main signs of conflict. Signs of a conflict situation What is a mandatory sign of a conflict
What is conflict? Name its main features
Conflict- a clash of opposing positions, opinions, assessments and ideas that people try to resolve with the help of beliefs or actions against the background of the manifestation of emotions.
The signs of conflict are: the presence of a situation that is perceived by the participants as a conflict; indivisibility of the object of the conflict, i.e. the object of the conflict cannot be divided between the participants in the conflict interaction; the desire of participants to continue conflict interaction to achieve their goals, and not a way out of the existing situation. characteristic features conflict is the uncertainty of the outcome, the difference in goals and behavior of each party. The beginning of the conflict is determined by objective (external) signs of behavior directed against another participant. If the other participant is aware that these acts are directed against him, and opposes them, then the conflict begins, if the actions do not begin, then a conflict situation arises. The beginning of the conflict is determined by the conditions: the first participant acts consciously and actively, causing damage to another participant (opponent), while the action is understood as both the transfer of information and physical impact; the second participant (opponent) is aware that these actions are directed against his interests; the second participant begins in response to aggressive actions directed against the first. Only from that moment can we consider that the conflict began. Thus, there is no conflict if only one participant acts or the participants perform only mental actions (planning a goal, thinking about an action plan, predicting future behavior). The conflict begins when the parties begin to actively confront each other, each pursuing its own goal. Before that, we have only a conflict situation.
The development of the conflict, as a rule, occurs with a gradual expansion of the composition of its participants, sometimes the subject of the conflict: the emergence of a small conflict situation draws two subjects into interaction, they involve their defenders, witnesses, lawyers; the interests of witnesses are affected, the subject of the conflict and the composition of its participants are growing. The end of the conflict is the termination of the actions of all parties to the conflict, regardless of the reasons from which the conflict began.
The term "conflict" is interpreted as a clash of opposing interests, views, aspirations, as a serious disagreement, an open dispute leading to a struggle. The mention of the conflict often alarms people, does not leave them indifferent. To a certain extent, this is due to the way the problem of conflict is covered in the philosophical and psychological-pedagogical literature, as well as to the ordinary idea of people about the conflict.
It should be noted that for quite a long time, both in research and in everyday consciousness, a rather persistent view of conflict remained only as a negative phenomenon that impedes the normal flow of communication between people, making it difficult for them to joint activities and exhausting them nervous system. The desire to substantiate recommendations on how to avoid conflict, how not to create conflict situations, how to protect oneself from conflicts prevailed. The phrases "conflict-free person", "conflict-free teacher", "conflict-free student", "conflict-free class" were perceived as a kind of models that need to be guided in Everyday life and especially in teaching practice.
AT last years ideas about conflict as a phenomenon human life and about pedagogical conflict as a special phenomenon of the educational process undergo significant changes. This is due to the attempts of scientists to create conflictology - a special science that describes the features of the emergence and course of various conflicts and ways out of conflict situations. At the same time, the view of the conflict only as an undesirable and destructive phenomenon changes significantly. Scientists recommend that teachers not be afraid of a clash of opinions, do not leave them, but, on the contrary, boldly go into conflict, specifically create problem situations and prepare students for various kinds of conflicts.
In order to talk about communication in conflict situations, it is necessary to understand the essence of the conflict and the processes taking place in it.
First of all, it is important to understand that the conflict reflects the contradictory structure of the world, its duality and ambivalence. We know well that there are day and night, war and peace, youth and old age, good and evil, love and hate, generosity and stinginess, and a number of other polar phenomena.
There are a number of contradictions in the field of education. The school focuses students on such qualities as kindness, honesty, decency, diligence, and the surrounding reality presents examples of barbarism, dishonesty, dishonesty, parasitism.
On the one hand, teachers are called upon to involve pupils in observing the requirements that have developed in society (“you must”), and on the other hand, to take care of the development of a free personality (“you have the right”).
Obviously, the presence of a contradiction is not yet a conflict, but only possible prerequisites for its occurrence between people. Controversy does not necessarily escalate into conflict.
Under what conditions can contradictions become conflicts?
Something somewhere in Africa or Latin America hostilities took place, for us quite often it is of no significant importance, since it does not concern either our own personality or the personalities of people close to us. Although there, undoubtedly, there was a clash of interests, a contradiction arose between people, which entailed human casualties. We can somehow discuss these events among ourselves, but we are unlikely to do anything to stop them.
