those cases; when the opponent is really right.
Rivalry is the least effective, but the most commonly used way of behaving in conflicts.

In order to determine which method a person is inclined to, after carefully reading each of the double statements a) and b), choose the one that is more consistent with how he usually acts and acts.

1. a) Sometimes I present an opportunity for others to take responsibility for resolving a controversial issue.
b) Instead of discussing what we disagree on, I try to draw attention to what we both agree on.

2. a) I try to find a compromise solution.
b) I am trying to settle the matter taking into account all the interests of both the other person and my own.

3. a) I am usually persistent in trying to get my way.
b) Sometimes I sacrifice my own interests for the interests of another person.

4. a) I am trying to find a compromise solution.
b) I try not to hurt the other person's feelings.

5. a) When settling a controversial situation, I do not always try to find support from the other.
b) I try to do everything to avoid useless tension.

6. a) I try to avoid trouble for myself.
b) I try to get my way.

7. a) I try to postpone the decision of the controversial issue, so that in time, to resolve it finally.
b) I consider it possible to give up something in order to achieve another.

8. a) I am usually persistent in trying to get my way.
b) I first try to determine what all the interests involved and the issues at issue are.

9. a) I think that it is not always worth worrying about some kind of disagreement that has arisen.
b) I make an effort to get my way.

10. a) I am determined to get my way.
b) I am trying to find a compromise solution.

11. a) First of all, I seek to clearly define what all the interests involved and the issues at issue are.
b) I try to calm the other person, and mainly to save our relationship.

12. a) Often I avoid taking a position that may cause controversy.
b) I give the opportunity to the other in something to remain in his opinion, if he also goes forward.

13. a) I propose a middle position.
b) I insist that everything be done my way.

14. a) I communicate my point of view to another and ask about his views.
b) I am trying to show the other person the logic and advantage of my views.

15. a) I try to calm the other person and save our relationship.
b) I try to do whatever is necessary to avoid tension.

16. a) I try not to hurt the feelings of another.
b) I usually try to convince the other person of the merits of my position.

17. a) I am usually persistent in trying to get my way.
b) I try to do everything to avoid useless tension.

18. a) If it makes another happy, I will give him the opportunity to insist on his own.
b) I will give the other the opportunity to remain in my opinion if he meets me halfway.

19. a) First of all, I try to determine what all the interests involved and the issues at issue are.
b) I try to put aside controversial issues in order to eventually resolve them definitively.

20. a) I try to immediately overcome our differences.
b) I try to find the best combination of gains and losses for both of us.

21. a) When negotiating, I try to be considerate of the other.
b) I always tend to discuss the problem directly.

22. a) I try to find a position that is in the middle between mine and the position of another person.
b) I defend my position.

23. a) As a rule, I am concerned with satisfying the desires of each of us.
b) Sometimes I let others take responsibility for resolving a controversial issue.

24. a) If the position of another seems very important to him, I try to meet him halfway.
b) I try to convince the other to compromise.

25. a) I try to convince the other person that I am right.
b) When negotiating, I try to be attentive to the arguments of the other.

26. a) I usually offer a middle position.
b) I almost always seek to satisfy the interests of each of us.

21. a) I often try to avoid disputes.
b) If it makes the other person happy, I will give him the opportunity to have his own way.

28. a) I usually strive to get my way.
b) In settling the situation, I usually seek support from the other.

29. a) I propose a middle position.
b) I don't think it's always worth worrying about disagreements.

30. a) I try not to hurt the feelings of another.
b) I always take such a position in the dispute that we can achieve success together.

QUESTIONNAIRE KEY.

	Rivalry	Cooperation	Compromise	Avoid	fixture

CONFLICT TEST

The test uses diagnostic indicators that are the most stable throughout a person's life.

Test tasks:

1. Interlace your fingers and notice which finger is on top.
2. Aim by selecting the target and determine which eye is your dominant eye.
3. Interlace your arms on your chest ("Napoleonic pose") and notice which arm will be on top.
4. Check which hand is on top when applauding.

Analysis of the received data:

PPPP. They avoid conflicts, but still go for them. In conflicts, they are consistent, strive to bring them to resolution. Carefully correlate the end with the means. Not supporters of conflict resolution at any cost. Think first, then make decisions. They show a lack of flexibility.

