In the process of professional activity In addition to his immediate responsibilities related to teaching and educating the younger generation, a teacher has to communicate with colleagues, students, and their parents.

In daily interactions, it is hardly possible to avoid conflict situations. And is it necessary? After all, by correctly resolving a tense moment, it is easy to achieve good constructive results, bring people closer, help them understand each other, and achieve progress in educational aspects.

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

What is conflict? Definitions of this concept can be divided into two groups. IN public consciousness conflict is most often synonymous with hostile, negative confrontation between people due to incompatibility of interests, norms of behavior, and goals.

But there is another understanding of 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 resolving conflict situations, they can be designated as destructive or constructive. The result destructive collision is dissatisfaction of one or both parties with the outcome of the collision, destruction of relationships, resentment, misunderstanding.

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

Variety of school conflicts. Causes and solutions

Conflict "Student - student"

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

Causes of conflicts between students

• struggle for authority
• rivalry
• deception, gossip
• insults
• grievances
• hostility towards the teacher's favorite students
• personal dislike for a person
• sympathy without reciprocity
• fight for a girl (boy)

Ways to resolve conflicts between students

How can such disagreements be resolved constructively? Very often, children can resolve a conflict situation on their own, without the help of an adult. If teacher intervention is still necessary, it is important to do so in a calm manner. It is better to do without putting pressure on the child, without public apologies, and limit yourself 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, which will help him communicate with peers and teach him how to solve problems, which will be useful to him in adult life.

After permission conflict situation, the dialogue between the teacher and the child is important. It is good to call the 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 disagreements like this 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 work on mistakes. Such a conflict will be useful."

A child often quarrels and shows aggression if he has no friends and hobbies. In this case, the teacher can try to correct the situation by talking with the student’s parents, recommending that the child enroll in a club or sports section, according to his interests. A new activity will not leave time for intrigue and gossip, but will give you an interesting and useful pastime and new acquaintances.

Conflict "Teacher - student's parent"

Such conflicting 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
• parent's dissatisfaction with teacher's teaching methods
• personal animosity
• parent's opinion about the unreasonable underestimation of the child's grades

Ways to resolve conflicts with student parents

How can such discontent be constructively resolved and stumbling blocks broken? When a conflict situation arises at school, it is important to sort it out calmly, realistically, and without distortion, look at things. Usually, everything happens differently: the conflicting person turns a blind eye to own mistakes, at the same time 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, evaluate the correctness of the actions of both parties, and outline the path to a constructive resolution of the 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 resolving the conflict, drawing conclusions about what was done wrong and what should have been done to prevent a tense moment from occurring will help prevent similar situations in the future.

Example

Anton is a self-confident high school student who does not have extraordinary abilities. Relations with the guys in the class are cool, there are no school friends.

At home, the boy characterizes the boys with negative side, pointing out their shortcomings, fictitious or exaggerated, shows dissatisfaction with teachers, notes that many teachers underestimate his grades.

The mother unconditionally believes her son and assents to him, which further spoils the boy’s relationship with his classmates and causes negativity towards the teachers.

The volcano of conflict explodes when a parent comes to school in anger with complaints against the teachers and school administration. No amount of persuasion or persuasion has a cooling effect on her. The conflict does not stop until the child graduates from school. It is obvious that this situation is destructive.

What could be a constructive approach to solving a pressing problem?

Using the above recommendations, we can assume that Anton’s class teacher could analyze the current situation something like this: “The mother’s conflict with the school teachers was provoked by Anton. This indicates the boy’s internal dissatisfaction with his relationships with the guys in the class. The mother added fuel to the fire without understanding the situation, increasing her son’s hostility and mistrust of the people around him at school. Which caused a response, which was expressed by the cool attitude of the guys towards Anton.”

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

A good result can be obtained from a dialogue between the teacher and Anton and his mother, which would show The class teacher's desire to help the boy. It is important that Anton himself wants to change. It’s 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 extracurricular activities, promoting the unity of the guys.

Conflict "Teacher - student"

Causes of conflicts between teacher and students

• lack of unity in teachers' demands
• excessive demands on the student
• inconstancy of teacher's demands
• failure to comply with requirements by the teacher himself
• the student feels underestimated
• the teacher cannot come to terms with the student's shortcomings
• personal qualities of a teacher or student (irritability, helplessness, rudeness)

Resolving teacher-student conflict

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

The natural reaction to irritability and raising your voice is similar actions. The consequence of a conversation in a raised voice will be an aggravation of the conflict. That's why right action on the part of the teacher there will be a calm, friendly, confident tone in response to the student’s violent reaction. Soon the child will also be “infected” by the calmness of the teacher.

Dissatisfaction and irritability most often come from lagging students who do not conscientiously perform school duties. You can inspire a student to succeed in their studies and help them forget about their dissatisfaction by entrusting them with a responsible task and expressing confidence that they will complete 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 follow the proposed recommendations.

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

If punishment is necessary, it is worth thinking through it in such a way as to prevent humiliation of the student and a change in attitude towards him.

Example

A sixth grade student, Oksana, does poorly in her studies, is irritable and rude when communicating with the teacher. During one of the lessons, the girl interfered with other children’s assignments, threw pieces of paper at the children, and did not react to the teacher even after several comments addressed to her. Oksana did not react to the teacher’s request to leave the class either, remaining seated. The teacher's irritation led him to decide to stop teaching the lesson and leave the entire class after school after the bell rang. This, naturally, led to dissatisfaction with 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 disturbing the children, 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 a little porridge today, the range and accuracy of her throw is suffering, the last piece of paper never reached the addressee.” After this, calmly continue teaching the lesson further.

After the lesson, you could try to talk with the girl, show her your friendly 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, entrusting her with important tasks, providing assistance 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 unified algorithm for resolving any school conflict

• The first thing that will be useful when the problem is ripe is calmness.
• The second point is situation analysis without vicissitudes.
• The third important point is open dialogue between conflicting parties, the ability to listen to the interlocutor, calmly express your view on the problem of the conflict.
• The fourth thing that will help you reach the desired constructive result is identifying a common goal, ways to solve the problem that allow you to achieve this goal.
• The last, fifth point will be conclusions that will help you avoid communication and interaction mistakes in the future.