But if it turns out that as a result of these military actions one of our loved ones suffered (for example, a father or brother who is there on a business trip), then these actions, as a clash of someone's contradictions, become significant for us. They acquire personal meaning, i.e. reach such a high value on which our condition, well-being, the whole course of our life depend. In this case, we will apply to various government and public structures with requests to provide us with more detailed information, for the provision of necessary assistance, and possibly with requests for intervention in this incident.
Therefore, one of the signs of conflict is personal meaning this or that contradiction for a particular subject, when this phenomenon has a significant impact on his feelings on his behavior. As long as there is no collision of the personal meanings of the subjects, there will be no conflict between them.
In order for a clash of personal meanings to occur, certain circumstances are necessary, called a conflict situation.
Conflict situation- this is a combination of circumstances under which conditions are created for detecting significant differences in the views, interests and intentions of subjects that have personal meaning for them.
For example, in some schools, there is such a practice when the director and his deputies require teachers to provide all kinds of information: information about the parents of students, certificates of students' employment outside of school hours, various plans for working with dysfunctional families, weak students and other nature. Similar operative information personally significant for the director and his assistants, creates convenience for their work, since it allows them to have at hand necessary information and report fairly quickly to higher authorities.
However, this practice causes completely different feelings among teachers: dissatisfaction, indignation, protests. After all, this tears them not only from academic work, but quite often violates family plans: instead of spending time with the family, the teacher is forced to sit in the evening or on weekends to write reports and references. Therefore, for the teacher, the personal meaning will be to refuse such assignments.
The emergence of opposite personal meanings is evidence of the maturing of a conflict situation. A conflict situation is the second sign of a conflict.
It is necessary to pay attention to the fact that a conflict situation may not develop into a conflict. For example, if teachers express their dissatisfaction with excessive paperwork only to each other or to members of their families, but not to the school administration. There will be no direct clash of their interests - there will be no conflict.
But if a direct clash of interests of the opposing sides nevertheless occurs, then the conflict situation will take the form incident . Here, the parties will not be silent, but will openly expose their interests, expressing them in an open conversation or by transmitting written messages.
For example, at the next teachers' council, teachers will express an open protest to the director and demand that he eradicate such practices from their school, referring to their colleagues from other schools who do not draw up so many unnecessary papers. The presentation of their demands creates an incident that will become a kind of mechanism for triggering a conflict. Consequently, the incident as a moment of collision of personal meanings is the third sign of conflict.
If the brewing of a conflict situation can be overlooked, without paying attention to someone's discontent, to the fact that someone's interests are being violated, then the incident cannot be ignored. An incident is an outward expression of both dissatisfaction, and accumulated claims, and a desire to change the current state of affairs in one's favor. The incident has an external manifestation not only in the form of stated demands or conditions, but also in the form of irritation, resentment or threat in the voice, in the form of sudden movements and harsh vocabulary. An incident is such an external manifestation of the accumulated internal contradictions between the subjects of communication, which can declare itself with words, screams, threats, curses, pleas, accompanied by appropriate gestures, facial expressions, and sometimes profanity and manhandling. Therefore, quite often it is the moment of the incident that is considered the beginning of the conflict.
Thus, in order to judge the emergence of a conflict, it is necessary, first of all, to think about the following questions:
- whether there is a personal meaning for specific subjects of communication in this or that contradiction;
- whether a conflict situation is brewing, in which the imposition of opposite personal meanings of the subjects can occur;
- Does an incident occur between these subjects of communication?
question 4.The concept of conflict. The essence and main features of the conflict.
Conflict (lat. conflictus - collision) - a collision of oppositely directed goals, interests, positions, opinions or views of opponents or subjects of interaction.
Conflicts can be hidden or overt, but they are always based on a lack of agreement. So let's define conflict as lack of consent between two or more parties - individuals or groups.
main role in the emergence of conflicts play the so-called conflictogens - words, actions (or inactions) that contribute to the emergence and development of the conflict, that is - leading to conflict directly.
The insidious nature of conflictogens can be explained by the fact that we are much more sensitive to the words of others than to what we ourselves say.
Necessary and sufficient conditions the occurrence of a conflict are the presence of subjects social interaction opposing motives or judgments. As well as the state of confrontation between them.