PPPL. Strive to avoid conflict. They prefer to resolve them by any means. Often they can abandon their previous position. Can make decisions quickly. Fairly flexible, but not always consistent. Very resourceful in repayment of the conflict.

PPLP. They do not like to conflict, but they do not avoid conflicts. Enter them willingly. They behave freely, resourcefully. They resort to humor, find non-standard ways to resolve conflict situations. They don't always get things done.

PPLL. Avoid conflicts. But when faced with them, they behave firmly. Decisions are made after serious deliberation or advice from intermediaries and loved ones. Touchy, to a certain extent vindictive. Never act as the initiators of collisions. Ready to make concessions. External softness is combined with internal hardness.

PLPL. Very noticeable aversion to conflict. The constant desire to get out of it. Attempts to make amends, obscure the conflict. The way out of the conflict can be carried out by renouncing their own demands. Decisions are made by succumbing to emotional rather than rational states. It is better for them not to enter into conflict than to leave it. Most often they leave with the loss of their own interests, they do not find ways to justify their actions. Seek to make decisions after discussing the situation with experienced trusted friends or relatives.

PLPP. Ready for conflict. Clearly understand their interests, find the most rational ways their protection. They are good at estimating their abilities. In resolving a conflict, the means are not always considered. Refuse to compromise. Willingly enter into conflict. Often act as its initiator. Exaggerate subject to the dominance of their interests. In conflict, they feel confident, comfortable. Sometimes they themselves can provoke a conflict, but not so much because they cannot do without it, but for the purpose of self-affirmation.

PLLP. They don't like conflict. Easy character. They tend to exaggerate their own and underestimate the capabilities of others. Quickly and well oriented in the situation. Many friends. They react emotionally to events, but make fairly well-considered decisions. They strive to bring them to the end, but do not rule out compromises, possibly due to the rejection of some requirements. Not always the goal is commensurate with the means of achievement. Find unexpected solutions. They act flexibly but consistently. They listen to advice.

PLLL Willingly enter into conflict. Often act as its initiator. Exaggerate own possibilities, but in case of failure they do not retreat. Not prone to compromise. Act in a conflict deliberately, consistently. The conflict is terminated only if their requirements are met. The means are not always commensurate with the ends. Favorite technique - "psychological attack". Act on own initiative, do not really like to consult, listen to other people's advice.

LPPP. Conflicts are avoided, they feel insecure in conflict situations. Show great flexibility in their resolution. Achievement of goals is correlated with real means. Inclined to compromise, ready to give up protecting part of their interests. The decision is made more emotionally than after serious deliberation. They tend to listen to advice, but do not always follow it. There is a tendency to exaggerate one's own abilities.

LPPL. Avoid conflicts. But in those cases when they consider their interests affected, they go into conflict without much hesitation. Hold the position firmly, not very inclined to compromise, They can turn to the help of intermediaries, but the decision is made independently. Questions of self-assertion are in the background. In the foreground - the interests of the case.

LPLP. They consider conflicts inevitable, boldly go to solve them. In conflicts, they firmly achieve their goals. When goals are achieved, the means are not considered. Sometimes great importance attach to minor, secondary parties to the conflict. They are not inclined to compromise if they do not solve all the tasks set. May give the appearance of concessions, but internal position remains unchanged. The rational side prevails. Secretive, not inclined to seek advice, although outside help is not ruled out.

LPLL. internally aggressive. Constantly looking for a reason for conflict. They are not always guided by essential points. Conflict is covered by external softness. Consistent in achieving goals. The line of conduct is skillfully carefully calculated. They are not inclined to compromise, regardless of the satisfaction of their own interests. Show great flexibility and ingenuity in resolving conflict with own positions. Often the interests of the cause cannot be separated from the internal psychological position.

LLPP. Avoid conflicts. They prefer to resolve disputes peacefully. Ready to give up protecting their own interests, but consistently protect the interests of others. The goal is always sought to be combined with the corresponding means. Their strongest side is the desire to prevent conflicts or to extinguish them in the bud.