So what is conflict? Good or evil? The answers to these questions lie in the way tense situations are resolved. The absence of conflicts in school is almost impossible. And you still have to solve them. A constructive solution brings with it trusting relationships and peace in the classroom, a destructive solution accumulates resentment and irritation. Stop and think at the moment when irritation and anger surge - important point in choosing your own way to resolve conflict situations.

Photo: Ekaterina Afanasicheva.

When misunderstandings arise in relations between employees or partners, and one or both parties simultaneously draw false conclusions from the current situation, this already serves as a signal of a possible conflict.

An employee of Aphrodite LLC breaks off his connection with a work colleague - this is an obvious signal of an emerging conflict.

It is also possible that an employee of Aphrodite LLC expresses a preconceived opinion about his employee, partner or friend, as a result of which a state of psychological tension arises between them, which is an obvious signal of an impending conflict situation.

One example constructive conflict What happened at Aphrodite LLC is a conflict that arose between two managers responsible for the company’s advertising campaign. The managers had disagreements regarding the company's advertising campaign: one manager was inclined to believe that the main emphasis should be on advertising in the media, the other on advertising on television. In this situation, positive competition occurred creative potentials two people.

In this situation, it is necessary to recommend that the director of Aphrodite LLC assign to each of the managers functions in the field of advertising for a specific means of its distribution, that is, one manager will be responsible for advertising in the media, and the other for advertising on television. The director must reserve the choice of means of advertising distribution. This will speed up the decision-making process and strengthen the personal obligations of employees to perform work through participation in management.

One example of an organizational conflict is the conflict situation between the chief accountant and the director of Aphrodite LLC. As a result of an audit conducted by the State Tax Inspectorate, violations in the management of accounting and reporting. A fine was imposed on the organization. It should be noted that accounting in the organization was carried out in accordance with the accounting policies approved by the director. A few months before the test Chief Accountant I tried to warn the director about the existing violations, but the director did not find time for this conversation.

After a fine was imposed on Aphrodite LLC, the director, in the presence of the entire team, accused the chief accountant of incompetence, inattention and unprofessionalism. The chief accountant found it impossible to continue working in such conditions and submitted his resignation letter. at will, but since he was a good specialist, and it would take a long time to find a replacement, the director was forced to apologize. In order to apologize, he found it inconvenient to call the chief accountant to his office and he himself came to the accounting department, where in addition to the chief accountant there were two more accountants. The chief accountant accepted the director's apology, and the conflict was resolved.

In this case, the conflict arose because the director did not understand his mistake. Subjective reasons for this conflict: psychological incompatibility of people, character traits, inability of the boss to work in a team.

The director of Aphrodite LLC can be advised the following: learn to be more restrained with your subordinates, start listening to their advice and comments about the performance of the organization, it is also incorrect to maintain your authority at the expense of your subordinates, insulting them in the presence of the remaining team, and when The chief accountant's fault was minimal. The boss must create a favorable climate in the organization, and not disrupt it.

The chief accountant, in turn, needed to be more persistent in involving his superiors in his issue, since he knew that a violation would be discovered and all the blame would be on him.

Conflicts between employees of Aphrodite LLC and the administration of the enterprise are also possible.

In 2010, 14 people were fired from the company. for various labor violations, which may indicate poor organization labor activity administrative bodies of the enterprise.

There is also a possible conflict in Aphrodite LLC due to failure to fulfill the salary plan. Thus, the average salary of one employee of Aphrodite LLC for 2008 was 111 thousand rubles, which is 52 thousand rubles below the target. Decline wages will lead to a decrease in employee motivation at work. This can lead to significant financial losses at the enterprise, which in turn will lead to general irritation and the emergence of new conflict situations.

All employees of Aphrodite LLC, including managers, are required to undergo training in labor safety rules and testing of knowledge of labor protection requirements. For all persons entering work, as well as for persons transferred to another job, the employer (or a person authorized by him) is obliged to provide instructions on labor protection, organize training in safe methods and techniques for performing work and providing first aid to victims.

This is important, firstly, in order to reduce the likelihood of injury at work due to the fault of the employee, to once again check whether all equipment and workplaces meet the requirements, and injuries for this reason are excluded, and secondly, to avoid lawsuits in the event of serious injuries to employees or pay for long-term worksheets.

The organization and work culture of management personnel at Aphrodite LLC must meet modern requirements. It is necessary that non-standard and new decisions be made and implemented, which will be discussed collectively during the business negotiations and meetings.

Measures for the rational organization and maintenance of workplaces at Aphrodite LLC should be aimed at improving their equipment, inventory and tools, and ensuring normal working conditions in the workplace. Maintenance of workplaces, in addition, also involves timely repair of equipment, care for it, maintaining order and cleanliness in the workplace. Increasing the efficiency of use of retail space and warehouse capacity will be facilitated by their proper layout, equipping with appropriate equipment, and optimal placement of goods for storage.

On this moment An important area of ​​labor organization at Aphrodite LLC is the study of working conditions, the development and implementation of measures to improve them, namely - convenient mode labor and rest of workers, improvement of psychophysiological, sanitary-hygienic and aesthetic factors affecting a person in the process of work.

The productivity of employees greatly depends on the level of work with personnel. In this direction, Aphrodite LLC provides for training and retraining of personnel in educational institutions or at the enterprise, advanced training of personnel; improving the quality of personnel; studying and disseminating best practices in working with warehouse workers; strengthening labor discipline; reducing staff turnover; moral stimulation of workers.

Educational work with personnel consists of instilling in the employees of Aphrodite LLC an honest attitude towards their duties and work; careful attitude towards goods, to the struggle to reduce losses of goods, time, material and monetary resources in the process of implementing the technological process.