If the subjects of the conflict resist, but do not experience negative emotions, or, conversely, experience negative emotions, but do not show them outwardly, then such situations are pre-conflict situations. . Counteraction of the subjects of the conflict can unfold in three areas: communication, behavior, activities.
Although it should be borne in mind that the contradictions that cause conflict are not necessarily objective. They may also be subjective due to subjective personal factors, moreover, they can even be imaginary. However, if they are essential for a person, they can give rise to a conflict situation. Conflict at work can be caused by:
o Events that occurred outside of production, for example, in the personal life of an employee.
o Painful condition.
o Fatigue.
o Increased nervous excitement at the end of the working day.
Keeping in mind the important role of contradictions for understanding the conflict, the conflict itself is often defined as ultimate aggravation
contradictions between the participants of the interaction, manifested in their confrontation. Wherein we are talking it is about a sharp aggravation of contradictions, since not every contradiction causes a conflict. At an early stage in the development of a contradiction, it can also be resolved in a conflict-free manner. In addition, contradictions can generally exist in a non-conflict form. An example is the contradiction between a man and a woman. This contradiction has always been and will always be, but only in a certain social situation can it take on a conflict form.
Types of conflicts
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There are three types of conflicts: intrapersonal, social and animal conflicts. We will consider the first two. As part of social conflicts interpersonal conflicts, conflicts between small, medium and large social groups, international conflicts between individual states and their coalitions.
Intrapersonal conflicts are the most extensive type of intrapersonal difficult situations. The acuteness of the course of an intrapersonal conflict depends on the person's perception of significance. difficult situation, its psychological stability.
Intrapersonal (life) crises act as special relatively positive periods of a person's life, characterized by noticeable psychological changes. Allocate age, neurotic and traumatic crises. In addition, intrapersonal crises are subdivided according to the activity criterion (crisis of the operational side of life: “I don’t know how to live on”; crisis of the motivational-target side of life: “I don’t know why to live on”; crisis of the semantic side: “I don’t know why live on at all." As a rule, intrapersonal crises are a kind of turning points. life path personality are accompanied by a restructuring of the semantic structures of the personality's consciousness, a possible reorientation to new values and goals.
The main structural elements of the conflict
The parties to the conflict are the subjects of social interaction that are in a state of conflict or that explicitly or implicitly support those in conflict.
The object of the conflict is what causes the conflict.
The image of a conflict situation is a reflection of the subject of the conflict in the minds of the subjects of conflict interaction.
Conflict motives are internal motivating forces that push the subjects of social interaction to conflict (motives take the form of needs, interests, goals, ideals, beliefs).
The positions of the conflicting parties are what they declare to each other during the conflict or in the negotiation process.
Conflict= participants + object + conflict situation + incident, where participants are subjects directly involved in all phases of the conflict, irreconcilably assessing the essence and course of the same events related to the activities of the other side;
an object- this is an object, phenomenon, event, problem, goal, action that brings to life a conflict situation and conflicts;
conflict situation - this is a situation of hidden or open confrontation between two or more participants (sides), each of which has its own goals and motives, means and methods for solving a personally significant problem;
incident- these are the practical actions of the participants in the conflict situation, which are characterized by uncompromising actions and are aimed at the obligatory mastery of the object of heightened mutual interest.
The development of the conflict goes through three stages - pre-conflict, conflict and post-conflict.
pre-conflict stage. It begins with a conflict situation, which reveals opponents and the causation of the conflict. But this is not yet a conflict, but only an equilibrium state, a circumstance that may precede confrontation. The incident is the second phase of the pre-conflict stage.
conflict stage. For a situation to turn into a conflict, a pretext is required, some actions are needed that set the parties in motion. Only together, a conflict situation and an incident form a conflict. A conflict situation (more often in a latent form) can persist without leading to an incident and without turning into a conflict. The first phase - comes after the incident. There is an inevitable exchange of blows, the purpose of which is an attack on the positions of opponents, neutralizing the threat from their side. Very often accompanied by an increase in aggressiveness. This phase encourages a “reassessment of values” taking into account the changes that have taken place. The second phase is the choice of ways for further interaction of opponents. There are two ways: either seek reconciliation; or escalation, continuation of the conflict.
post-conflict stage. The weakening of the confrontation is the first phase. It is notable for the fact that the conflict, for all its severity, can stop, as a result of change objective situation, and as a result of the psychological restructuring of subjects, changes in their views and intentions. On this basis, full or partial resolution of the conflict becomes possible. The tension of the situation subsides, the causes that caused the confrontation and intensified struggle are smoothed out or eliminated.