LLPL. They strive to avoid conflict, although they do not know how to warn. Very prone to compromise. They yield to the demands of the conflicting parties if the enemy is strong. However, in relation to the weaker, they show intransigence. They cannot correctly calculate their strength, they tend to exaggerate the strength of the enemy. Unable to weave a thread of intrigue. Willingly listen to the advice of others, follow their recommendations. They tend to hide the presence of a conflict situation, sincerely believing in its absence. Not principled enough.

LLLP. Conflicts are not avoided, although they rarely initiate them. Weakly think over the line of behavior in resolving conflicts, they are more guided by emotions. In conflicts, they act boldly, decisively, but make rash decisions. Tend to compromise. clearly thought out possible consequences conflict, seek to warn them. They often act as the initiators of a compromise. They deeply experience the undesirable consequences of conflicts.

LLL. Conflict is avoided. They have a great ability to warn them. However, taking part in conflicts, they are able to impress the enemy, using the technique of demonstrating non-existent capabilities. They know how to exploit the weaknesses of the other side. They well calculate the possible consequences of the conflict and are able to correct their behavior in time. Stubborn, secretive.

Second stage - Practical(SHAPING EXPERIMENT).

Based on the data obtained at the first stage, the main measures of psychological support are being developed. This stage consists of two blocks:

1 UNIT: Teachers are invited to listen to a report on the topic "Methods for resolving pedagogical conflicts", which consisted of several parts, in particular:
o The concept of conflict, the difference between a conflict situation and a conflict, the structure of dynamics, functions, typology
o Methods and stages of conflict resolution

2 BLOCK: Specially designed games and team building exercises. The material for classes was selected from various psychological sources (see References). Here, exercises were used to study the participants of their personal characteristics, such as "Name and epithet": "Do the same as me"; "Tell me who your friend is"; "My strengths"and others. Among the exercises to develop self-control skills were the following: "Lost Narrator"; "Colors of Emotions" "Sassy"; "Exposure" and others.

The training sessions also focused on developing collaboration skills and communication styles. Among the exercises used for these purposes were: "Reincarnation": "Anabiosis": "Interaction"; "Magic Pencil", "Homeostat". "Reservoir", etc.

Classes were held in two groups created from among the educators and teachers of the school. In each group, 13 people were engaged (for optimal performance). Groups were created based on the wishes of the participants themselves. On the individual classes(Lesson No. 2, Lesson No. 5, Lesson No. 8) the participants were united in one group for the most effective assimilation of the material.
primary goal this stage: Organization of activities for the development of interpersonal relations in teaching staff schools. ( Summary lessons on the topic is presented in the Program and Presentations on the pages of the site).

Third stage - Ascertaining experiment.

This study is carried out at the end of the training sessions, similar to the primary diagnosis.
The purpose of this stage: Establishing differences in the relationship between teachers before and after training sessions.

For the re-examination of teachers, the same methods were used as in the first stage.

Thus, psychological research and the impact on teachers was carried out in experimental groups as an organically unified process aimed at determining the foundations of psycho-pedagogical diagnostics and developing relationships between members of the teaching staff.

Most of these methods are built within the framework of the subject positivist methodology, general provisions which in relation to social diagnostics were discussed above. The dominance of this approach in this type methods is connected, in our opinion, with the fact that the basic methods for them were the methods social psychology, first of all - a testing method.

An example of this kind of technique is the diagnostic scale role conflict among the leaders of the primary production team, developed by S.I. Erina [Erina, Kuzmin, 1983]. With the help of a questionnaire consisting of a set of judgments with which the manager must agree or disagree, the presence of psychological conflict and the degree of its severity in the head, as well as the areas of the head's activity that cause conflict experiences. It is assumed that the manager, when performing his social role, is in conditions of cross expectations in relation to him on the part of higher managers, his colleagues and contractors from other departments of the organization with whom he interacts, as well as his subordinates. These expectations may conflict with each other, and the leader himself, in the face of these cross pressures, may perceive his position as conflicting or non-conflicting.