Educational work should also be aimed at strengthening labor discipline. Analysis of the reasons causing violations of labor discipline allows us to determine the directions of this work. Purpose educational work should be an increase in the creative activity of employees of Aphrodite LLC.

As experience at Aphrodite LLC shows, the technology for establishing partnerships between the administration and workers is as follows:

Establishment best shape relationships;

Ending confrontation;

Identifying barriers to establishing relationships;

Identifying the interests of each party;

Development of joint actions;

Developing a strategy for their implementation, establishing communications;

Reconsidering existing relationships as the environment changes.

The participation of workers in the affairs of the enterprise, including in financial matters, helps not only to increase motivation, but also to improve the well-being of workers, improve their relations with the management of the enterprise, since this is one of the conditions for reducing the alienation of workers and for the development of democratic relations and social stability in society.

For better work and mutual understanding between employees, it is necessary that information reaches them in the form in which the boss really wants to convey it. There are many ways to do this, both at the individual and organizational level, to help overcome these problems. On individual level language must be clear, concise and to the greatest extent applicable to the subject of the message. It is also necessary to establish trust. The message must not only be understood, but also accepted. The use of cliches and unnecessary classifications should be avoided and as much factual information as possible should be provided.

Of course, it is necessary to actively seek feedback to ensure that the information is being interpreted correctly.

An enterprise can also train its employees in the art of communication through trainings that include Various types role playing games and serve to improve the ability to speak, write or listen, and most importantly, to understand someone else's point of view.

Analysis of conflict management work is one of the main stages in determining the type of conflict in work collective. CEO enterprises and their employees must try to follow certain conditions to prevent conflict situations. First of all, there should be the creation of conditions that prevent the emergence and development of conflict situations. The manager monitors the work of each employee and, if it turns out that the person does not have the desire to work efficiently and effectively, he is fired.

The next condition for preventing conflicts is concern for justice. The director does not punish innocent people; before doing anything, he thinks very well about the consequences that will follow from his decisions. But this does not always work out; sometimes, in the heat of the moment or without thinking, employees suffer undeservedly, although the manager himself is to blame.

It is desirable that relationships in the team develop through concessions, so that not only one’s own interests are taken into account, but also the interests of other employees of the enterprise. The willingness to give in eases a tense situation. And if pressure is put on the opponent, this always causes resistance on his part.

It is also necessary to use the principle of clarity and goodwill. This allows you to avoid mistakenly attributing a hostile position to your enemy, as well as neutralize or soften the situation.

Employees of Aphrodite LLC learn to manage their reactions, restrain negative emotions when disagreements arise, but this does not always work out. They reduce the negative emotions of the opposite party with the following techniques:

Willingness to move towards rapprochement of positions;

Positive assessment of some actions of the other party;

Critical attitude towards oneself and balancing behavior.

After this, the optimal strategy for resolving the conflict situation is selected.

SCHOOL CONFLICTS

What is conflict? Definitions of this concept can be divided into two groups. In the public consciousness, conflict is most often synonymous with hostile, negative confrontation between people due to incompatibility of interests, norms of behavior, and goals.

But there is another understanding of 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 resolving conflict situations, they can be designated as destructive or constructive. The result destructive collision is dissatisfaction of one or both parties with the outcome of the collision, destruction of relationships, resentment, misunderstanding.

Constructive is a conflict, the solution of which became useful for the parties taking part in it, if they built, acquired something valuable for themselves in it, and 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 clashes with each group of participants can become a “cheat sheet” for a teacher on exams in the subject “School Conflict”.

Conflict "Student - student"

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

Causes of conflicts between students

rivalry

deception, gossip

insults

hostility towards the teacher's favorite students

personal dislike for a person

sympathy without reciprocity

fight for a girl (boy)

Ways to resolve conflicts between students

How can such disagreements be resolved constructively? Very often, children can resolve a conflict situation on their own, without the help of an adult. If teacher intervention is still necessary, it is important to do so in a calm manner. It is better to do without putting pressure on the child, without public apologies, and limit yourself 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, which will help him communicate with peers and teach him how to solve problems, which will be useful to him in adult life.

After resolving a conflict situation, dialogue between the teacher and the child is important. It is good to call the 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 disagreements like this 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 work on mistakes. Such a conflict will be useful."

A child often quarrels and shows aggression if he has no friends and hobbies. In this case, the teacher can try to correct the situation by talking with the student’s parents, recommending that the child enroll in a club or sports section, according to his interests. A new activity will not leave time for intrigue and gossip, but will give you an interesting and useful pastime and new acquaintances.

Conflict “Teacher - student’s parent”

Such conflicting 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

parent's dissatisfaction with teacher's teaching methods

personal animosity

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

Ways to resolve conflicts with student parents

How can such discontent be constructively resolved and stumbling blocks broken? When a conflict situation arises at school, it is important to sort it out calmly, realistically, and without distortion, look at things. Usually, everything happens in a different way: the conflicting person turns a blind eye 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, and outline the path to a constructive resolution of the 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 resolving the conflict, drawing conclusions about what was done wrong and what should have been done to prevent a tense moment from occurring will help prevent similar situations in the future.

Example

Anton is a self-confident high school student who does not have extraordinary abilities. Relations with the guys in the class are cool, there are no school friends. At home, the boy characterizes the children in a negative way, pointing out their shortcomings, fictitious or exaggerated, shows dissatisfaction with the teachers, and notes that many teachers lower his grades. The mother unconditionally believes her son and assents to him, which further spoils the boy’s relationship with his classmates and causes negativity towards the teachers. The volcano of conflict explodes when a parent comes to school in anger with complaints against the teachers and school administration. No amount of persuasion or persuasion has a cooling effect on her. The conflict does not stop until the child graduates from school. It is obvious that this situation is destructive.

What could be a constructive approach to solving a pressing problem? Using the above recommendations, we can assume that Anton’s class teacher could analyze the current situation something like this: “The mother’s conflict with the school teachers was provoked by Anton. This indicates the boy’s internal dissatisfaction with his relationships with the guys in the class. The mother added fuel to the fire without understanding the situation, increasing her son’s hostility and mistrust of the people around him at school. Which caused a response, which was expressed by the cool attitude of the guys towards Anton.”

