In accordance with scientific data, the classification of conflicts in an organization is carried out for various reasons. Let us consider in more detail the most popular and reasonable of them.
The popular classification of conflicts in accordance with the level of opposing parties was developed by A.G. Common sense. As a result, the following groups were identified:
- Interindividual interaction.
- Intergroup conflicts in which several different types were identified (by interests, intercultural, interethnic, inter-associative, interstate, and so on).
The most detailed classification of conflicts is given by R. Darendorf. They were allocated the following groups.
Firstly, in accordance with the sources of the occurrence of counteractions there are conflicts of identification, values and interests.
Secondly, according to the consequences it is recommended to distinguish their different types: unsuccessful and successful; constructive and constructive; destructive and destructive.
Thirdly, conflicts are divided by scale (global, interstate, regional, local, macro-conflicts, micro- or mega).
Fourth, interaction can be classified according to the form of struggle (non-peaceful and peaceful).
Fifthly, conflicts are also divided according to the conditions of origin (exogenous, endogenous) and the use of tactics (debate, game, battle).
Sixth, interaction can be delimited in accordance with the attitude of subjects to it (latent, false, random and genuine).
The classification of social conflicts was developed in detail by A.V. Dmitrov in accordance with various reasons. We are talking about economic, political, labor, counteractions in education and others.
In addition, the classification of conflicts can be made in accordance with the attitude to a specific subject:
- internal or personal;
- interpersonal (external) that appear between the group and the individual.
In these confrontations, the following large groups can also be distinguished.
Firstly, professional conflicts that arise among citizens dissatisfied with work, experiencing overwork and stress at work. Usually they appear when the motivation is very low.
Secondly, cognitive conflicts can be either intrapersonal or intergroup.
Thirdly, role-based interaction refers to the problem of choosing any possible or desired option.
But the most common classification of conflicts is as follows:
- Intrapersonal, which arise due to the opposition of goals, motives, interests and so on.
- Interpersonal conflicts in the organization appear as a result of the interaction of groups.
- Intergroup confrontation arises as a result of the struggle for limited spheres of influence or resources in one company, consisting of a large number of informal and formal groups.
In the psychological literature it is noted that the largest group is precisely interpersonal conflicts. But in organizations they will manifest themselves in a slightly different way than in everyday life, and constitute certain groups:
- the struggle of leaders or aspirants to a high post;
- conflicts due to a clash of material interests;
- communication interactions between the group and the individual;
- subjective, which are due to the appearance of a variety of assessments of actions and events.
In addition, the following classification of conflicts in accordance with their consequences is very popular:
- Constructive, which suggest the appearance of rational transformations.
- Destructive conflicts that destroy the organization as a result.