The final phase is summing up, evaluating the results. The consequences of the conflict depend on the factors of objective and subjective orders, the behavior of the parties, the methods of overcoming differences, the skill of those who directed the settlement of the conflict. The consequences of the conflict, in any outcome, have an impact on the organization and its staff.
Signs of Conflict
Bipolarity
Bipolarity, or opposition, represents confrontation and at the same time interconnectedness, contains an internal potential for contradiction, but in itself does not mean a clash or struggle.
Activity
Activity is another sign of conflict, but only that activity that is synonymous with the concepts of "struggle" and "counteraction", activity is impossible without some impulse given by the awareness of the situation on the part of the subject of the conflict;
Subjects of the conflict
The presence of conflict subjects is another sign, the subject is an active party capable of creating a conflict situation and influencing the course of the conflict depending on its interests. As a rule, the subjects of the conflict have a special type of consciousness - conflict. The contradiction is a source of conflict situations only for the subjects-carriers of the conflict type of consciousness.
There are various ways to classify conflicts. The choice of one or another classification is determined by what interests the conflictologist in this particular case. The fact is that any logically correct classification divides the entire set of conflicts into classes according to some specific feature - the basis of the classification. Such a basis may be: the composition of the participants in the conflict, its content, its duration, its causes, the degree of its intensity, acuteness or strength, the forms of its course, methods for its solution, etc. Depending on which of these grounds is important to take into account in these specific circumstances, the conflictologist refers to one or another classification.
types of conflicts that differ in the composition of their participants. On this basis, the following types of conflicts are distinguished:
· intrapersonal;
interpersonal;
· group (between informal small groups within the same community);
· conflicts in organizations (where the conflicting parties are groups-collectives of organizational units):
· intergroup conflicts between large social groups (social, political, intercultural, etc.).
Conflict - the struggle for values and claims for a certain status, power, resources, in which the goals are neutralization, damage or destruction of the opponent.
AT this definition the goals of the conflict interaction are clearly and clearly indicated, the possible actions in the event of resistance from the opponent, and the actions are listed in order of increasing strength.
Conflict is a clash of opposing goals, interests, positions, opinions or views of two or more people.
In this definition, the emphasis is on the subject of collision in the form of opposing goals, interests, and the question of methods of influence remains unknown.
The signs of conflict are:
the presence of a situation that is perceived by the participants as a conflict;
· indivisibility of the object of the conflict, i.e. the object of the conflict cannot be divided between the participants in the conflict interaction;
· the desire of participants to continue conflict interaction to achieve their goals, and not a way out of the existing situation.
Thus, there is no conflict if only one participant acts or the participants perform only mental actions (planning a goal, thinking about an action plan, predicting future behavior). The conflict begins when the parties begin to actively confront each other, each pursuing its own goal. Until then, we have only a conflict situation
Very often in a situation of conflict, we misperceive our own actions, intentions and positions, as well as the actions, intentions and points of view of the opponent. Typical perceptual distortions include:
"Illusions of one's own nobility". In a conflict situation, we often believe that we are the victim of attacks by an evil adversary, whose moral principles are very questionable. It seems to us that truth and justice are entirely on our side and testify in our favor. In most conflicts, each of the opponents is confident that he is right and striving for a fair resolution of the conflict, he is convinced that only the opponent does not want this. As a result, suspicion often flows naturally from existing prejudice.
"Looking for the straw in the other's eye." Each of the opponents sees the shortcomings and errors of the other, but is not aware of the same shortcomings in himself. As a rule, each of the conflicting parties is inclined not to notice the meaning of their own actions in relation to the opponent, but instead reacts with indignation to his actions.
"Double Ethics". Even when the opponents realize that they are doing the same actions towards each other, all the same, their own actions are perceived by each of them as permissible and legal, and the actions of the opponent as dishonest and impermissible.
"All clear". Very often, each of the partners oversimplifies the situation of the conflict, and in such a way that it confirms general idea that his virtues are good and correct, while his partner's actions, on the contrary, are bad and inadequate.
In a conflict, the perception of not only individual elements of the conflict is distorted, but also the conflict situation as a whole:
The conflict situation is simplified, difficult or unclear points are discarded, missed, not analyzed.