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

A good result can be obtained from a dialogue between the teacher and Anton and his mother, which would show The class teacher's desire to help the boy. It is important that Anton himself wants to change. It’s good to talk with the kids in the class so that they reconsider their attitude towards the boy, entrust them with joint responsible work, and organize extracurricular activities that help unite the kids.

Conflict "Teacher - student"

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

lack of unity in teachers' demands

excessive demands on the student

inconstancy of teacher's demands

failure to comply with requirements by the teacher himself

the student feels underestimated

the teacher cannot come to terms with the student's shortcomings

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

Resolving teacher-student conflict

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

The natural reaction to irritability and raising your voice is similar actions. The consequence of a conversation in a raised voice will be an aggravation of the conflict. Therefore, the correct action on the part of the teacher would be a calm, friendly, confident tone in response to the student’s violent reaction. Soon the child will also be “infected” by the calmness of the teacher.

Dissatisfaction and irritability most often come from lagging students who do not conscientiously perform school duties. You can inspire a student to succeed in their studies and help them forget about their dissatisfaction by entrusting them with a responsible task and expressing confidence that they will complete 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 follow the proposed recommendations.

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

A sixth grade student, Oksana, does poorly in her studies, is irritable and rude when communicating with the teacher. During one of the lessons, the girl interfered with other children’s assignments, threw pieces of paper at the children, and did not react to the teacher even after several comments addressed to her. Oksana did not react to the teacher’s request to leave the class either, remaining seated. The teacher's irritation led him to decide to stop teaching the lesson and leave the entire class after school after the bell rang. This, naturally, led to dissatisfaction with 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 disturbing the children, 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 a little porridge today, the range and accuracy of her throw is suffering, the last piece of paper never reached the addressee.” After this, calmly continue teaching the lesson further. After the lesson, you could try to talk with the girl, show her your friendly 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, entrusting her with important tasks, providing assistance 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 unified algorithm for resolving any school conflict

The first thing that will be useful when the problem is ripe is calmness.

The second point is situation analysis without vicissitudes.

The third important point is open dialogue between conflicting parties, the ability to listen to the interlocutor, calmly express your view on the problem of the conflict.

The fourth thing that will help you reach the desired constructive result is identifying a common goal, ways to solve the problem that allow you to achieve this goal.

The last, fifth point will be conclusions that will help you avoid communication and interaction mistakes in the future.

So what is conflict? Good or evil? The answers to these questions lie in the way tense situations are resolved. The absence of conflicts in school is almost impossible. And you still have to solve them. A constructive solution brings with it trusting relationships and peace in the classroom, a destructive solution accumulates resentment and irritation. Stopping and thinking at the moment when irritation and anger surge is an important point in choosing your way to resolve conflict situations.

OR

Conflict (lat. Conflictus - collision) -

1. Collision of opposite sides, lines, forces, states; serious disagreement.

2. The contradiction on which the relationships between the characters of a literary work are built. (Dictionary of Foreign Words. M., 2006).

Conflict (from Latin Conflictus - collision) is a collision of multidirectional goals, interests, positions, opinions or views of the subjects of interaction, fixed by them in a rigid form.

The basis of any conflict is a situation that includes either opposing positions of the parties on any issue, or opposing goals or means of achieving them in given circumstances, or a divergence of interests, desires, inclinations of opponents, etc. The conflict situation thus contains subject possible conflict and its an object. However, for a conflict to begin to develop, an incident is necessary in which one of the parties begins to act in a way that infringes on the interests of the other party. If the opposite side responds in kind, the conflict will potential goes into current and can further develop as direct or indirect, constructive. The subject of interaction in a conflict can be an individual (intrapersonal conflict), or two or several persons (interpersonal conflict). Depending on the conflict situation, intergroup, interorganizational, class, and interstate conflicts are distinguished. Interethnic conflicts are included in a special group. A conflict can be constructive when opponents do not go beyond business arguments and relationships. In this case, various behavioral strategies can be observed. R. Blake and J. Mouton highlight: rivalry(confrontation) - accompanied by an open struggle for one’s interests; cooperation aimed at finding a solution that satisfies the interests of all parties; compromise-settlement disagreements through mutual concessions; avoidance, which consists in the desire to get out of a conflict situation without resolving it, without conceding one’s own, but without insisting on one’s own; device- the tendency to smooth out contradictions by sacrificing one’s interests. The generalized expression of these behavioral strategies is characterized as corporatism and assertiveness.

Philosophers understand conflict as a category that reflects the stage of development of the category “contradiction”, when the opposites existing in a contradiction turn into extreme opposites, reaching the moment of mutual negation of each other and the removal of the contradiction. The more complex the conflict, the great forces he demands. In domestic and foreign conflictology, there are many classifications of types of conflicts.

Specifics of pedagogical conflict.

Pedagogical conflict occupies a special place. It differs significantly from what we talked about above. Here, the subjects of the conflict are obviously unequal in level of development. A teacher is a person with extensive life experience; he has a developed ability to comprehend the situation. The child has little life experience, his behavior is impulsive, his will is weak, and his ability for analytical activity is poorly developed. That is why the teacher must skillfully bring it to its logical conclusion so that it allows the child’s personality to rise to a new level of development.

The fundamental difference between these conflicts is that in them the interests of the teacher as the subject of the conflict turn into the interests of the child. The child, due to the weak development of his self-awareness, lives and acts based on situational interest, interest of the “I want here and now” type.

The contradiction arises not between two subjects, but between two interests of different nature. The child does not know this, but the teacher knows, the bearer of the child’s interests, which are delayed in time and irrelevant for the child at the moment, filled with momentary interests.