As mentioned above, the first block of this technique - the block of describing the real state of the object - is built on the subject methodology. According to the method of setting the due, this technique refers to those using the value-normative approach. The methodology distinguishes three zones of role conflict according to the degree of severity: high (more than 133 points scored by the respondent), medium (from 85 to 133) and low (less than 85 points). In addition, the methodology identifies four groups of possible contradictions, which make it possible to determine which type of role conflict causes the greatest tension in the leader. According to S. I. Erina, it is possible following zones contradictions [Fetiskin, Kozlov, Manuilov, 2002, p. 207]:

A - different expectations from groups "from above" and "from below";

B - prevailing conditions and role requirements;

C - different role requirements;

D - internal aspirations, personality values ​​and role requirements.

It should be noted that this technique assumes that the optimal situation is when the level of role conflict for different groups of contradictions is low. Such an attitude quite logically follows from the fact that the methodology was created in the subject field of psychology. Hence the vision of the ultimate goal as the achievement of a certain comfort (primarily psychological) for the leader. If we turn to organizational theory, then this type of conflict (role intrapersonal conflict) is considered as an unremovable positional conflict.

Within the framework of the theory of organizations, this issue was considered by representatives of the school of social systems, in particular C. Barnard, who revealed the phenomenon of the so-called “paralysis of the will”. According to Barnard, the failures of many administrators are often caused not by their technical incompetence, but by a kind of "paralysis of action" - in stressful situation the leader loses the ability to make decisions, to take active actions. All this is the result of conflicts arising from the complexity and mutual inconsistency of various codes (C. Barnard understands the “codes” as a complex of moral, legal, technical, professional and organizational norms that regulate the activities of the organization), as well as reactions to opposite codes. The head is the bearer of a number of opposing requirements (moral codes), due to his inclusion in several social groups at the same time and belonging to several social roles, which causes a role-playing intrapersonal conflict in the manager.

Thus, the presence of contradictions determined by the methodology is a completely natural and unavoidable phenomenon in organizations. The methodology itself does not allow separating the determination of the presence of these contradictions from the negative experiences of managers, on the one hand, and, on the other hand, assessing how much this internal conflict affects the performance of the leader. That is, the manager's awareness of the presence of these contradictions is not yet a reason to think that he is less effective.

A whole group of techniques is aimed at diagnosing the strategies and tactics of human behavior in conflict. The most famous is the K. Thomas test, aimed at identifying the repertoire of behavioral tendencies in conflicting situations. To describe the types of people's behavior in conflict situations, the author of the methodology considers the applicable two-dimensional model of conflict management, the fundamental factors in which are cooperation associated with a person's attention to the interests of other people, and assertiveness, which is characterized by an emphasis on protecting one's own interests. According to these two main dimensions, K. Thomas identifies five possible tactics of behavior in a conflict situation. one.

The avoidance tactic takes place at low assertiveness and low cooperation values. It is characterized by an unwillingness to take responsibility for making a decision, not to see disagreements, to deny the conflict, to consider it safe. A person who adheres to such tactics tries to get out of the situation without insisting on his own, refraining from disputes, discussions, objections to the opponent, and expressing his position. 2.

Tactics "Concession" or "Adaptation" - with low assertiveness and a high desire for cooperation. This tactic is characterized by the desire to maintain or establish favorable relations, to ensure the interests of the partner by smoothing out disagreements. A person in this situation shows a willingness to give in, neglecting his own interests, to avoid discussion contentious issues, agree with the requirements, claims, but subject to maintaining a good relationship. 3.

Tactics "Confrontation" or "Rivalry" - with high level assertiveness and low value of cooperation. First of all, this is the desire to insist on one's own way by openly fighting for one's interests, taking a tough position of irreconcilable antagonism in case of resistance. This tactic is characterized by the use of power, coercion, pressure, the use of partner dependence.

The outcome of the conflict is perceived only in terms of victory or defeat. 4.

Tactics "Compromise" - with average values ​​of assertiveness and cooperation. The person who adopts this tactic seeks to resolve differences by giving in something in exchange for concessions from the other. This is a search for average solutions, when no one loses much, but does not win much either. The interests of both parties are not fully satisfied. 5.

Tactics "Cooperation" - with high values assertiveness and cooperation. This is a search for solutions that fully satisfy the interests of both parties in the course of an open discussion. The parties jointly analyze disagreements and develop solutions. Initiative, responsibility and execution are distributed by mutual agreement. According to K.Thomas, only in a situation of cooperation do both sides win.