There is a schematization of the conflict situation. Only some of the main connections and relationships stand out.
The perspective of perception of a situation decreases. Preference is given to the principle of "here" and "now". Consequences are usually not calculated.
The perception of the situation occurs in polar assessments - "white and black". Halftones are rarely used.
There is a filtering of information and interpretation in the direction that corresponds to prejudices.
Distortion of perception of motives of behavior in conflict.
own motivation. As a rule, socially approved motives are attributed to oneself (the struggle for the restoration of justice, the protection of honor and dignity, the protection of democracy, the constitutional order, etc.). Own thoughts are evaluated as noble, goals - as lofty and therefore worthy of implementation. The opponent naturally comes to the conclusion that he is right.
opponent's motives. They are assessed as vile and base (the desire for careerism, enrichment, inciting a senior boss, flattery, etc.) If the perceiver is forced, due to undoubted evidence, to fix positive motives, then errors arise in assessing motives. “Yes,” argues the participant in the conflict, “the opponent may be right in some way, but look how he acts!” Followed by detailed analysis contrary to the generally accepted norms of the aspirations of his opponent.
Distortion of perception of action, statements, deeds.
Conflict is an integral part of social, political, economic relations, as well as interpersonal interaction, and its outcome, favorable for both parties, directly depends on how complete knowledge about the conflict situation is.
A conflict is a manifestation of contradictions between two subjects, and the most acute way to resolve them.
The opposing forces of the participants in the conflict always cause a certain tension, and from this point of view, the conflict is a way of defusing it, a way out of the prevailing circumstances.
There are several opinions about the functions and role of conflicts in society:
- Public opinion assesses the conflict as an undesirable phenomenon. However, this attitude is associated with the prevalence of stereotypes: the conflict is presented as a domestic or work trouble, a quarrel, interethnic confrontation, a political subject of dispute, etc.
- However, conflict is not only inevitable, but also socially beneficial. It tends to end and resolve when forces appear that return the system to a state of rest, which means that these forces are inherent in the conflict itself, designed to balance and stabilize the situation. These include debates, discussions, deals, compromises, etc.
- Some researchers consider conflict to be an absolutely natural side of social relationships. The presence of any deficit in society (which is inevitable) always provokes the need to increase the share of one's own resources, and in the event of a struggle for power, leadership, and advanced positions, the conflict only intensifies.
- It is believed that the conflict in the group in some way contributes to the rallying of its members, but this can only be argued in relation to conflicts that do not contradict the general group norms and the basics of relations between the group members.
It is important to understand that not so much of its parties as of a third party may be interested in the conflict, and in this case the positive function of the conflict exhausts itself - each participant evaluates the functions of the conflict in his own way.
Species and types
Based on the way conflicts are resolved, they are divided into two types:
- Antagonistic. The confrontation is resolved by the destruction of the structures of all parties or the complete refusal of the parties to participate, except for the one that won the conflict. For example, winning a dispute or being elected to the authorities;
- Compromise. The solution to the conflict is made taking into account one or another benefit for both parties. For example, a supplier offers a customer a discount on services for a delay in terms, etc.
Based on the areas of manifestation, conflicts are divided as follows:
- political: struggle for power;
- social: contradictions in relations between people and groups, which are characterized by increased interests - workers' strikes, pickets, etc.;
- economic: the conflict is based on the contradictions of economic interests, the struggle for benefits, resources.
- organizational A: At the heart of conflicts, as a rule, is the regulation of duties as a consequence of the hierarchical structure in the organization.
Based on the direction of the conflict, they are divided into two types:
- vertical: Decrease the amount of power from top to bottom. For example, in relations between a boss and a subordinate, a parent company and a subsidiary;
- horizontal: interaction occurs between parties having an equal amount of power. For example, the heads of neighboring departments in the enterprise.
According to the severity of conflict situations are divided into two groups:
- open: the collision is clearly expressed: a dispute, a quarrel;
- hidden: the expression of the conflict is indirect, aggressive actions are hidden.
According to the number of participants, conflicts are divided into:
- Intrapersonal: clash of motives of the personality of the same person, most often they are characterized by the problem of choice. At the same time, the choice can be determined both by the norms and requirements of society, and by personal needs and desires.
- interpersonal: collision can be between a person and a group, between two people.
- Intergroup: in this case, two groups of people united on a certain basis collide.