In a pedagogical conflict, the child’s “situational interest” is opposed to the sociocultural norm presented by the teacher, which, however, must certainly be implemented by the child in the “interests of development.” The collision is transferred to the field of the child’s interests entirely, because the teacher is a professional person whose activities are aimed at achieving precisely the interests of the child - but with a focus on his development, entry into the culture, requiring efforts from the child. When we say that the interests of the teacher in a conflict turn into the interests of the student, we want to say that the conflict unfolds on the same field. And then the conflict looks somehow strange: it exists and it doesn’t, because there is no clash of conflicting interests of two subjects, but in fact there are conflicting interests of the same subject, that is, the child. The schematic picture of the pedagogical conflict is modified and no longer looks so impeccably beautiful (Scheme):

As we see, the entire conflict has moved into the field of the child’s interests, and there the struggle unfolds, it is there that the clash takes place. The teacher creates such a collision and initiates the child’s intense spiritual work. The teacher, who transfers the conflict into the field of interests of the child, promotes it spiritual development, and a teacher who proceeds from his personal interests (that is, has forgotten about his professional appointment), outlining the field of his personal interests, either suppresses the child’s mind and will, or initiates the child’s wild self-will. Nowadays you rarely hear the phrase “put a child in his place.” It’s a pity, because it would be good to learn to place a child in a high and worthy place next to the teacher, next to humanity, at the level of culture of our century. However, let us clarify the wording in order to avoid inaccuracy: not to put him in his place, even a worthy one, but to help him, to take his worthy place - this is the strategic task of the pedagogical conflict.

The dress of pedagogical conflict is as motley and multi-colored as the dress of all the conflicts listed above. However, it has something in which it is fundamentally different from all of the above, unfolding in the pedagogical spheres of life - both subjects have the same interest, and there is a struggle for it during the clash between the teacher and the children. It seems like a paradox, but pedagogical activity is full of paradoxes.

It is worth thinking about what is the meaning of the proposed characteristics of the conflict. It is extremely noteworthy that practice ignores theoretical analysis and relies more on intuition and traditional ways of responding when conflicts arise. Of course, the end result of such an unprofessional choice is destructive: conflicts destroy relationships and worsen the course of the educational process. The logic of “common sense” is productive, since it suggests starting only from a superficial phenomenon, without deepening the essence. And only scientific and theoretical analysis allows us to make a significant assessment of what is happening.

Formula for resolving school conflicts.

Otherwise, pedagogical conflicts are resolved.

The teacher, due to his professionalism and experience, is able to see both interests: situational and development. His task is to show the child two planes of interest. Three operations help to do this:

It is necessary to announce the child’s situational interest: “I understand what you want now:”

Bring to its logical conclusion the prediction of the result: “:but then you: (possible result)”

Project his interest into relationships with people.

During adolescence, the number of difficult pedagogical situations, which often become conflicting, increases noticeably.

It is important for a teenager to be accepted by a group of peers: they emphatically demonstrate the behavior and communication learned in such a group. In this acceptance by others, one’s own assessment of one’s personal qualities is formed. Uniting with peers, he feels the power of collective cohesion, trying to demonstrate something of his own, original.

Obedience is replaced by independent active action, and how he acts depends on what his past experience of behavior and communication is. Due to the noted patterns of mental development of adolescents, the nature of interaction with them becomes significantly more complicated.

Consequently, the increase in complex pedagogical situations that lead to conflicts is explained by objective reasons, namely: the aggravation of contradictions during the crisis period of a teenager’s mental development.

Let's look at the most common conflicts in school and ways to resolve these conflict situations: conflict in the classroom, who to sit with, mischief in the classroom, "difficult" in the class, girls' leadership.

Conflict in the lesson.

Some 9th grade students try to disrupt their teachers' lessons throughout the school year. In this class, the role of leaders is played by a number of girls who have subjugated the rest of the class and many classmates cannot resist them. They are impudent and rude. This is done as follows. Students do not listen to teachers’ explanations, speak off-topic, shout, and interrupt the teacher and their classmates. While demonstrating their leadership qualities at school, they are very afraid of their parents. They want to be respected without giving anything in return.

Many teachers kick them out of class, some make comments to them, and put unsatisfactory grades in their diaries.

The way out of this situation may be as follows. Conduct individual conversations with the parents of these students; the work of a psychologist in this team is simply necessary, coordinating the actions of students, involving them in the fruitful work of the school. The main and most important thing is not to allow “familiarity” on their part, to keep them at a “distance”; the teacher must treat this situation loyally and patiently without breaking into a scream and not letting the situation take its course. Indeed, here, in addition to their basic personality qualities, the characteristics of their age also influence; having left adolescence, they cannot express themselves as older people due to their psychological characteristics.

"Difficult" in the classroom.

This conflict occurred in 7th grade. A student who does not have an authoritative position, who does not have a successful position in behavior and learning, decided to gain goodwill among more successful children. For self-realization, he chose children who were more successful in their studies, but who were not part of the “authoritative group.” It was a girl and a boy. The girl was subjected to verbal humiliation and physical actions, the boy was harassed, people waited for him after school, where he was beaten, and there was moral humiliation. Although for a few schools, this may be a normal phenomenon, as a means of self-realization and self-expression of a teenager. The situation was brought under control both by the parents of the offended children and by the class teacher and psychologists.

In this situation, the help of a psychologist is needed for a boy who showed inappropriate actions towards his classmates, the situation must be taken under control, if this situation is not addressed, this may have a bad effect on the attitude of the children. As well as a conversation between the class teacher and the parents of these children, a conversation should be held with the students in the class about the inappropriateness of this situation.

"Subculture".

It started in the 7th grade, when three girlfriends, keen on musical styles, decided to try on the image of the Emo subculture. This was expressed as follows: terrible eyeliner on children's eyes, unkempt hair, clothes in this style. Such appearance shocked the teachers a little, they were asked to change their appearance, but the girls insisted on continuing to attend lessons in this form. In class they stayed apart for a long time. Students who long time They communicated with them, before their reincarnation, they stopped talking to them, they were pursued, teased. The girls stopped studying.