The subject is offered 30 pairs of judgments, each of which reflects one of the possible strategies of behavior. The subject chooses from each pair the one that he considers more appropriate to his typical behavior. As a result, it is possible to determine to what extent the strategies of competition, cooperation, avoidance, concessions or compromise are represented in the repertoire of a person. The formulations of judgments are “cleared” from the situational context and therefore make it possible to diagnose precisely personal tendencies towards the predominant use of certain strategies.

The presented methodology, unfortunately, does not allow linking the choice of a particular strategy with the effectiveness of employees or managers in the organization. In addition, the task of due in this methodology is also focused on the value-normative approach: as follows from the description of behavior strategies, the most effective strategy is cooperation, using which it is possible to end the conflict on the principle of "win - win".

A similar questionnaire aimed at studying the strategies chosen by the leader in conflict situations was developed by A.A. Ershov. He identifies four main areas of value orientations among the leaders of primary organizations, which are updated in conflict situations: -

orientation to work and its efficiency; -

focus on oneself, one's views and experience; -

orientation to official subordination, rights and obligations.

The methodology consists of 12 conflict situations, for each of which

four solutions are proposed, corresponding to four possible orientations.

To determine the strategies of behavior in conflict situations, specialists also use projective tests, one of which is the F. Rosenzweig test. It consists of pictures describing an incident between characters, and the subject is asked to identify himself with one of them. The words of the partner in the figure contain some kind of accusation (explicit or implicit) against the respondent or prevent the satisfaction of his needs. The subject's responses are categorized according to special scheme, and this allows you to determine how a person usually reacts to a frustrating situation: by looking for someone to blame outside, by self-accusation, or in some other way.

On the basis of this test, the Business Situations test was developed, consisting of twenty drawings depicting conflict situations in the organization.

As in the case with the method of K. Thomas, the block of assignment of due in these tests is represented by a value-normative criterion: it is assumed that there is some optimal strategy of behavior in any conflict situation, following which can lead to minimization of the destructive consequences of this conflict.

Psychological tests are used to determine the level of conflict in a person. For example, the questionnaire by A. Bass and A. Darki (1957) is designed to determine the individual level of aggressiveness of a person. The authors divided the concepts of aggression and hostility and differentiated their manifestations, highlighting the following types reactions: 1)

physical aggression involving the use physical strength; 2)

indirect aggression not directed at another person or directed at no one at all; 3)

irritation - a person's readiness for the manifestation of negative feelings; 4)

negativism - an oppositional manner in behavior, manifested in active or passive resistance to existing norms; 5)

resentment - envy and hatred of others for real or fictional actions; 6)

suspiciousness - distrust towards others up to

to the conviction of their evil intentions and actions; 7)

verbal aggression - verbal expression of negative feelings through the form and content of statements; eight)

guilt - remorse felt by the subject and his possible conviction that he is doing something bad.

The questionnaire makes it possible to determine individual indices of aggressiveness (scales 1, 2 and 7) and hostility (scales 5 and 6). The rest of the scales are referred by the authors to the so-called special reactions, complementing the analysis of hostile and aggressive reactions.

The concept of the norm in this methodology, created by psychologists, is related to the psychological norm - the boundaries of the manifestation of signs in population. The norm of aggressiveness is the value of its index, equal to 21 + 4, and hostility - 6.5 - 7 + 3. In addition, for each scale, the "nominal sum of points by types of reactions" is estimated.

The problem of using this and a number of similar methods aimed at assessing the subject's aggressiveness lies in the fact that this is not a diagnosis of the conflicts themselves, but only a person's inclination to one or another type of behavior in conflict or close to them, frustrating situations. Therefore, it is possible to use them only as additional tools to clarify or predict the actions of the participants in the conflict. Moreover, the degree of reliability of this forecast may turn out to be very insignificant, since organizational variables are in no way involved in setting the norm: it is not clear how necessary and justified this or that reaction of the participants in the organizational conflict in each specific case.

Intrapersonal conflicts

Brief General Health Status Questionnaire

The SF-36 method is aimed at determining the degree of patient satisfaction with their physical, mental and social functioning in the conditions of the disease.

The questionnaire includes 36 questions and 9 categories to assess the quality of life.