According to the needs affected by the conflict, there are two types:
- cognitive conflict- clash of knowledge, opposing opinions and judgments;
- conflict of interests- the conflict is based on the interests of a group or an individual.
Classification and structure of the conflict
The structure of the conflict is a set of stable links that ensure its integrity. Mandatory components of the conflict are:
- Participants in the conflict. This category includes all persons involved in the conflict in one way or another.
- Information Models for all categories of participants.
- Subject: the problem is at the heart of the conflict, while it can be both objectively existing and subjectively presented.
- An object: the reason for the conflict situation. When he finds himself at the intersection of interests, a direct conflict situation arises.
- Micro environment, macro environment. All the conditions of the system in which the participants in the conflict are located, which make it possible to draw the correct conclusion about the causes, the course of the conflict and not to single it out as a separate phenomenon, but to perceive it as part of the social situation.
Causes and conditions of occurrence
The causes of the conflict are very diverse and depend on the type, number of participants, flow conditions, etc.
Common reasons for the formation of most conflict situations include:
- Natural clash of values in the process of social interaction. At the same time, spiritual, material, etc. can be attributed to values.
- Underdeveloped legal framework, allowing to resolve social contradictions in a particular area, the lack of a clear regulation.
- An acute shortage of goods having crucial in the life of subjects.
- Persistent stereotypes behavior and thinking, which most often leads to group conflicts.
- Poor awareness in certain issues related to the subjects of the conflict.
Participants and consequences
Participants in the conflict are all subjects, one way or another taking part in the conflict situation: from the direct parties to those who influence its course.
Members are divided into:
- The main ones are opposing forces.
- Support groups - helping, sharing views, etc.
- Other participants - stimulating the conflict, provoking, etc.
The consequences of the conflict can be different:
- Favorable. These are the ones that are acceptable to both parties. This gives the participants a sense of belonging to the solution of a common problem, and also allows you to build prospects for cooperation in the future.
- Dysfunctional. These include:
- dissatisfaction;
- low degree of cooperation;
- unconstructive, unproductive competition with other groups;
- forming an opinion about the other side as an "enemy";
- the end of the interaction of the parties;
- hostility.
Conflict Strategies
- Rivalry. The one who chooses this strategy, as a rule, values his own interests much higher than the interests of his opponent. With this strategy, authority, power, and a tough position are actively used.
- Care. This strategy is characterized by a low assessment of one's own interests and those of the opponent. In essence, this is a mutual concession.
- concession. In this case, the person values the opponent's interest above his own, and sacrifices personal needs.
- Compromise. It is characterized by a balance of interests and the search for ways out that are convenient for both parties.
- Cooperation. This strategy is characterized highly appreciated both interests, as well as recognition of the value of interpersonal relationships.
Management and methods of resolution
Conflict management involves keeping it within the boundaries, beyond which there is a threat to interpersonal relationships, organizations, groups, etc. Skillful management in some cases helps to resolve the conflict situation.
There are several ways to resolve conflicts:
- Care, evasion. The desire to avoid conflict, and once in it, the refusal to discuss, negotiate, etc. In some cases, this method of resolution is acceptable, for example, if necessary, to analyze the situation, but this is, in a sense, postponing to a later time.
- Smoothing. This is a demonstration of agreement with the set requirements. Smoothing can include promises, apologies, etc.
- Compromise. Mutual concession, which allows each of the parties to come out of the conflict satisfied to one degree or another.
- Compulsion. This is the suppression of one of the parties, ignoring its interests and opinions.
- Confrontation. With this method of solution, everyone remains with his own opinion, insists on his own. In this case, a third party is needed for a better resolution.
- Cooperation– joint overcoming of the arisen disagreement.
Diagnostics and forecasting
Conflict prediction is an assumption about the possibility of its occurrence and further development based on available information.
It is possible to foresee and eliminate many external incentives in a timely manner, but forecasting must take into account data on all structural elements conflict:
- problem;
- relations between the parties, circumstances;
- signals about possible conflict, their frequency;
- incidents, constructive and destructive manifestations, behavioral reactions, etc.;
- members or their personal characteristics, individual propensity to enter into conflict situations.
Conflicts are an obligatory side of any relationship, including labor, economic, social, etc., and depending on the field of activity, direction, characteristics of the parties and other factors, various behavior strategies and optimal solutions to these situations are chosen.
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