Parents could not understand what was happening to their children. Repeated conversations were held with classmates in order to resolve the conflict situation; the psychologist’s work, both with the class and with individual representatives, yielded results. The conflict situation was brought under control by the parents of these children, as well as by the administration and the class teacher. A long time has passed. At the moment, the girls remain committed to this movement, but the boys have already accepted their classmates in a “modified” form, and the boys’ communication continues. In such situations, there is no need to persecute the child or reproach him for belonging to some culture; this is a form of searching for oneself as an individual. The main thing is for parents and teachers to understand and skillfully coordinate the actions of their children. If you persecute them and force them to do what adults want, you can only break the child, and there is nothing good in that.

Leadership.

Once in 8th grade, I had to choose a class commander. At a class meeting, one girl proposed her candidacy, the whole class agreed, according to the principle, “anyone other than me.” But some time has passed, the girl cannot cope with the responsibilities assigned to herself, for a number of objective reasons. Then the class teacher suggested that we meet again and re-elect the class commander. At the meeting, the guys proposed the boy’s candidacy, to which he replied: “If you choose me, you will regret it.” But still, this boy remained the class commander. Since the boy had hidden leadership qualities, they later emerged at one of the events.

This class commander did not have a perception of his team; he did not want to do anything, hoping that someone else would replace him. But that did not happen. When next time cl. The leader asked the commander why this or that work in the classroom was not completed. The student replied, “But I didn’t ask to be a commander. There was no need to elect me,” and he slammed the table. The teacher kicked the student out of the class. After some time, the relationship between teacher and student was established.

In this situation, it is necessary to understand what led to such actions on the part of the student, why he did this. This situation needs to be dealt with directly with this student without resorting to the help of outsiders. It is important that both the teacher and the student understand why this conflict occurred, who was right and who was wrong.

I would like to provide an analysis of pedagogical situations.

Description of the situation, conflict, action (participants, place of occurrence, activities of participants, etc.);

What preceded the situation;

What age and individual characteristics of the participants were manifested in their behavior, situation, and action;

The situation through the eyes of the student and teacher;

The teacher’s personal position in the situation that has arisen (his attitude towards the student), the teacher’s real goals in interaction with the student (what he wants: to get rid of the student, to help him, or whether he is indifferent to the student);

What new did the teacher learn about the students from the situation, action (cognitive value of the situation for the teacher);

The main reasons for the situation or conflict that has arisen and its content ( activity conflict, behavior or relationships);

Options for repayment, warning and resolution of the situation, adjustment of student behavior,

Selection of means and methods of pedagogical influence and identification of specific participants in the implementation of set goals at present and in the future.

It’s rare that a company doesn’t have conflicts between employees. There can be many reasons: difference in age, outlook on life, level of professionalism, personal hostility and much more. When a conflict situation arises, many prefer to be guided by the formula “If you don’t like it, quit!”, however, most controversial issues can be resolved without resorting to such radical measures.

Let's look at several cases with the most common conflict situations that occur in the workplace. Anna Suprun, head of the permanent staff recruitment department at Coleman Services-St. Petersburg, Maria Fedorova, psychologist at the Echinacea Medical Center, Anastasia Selivanchik and Anastasia Egunova, leading consultants at the Penny Lane Personnel recruiting agency, and Larisa will talk about how to get out of a difficult situation. Chuguevskaya, head of the advertising and PR department of the recruiting agency Penny Lane Personnel.

Case 1.

In the accounting department, two employees work in one office. One of them is young, the other is near retirement age, but both are good specialists. Despite the fact that they work independently of each other, the older employee regularly interferes with the work of the younger one: she gives her advice, constantly talks about her lack of competence, and points out mistakes. In addition, a woman of pre-retirement age constantly pays attention to what a young specialist looks like and tries to “reason” with her in her own way. At the same time, the senior employee does this without malicious intent - thus, she is worried about her “inexperienced” colleague. What should women do in this situation?

Maria Fedorova:

“Unsolicited advice and evaluation of appearance are perhaps the most common examples of violation of psychological boundaries. Each specialist bears his half of the responsibility for the current situation. A woman approaching retirement age is to blame for violating the boundaries of her colleague, and a young employee is to blame for not defending them.

What is the internal mechanism of this behavior? An employee of pre-retirement age, giving advice and pointing out mistakes, as well as assessing the appearance of a colleague, takes a “parental” position towards her, thereby going beyond the scope of her professional role. That is, he behaves unprofessionally. After all, being a professional is only possible when communicating with colleagues as equals. In order to return to the professional framework again, you need to stop taking a position “from above”.

In turn, the young woman should begin to assert her boundaries. This can be done in a correct and professional manner. The pattern of behavior in this kind of conflict is quite simple. Firstly, first the young employee needs to be presented with a fact (unresolved advice, hurtful assessment), secondly, voice her feelings about this, thirdly, ask not to do this again and, finally, say what she will do if she the request will be violated again.”

Anna Suprun:

“In this variation on the theme of “fathers and sons,” the elderly employee, of course, should not take care of her young colleague with such zeal. But since she acts from the best intentions, then perhaps she should be led to this idea. This can be done by the chief accountant, HR or administrative head. The result of a soft, delicate conversation should be a firm conclusion about the limits beyond which one should not go in the workplace. A young employee can be advised to be patient, forgiving and learn from experience.”

Anastasia Egunova:

“The specifics of business relations in the office space are distinguished by the regularity of interaction between workers, the frequency and completeness of contact. Agree, one way or another in the office you have to delve into your colleague’s telephone conversation, which is of a purely personal nature. Therefore, openness, friendliness, and attentiveness to another employee are the basis of healthy business relationships, especially in a small team.

Obviously, an experienced accountant provides a great opportunity young specialist learn many of the subtleties and nuances of the profession and relationships in the team. At the same time, the senior specialist needs to understand that the “mother-daughter” relationship also has its own boundaries and limits. And advice regarding appearance or personal life you need to give them to your young colleague in the most delicate manner, without demanding their fulfillment, since the junior accountant has every moral right to put his mentor in her place and draw a line of demarcation in the relationship. Of course, you can’t get into trouble, as is the case with young maximalists, but you should definitely tell your colleague in confidence that she is offended by comments regarding her personal space. In any case, if the basis of the relationship between two accountants is mutual respect and professionalism, the situation will not lead to obvious conflicts or troubles.”