· « Physical activity» (FA)- subjective assessment by the respondent of his daily physical activity not limited by the state of health at present.

· "Role physical problems in life restriction” (RF)- subjective assessment of the degree of limitation of their daily activities due to health problems.

· "Pain" (B)- the role of subjective pain sensations in limiting daily activities.

· "General Health" (OH)- subjective assessment of the general state of one's health at the present time.

· "Vitality" (ZhS)- subjective assessment by the respondent of his vitality.

· « Social activity» (CA)- subjective assessment of the level of relationships with friends, relatives, colleagues and other persons from the immediate social environment.

· "Role emotional problems» (RE)- subjective assessment of the degree of limitation of daily activities due to emotional problems.

· « mental health» (PZ)- subjective assessment of one's mood.

· "Comparison of well-being" (SS)- an additional category that characterizes the dynamics of changes in the general well-being of the respondent over the past year.

Intrapersonal conflicts are various contradictions both between dynamic forces within the personality and personal tendencies and environmental requirements. Every individual is influenced three major conflicts :

I am others

I am the environment.

These conflicts are the source personal development. In the presence of various psychological problems, neurotic or psychosomatic disorders, the number of intrapersonal conflicts increases and their intensity increases. The identification of these conflicts allows you to determine the goals of psychotherapeutic intervention and choose the method of psychotherapy.

The test of intra-individual conflicts was proposed by the German psychotherapist W. Lauterbach and then tested at the Psychoneurological Research Institute. V.M. Bekhterev. This technique allows you to identify contradictions between the elements of the system of relations of the subject.

Within the framework of the methodology concept, conflict is understood as a relative inconsistency of thoughts, opinions, attitudes, and relationships within a limited cognitive field.

The cognitive field includes 2 components:

a set of concepts - concepts are chosen by the researcher jointly

but with the subject after a thorough history taking,

Relationships between the selected concepts - these relationships represent possible conflict zones.

Each of the concepts is connected with the others by means of two directed relations, evaluated with the help of the leading concept "I".

The unit of conflict impact analysis is a set of three concepts. When answering questions, the patient assesses the impact of each concept as either negative or positive.

The assessment of the conflict is carried out as follows.

· If in the triad the number of negative relationships is an odd number, then a psychological contradiction is determined.

· If the number of negative relationships is an even number, then the triad does not contain psychological contradictions.

During the processing of the results, the conflict index is calculated, which can take values ​​from 0 (no conflict) to 100 (the most pronounced conflict).

intrapersonal conflict

test

Diagnosis of a conflict situation

In the course of diagnosing a conflict situation, we considered three groups of methods:

one). Psychological :

Self-assessment of an inferiority complex.

Test for the tendency to intrapersonal conflict (Knobloch - Falconette)

Self-assessment of character according to the method of R. Cattell

2). Social work methods

Child social development map

Family passport

3) Sociological methods

Questionnaire for self-diagnosis of a typical family condition.

The test for self-assessment of the inferiority complex showed that the teenager is notorious, evaluates himself negatively, "zatsiklin" on his weaknesses, shortcomings, mistakes. He constantly fights with himself, and this only aggravates both the complexes and the situation itself, further complicating relations with people.

The test for the propensity to intrapersonal conflict showed that the teenager is inherent in the internal conflict of the personality. Tendency to self-accusation, indecision and self-doubt.

Self-assessment of character according to the method of R. Cattell gave the following results. A teenager, most likely, does not really need the company of others and, as they say, is not sociable by nature. It is possible that he is skeptical of acquaintances and judges others rather harshly. And this, as you know, limits the circle of close friends with whom it is easy to be frank. Him rich imagination and consequently high creative potential. This test also showed that the teenager is inherent in internal conflict.

Thanks to the social development map of the child, we learned that school lessons he doesn’t miss, he has a positive attitude towards studies, his behavior at school and outside of school is excellent, he is quite sociable in the classroom, he has no offenses, he is not registered with the IDI.

The questionnaire for self-diagnosis of a typical family condition showed the following results: a teenager believes that he is to blame for everything that happens in his family; a teenager often feels the critical views of his mother; it seems to him that if he suddenly disappeared, no one would notice it; when he is at home, he is always worried about something.

intrapersonal conflict

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