Case 2.

A new one is appointed to the department young leader. Moreover, the majority of his subordinates are much older - the average age of the staff is 40 years. Employees perceive any decisions and attitudes of young management negatively - they believe that the manager is not competent enough. The young man, in turn, understands that his subordinates have a negative attitude towards him, and wants to change this attitude. How can you get out of such a situation?

Maria Fedorova:

“In this situation, we see a common problem that many newly appointed managers face. In this case, you can effectively manage a team only by taking on a professional role. That is, literally the boss needs to stop being a person and completely switch to fulfilling his duties. This is the only way to return the work of subordinates to normal. First, the manager needs to recognize the fact that he has lost his professional position in relation to his employees. Next, he should understand exactly what parameters of his role he does not comply with. After this, you need to return to the role, taking into account the shortcomings found, and communicate with subordinates only in this way.”

Anna Suprun:

“I think both sides need to get over it. The negative effect from the arrival of a new manager will last in the team for no more than six months. During this time, the topic will be raised a hundred times and the majority will simply get bored. It will continue to be discussed only among “traditionally dissatisfied employees,” and their percentage is insignificant. The manager needs to have an opportunity to demonstrate his professional maturity by this time.”

Case 3.

There is an employee in the team who considers himself the “soul of the company” - he constantly jokes, tells anecdotes, regularly goes on smoke breaks and invites half of the department with him. To most workers, this behavior seems inappropriate - not only is the joker’s jokes not always funny, but he also distracts colleagues from work. However, the employees are embarrassed to directly ask the merry fellow to moderate his ardor. What should his colleagues do?

Maria Fedorova:

“In this situation, the difficulties are due to the fact that human and professional relationships are confused. Employees are embarrassed to say that a colleague’s behavior is interfering with their work, because at that moment they are not in a “working” relationship with him. In this case, you can delegate this issue to management, since solving such problems is within their competence, or look for a solution on your own. To do this, the conversation with the “soul of the company” must be conducted in the format “just business, nothing personal,” emphasizing that his behavior does not suit his colleagues precisely in a work context, and not in a personal one. Therefore, it is worth talking about specific actions, not about the individual, and also make it clear that outside of work hours his jokes are welcome and acceptable.”

Anna Saprun:

“Probably, every company has such an employee, and it is the manager’s task to periodically call him to order. If the work of this specialist produces results, then I would not fight him harshly, because his energy can be directed for peaceful purposes: both in solving work problems and in relieving unexpected tension in the team. At the same time, it certainly needs to be kept under control and, as in the good old Soviet cinema, returned “to the accounting department” from time to time. An experienced leader will be able to do this without offending the person.”

Larisa Chuguevskaya:

“A free reading of the theory of informal leadership allows us to assert that a full-time joker is a person who requires active emotional participation in his destiny and, moreover, is insecure. Accordingly, to “calm down” the merry fellow, you need to block these two traits of his nature. Firstly, you should take communication into the working direction as much as possible and adhere to a strict, dry style. Secondly, depending on the situation, you should try to compliment his professional successes. Any sensible employee will appreciate the delicacy of colleagues and clarify for themselves the picture of collective relationships. Obviously, no one wants to declare a boycott and change the status of the “soul of the company.” However, such collective behavior will create fertile ground for correct conclusions. And the perseverance, activity, and abundance of joker attempts to create not always appropriate fun during the work process will undergo a radical change.”

Case 4.

The team consists of a manager and his assistant. The first one regularly overloads his assistant with work, while he himself spends most of his working time sitting in in social networks, talks with colleagues and has long lunches. However, he presents the final result of joint work as his personal merit, for which he regularly receives gratitude and bonuses from his superiors, while his assistant remains in the shadows. How can an assistant get out of this situation?

Maria Fedorova:

“In this situation, the assistant is faced with a difficult choice: either he remains in the shadows, maintaining the “status quo,” or he begins to openly talk about this problem with the manager and higher management. True, in this case the result is difficult to predict: an appeal to the authorities can result in either a promotion or dismissal for the assistant. Therefore, when communicating with management, it is important to frame your messages in a professional manner, without getting personal, and by presenting facts rather than judgments.”

Anna Suprun:

“As you can see, the management does not go deep into the life of the team, otherwise it would be clear to them who really needs to be thanked. The assistant should take advantage of the situation and gain maximum experience, which will undoubtedly be appreciated by his future employer.”

Anastasia Selivanchik:

“To begin with, the assistant should set priorities: he needs this work for career growth, for a line on his resume, or to gain new professional experience in this field. For example, a graduate of the Faculty of Philosophy masters the profession of a marketer, and working as an assistant is the only way gaining experience in this area. Of course, you will have to endure a number of inconveniences until it is time to transfer the acquired skills and abilities to the next level - marketing manager. And only after this does it make sense to ask for a promotion from your management, and in case of refusal, look for a new job. There is also an indelicate solution to the problem of relationships with your immediate superior: you can turn to higher management and try to explain yourself. True, in this case you need to be prepared for the most different options the end of this conversation."

Conflicts are an integral part of people's lives.

The ability to behave competently in adverse circumstances is the key to calm and self-confidence.

For this reason, it is useful for any person to study examples of what conflict situations can be and how to resolve them.

How to avoid conflict between teacher and student? Find out about this from ours.

Concept and psychology of conflict management

- what it is? In short, this is clash of interests, opinions and views.

As a result of the conflict, a crisis situation arises in which each participant in the conflict seeks to impose his point of view on the other side.

Conflict not stopped in time may lead to open confrontation, in which the subject of the dispute is relegated to the background and the ambitions of the parties come first.

As a rule, as a result of a conflict, there are no losers or winners, since all participants expend effort and ultimately do not receive positive emotions.

Special danger represent internal conflicts when a person is tormented by conflicting thoughts and desires tearing him apart. Protracted conditions internal conflicts often end in depression and neuroses.

A modern person needs to be able to recognize a beginning conflict in time, take competent steps to prevent the conflict from growing and eliminate it at the inception stage.

If, nevertheless, it is not possible to extinguish the conflict immediately, it is necessary to be able to build the correct and get out of conflict wisely with minimal losses.

How does it arise?

As a result of numerous studies, it has been determined that most conflicts arise without the corresponding intentions of their participants.

Often people involuntarily react to the conflictogens of other people, or they themselves are a source of conflictogens, as a result of which a stressful situation arises.

Conflictogens- words, actions, deeds leading to conflict. They occur when there are any psychological problems participants, or are used purposefully to achieve their goals.

Most conflictogens manifest themselves for the following reasons:

• thirst for superiority. The desire to prove one's worth;
• aggressiveness. Initially aggressive behavior towards other people caused by a negative emotional state;
• selfishness. The desire to achieve your goals at any cost.

How do conflicts arise? The real reasons and resolution methods:

Popular methods for resolving situations

The most effective strategies that are most often used in practice to manage conflict:

About ways to resolve conflicts in this video:

Resolution Methods

From a scientific point of view, there are specific methods for resolving conflict:

Structural

Most often used in the professional field. These include:

Constructive

How to resist aggression and successfully resolve conflict? Similar methods of conflict resolution are more used in communication.

To successfully resolve the situation using constructive methods, it is necessary to form an adequate perception of the situation among the participants, arrange them for open interaction, create an atmosphere of goodwill and trust, and jointly determine the root of the problem.

Construction styles include:

Integral

Allows each side to feel like a winner. A similar effect is achieved when the parties agree to abandon their original positions, reconsider the situation and find a solution that satisfies everyone.

The method can only be used if the parties to the dispute demonstrate flexibility of thinking and the ability to adapt to new circumstances.

Compromise

The most peaceful, mature way resolution of the situation.

The parties decide on mutual concessions in order to eliminate the negative factors that caused the dispute.

Such behavior of people allows not only to peacefully resolve emerging contradictions without harm to anyone, but also to build long-term communication connections.

Way out of the conflict

How to get out of conflict situations? To get out of this unpleasant situation the following steps need to be taken:

1. Stop using words or taking actions that provoke a negative response from your opponent.
2. Do not react to such behavior on the part of your interlocutor.
3. Show affection towards another person. This can be done using gestures, facial expressions, and words. Smiling, patting the shoulder, shaking hands, and using polite phrases all help smooth out arguments.

   The interlocutor immediately acquires positive attitude and the situation is soon resolved.

Examples of conflict situations

In society

Best resolved using constructive methods.

For example, neighbors apartment building may come into conflict caused by the distribution of parking spaces in the courtyard area.

Some neighbors will insist on clear markings, according to which each car is assigned a specific parking space. Other residents will advocate for the possibility of free placement of cars.

In this situation most effective methods dispute resolution will be building dialogue, joint resolution of the situation through compromise.

Residents just need to organize a meeting and decide that part of the area in the yard is allocated for individual parking, and the other part remains for supporters of free parking.

Between employees

It is better to solve using structural methods.

For example, employees of the same team may come into conflict due to inability to work together in the same direction.

Each person defines for himself a range of responsibilities that is not approved by his colleague. The result is the emergence of a conflict situation and ineffective teamwork.

The manager of the employees involved in the dispute needs to apply methods of clarifying requirements, setting goals and assigning rewards.

Each employee will be explained the principle of his work, a clear spectrum job responsibilities. In front of colleagues joint goals will be set, upon achieving which they will receive the promised reward (bonus, promotion, etc.).

How to resolve conflicts correctly? Find out from the video:

Completion Forms

What is the form of ending a conflict? A conflict of interest can be resolved as follows:

1. Permission. The prerequisites may be that the parties have a desire to end the dispute and not return to it in the future. To finally resolve the conflict, it may be necessary to involve third parties. This is especially true in the field of professional relationships.
2. Attenuation. The dispute may cease to be relevant for one of the parties or for all participants in the process. In the first case, the second party does not find a response to its own words and actions and is forced to end the conflict. In the second case, the parties simultaneously decide that they do not want to continue the dispute due to fatigue, the end of the arguments, loss of interest in the subject of the dispute, etc.

   This type of conflict is not always completed, since when a new stimulus arises, the dispute can resume with renewed vigor.

3. Settlement. The parties come to a compromise and reach mutual agreements. As a result, the dispute is resolved through constructive dialogue and effective interpersonal interaction.
4. Elimination. The basis of the conflict is eliminated, transformed, modified, etc. In other words, the subject of the dispute ceases to be relevant at the current moment in time and the fact of a conflict of interests automatically disappears.
5. Growing into a new dispute. Unexplained contradictions on one issue can become a source of new conflicts generated by the primary dispute. This effect is especially often observed when a remark made by one of the spouses on any issue develops into a mutual exchange of reproaches.

Completion is not always resolution

Does ending a conflict always mean resolving it? It is important not to confuse the concepts of ending a conflict situation with its resolution.

Ending the conflict- this is the moment of completion of the parties’ actions at the current moment in time, the termination of the dispute for various reasons (attenuation, escalation into a new dispute, etc.)

Closing a dispute at this time does not guarantee that it will will not arise again after some time. This is due to the fact that the source of the conflict has not been resolved, and the parties have not achieved any result.

Conflict resolution involves the conscious use of methods and techniques aimed at correcting the negative situation that has arisen.

A resolved conflict allows the parties to reconcile and no longer return to the subject of the dispute.

Thus, conflict can arise in any area of ​​a person’s life. as a result of a clash of his interests with the interests of other people.

There are many ways to resolve conflict. It is important to be able to put them into practice before the situation reaches a serious level.

Learn how to communicate with other people if you have different points of view on certain issues in this video: