Life is the process of resolving an infinite number of conflicts. We are not able to avoid them, and therefore must decide - directly or indirectly. But how to determine the conflict formula? Is there a way to distinguish true disagreement from false? The answer to these questions is given by psychology. Our material will discuss conflictology, the most important area in psychology.
Concept of conflict
The Latin word conflictus means "clash". There is a struggle of opposing interests, goals, opinions or views, some elements of life come into conflict with others. Everything that exists today is based on this: conflict is a prerequisite for progress, development cannot be imagined without it.
Society, no matter how developed and modern it is, cannot do without conflicts. This is quite natural, and therefore justified. Disagreement is changing along with social evolution. They become less visible and amenable to humanization processes. However, the formula of the conflict remains unchanged: several subjects do not have agreement.
Conflict Formula
At the heart of any collision is a contradiction. It can lead to constructive or destructive consequences. Positive changes caused by controversy are extremely unlikely. In any case, they will have to wait a long time. A more likely is a destructive outcome of events - when as a result of the conflict agreement is not reached, and all subjects suffer certain losses.
The formula of the conflict is simple. The accumulated contradictions add up to a controversial situation. For an “explosion” to occur, an incident must be added to this situation - a certain set of circumstances that will give rise to a conflict.
The diagram shows that the incident and the controversial situation are independent of each other. One element is not a manifestation or consequence of another. What makes the conflict formula clear? The contradiction can be resolved by exhausting the incident and eliminating the controversial situation. Thus, it is necessary to solve two problems at once.
Reasons for the contradictions
The above conflict formula is not the only one. Psychology has several similar schemes where the incident and the controversial situation change places or are supplemented by new elements. So, the second famous formula is as follows:
conflict = contentious situation + contentious situation.
Again, both elements are independent of each other. Situations arise not necessarily at the same time, but necessarily before the conflict itself. To exhaust the contradiction, you need to get to the bottom of its essence. You have to ask yourself the question "Why?". This will have to be done until an exact answer is found.
Finally, the third classification shows us three components of any conflict formula: A, B and C.
A. Contradiction, clash of positions. Subjects of the conflict should feel that winning one side will be a loss for the other.
B. Inconsistent views and interests.
B. Countermeasures when trying to resolve a controversial situation.
This is the basic structure of any conflict. A contradiction can also be supplemented by so-called conflict genes - various words, actions or lack of actions that contribute to the formation or development of a conflict. Depending on how the chain of conflict genes is built, the type of contradiction changes. So, he can acquire a random, constructive, biased, true or false form.
True contradiction
Having examined the three formulas of conflicts, one should pay attention to the main types of contradictions. In psychology, their division into true and false is widespread. Such a systematization is especially relevant in connection with the fact that it points to the primary source of the contradiction: is it at all or is it just an illusion? If a person understands that the conflict is false, then his solution becomes meaningless.
True conflict has a number of special features. Firstly, the incident and the controversial situation in it are real. The clash of interests is objective, it is recognized by both sides.
Types of True Conflict
Objective contradiction has a clear structure. However, the actors involved in the conflict may not be fully aware of what is happening. Because of this, a true contradiction takes several forms:
- Random contradiction - arises due to a misunderstanding or coincidence.
- Constructive contradiction - arises on the basis of real and deliberate disputes between subjects.
- Incorrect conflict - there is a culprit in it, who remains “behind the curtains” of the confrontation. The subjects involved in the dispute are in fact not related to the resulting contradiction.
- Displaced contradiction - arises on a false basis. There is a true cause of the conflict, but it is hidden.
Despite many examples of the conflict formula, the structure of a true conflict is the same: there is an incident or a contentious situation. Neither one nor the other is in a false contradiction. It will be described in detail below.
False contradiction
False contradictions are believed to be mostly destructive. Both parties intend to commit aggressive, unwanted or unlawful acts.
Such conflicts are divided into four main types:
- each side believes that the adversary is acting illegally and incorrectly. The opinion about the illegality of the actions of one of the parties can be both true and erroneous.
- The party believes that the adversary is acting lawfully and correctly.
- The party believes that it is in a legal relationship with the other party. This is actually not the case.
- The party believes that it is not in a legal relationship with another person.
Extinguishing a false contradiction is far more difficult than a true one. And all because of the complex formula for the development of the conflict. Obligatory elements of the conflict either do not exist at all, or they overlap each other. Removing the soil for controversy is possible only with the involvement of a professional, for example, a lawyer.
Other types of contradictions
The division of the conflict formula into true and false is the most popular in psychology. However, this is not the only classification in the system.
It should also be mentioned:
- intrapersonal conflict. We are talking about a person’s state of dissatisfaction with some circumstances of his life. For example, a person is not satisfied with his own interests, needs, aspirations, etc. All this can be due to both true and false signals. Intrapersonal contradictions often lead to apathy, stress, or even depression.
- Interpersonal conflict. The most common type of contradiction. Most often caused by the struggle for limited resources - material or spiritual. Such a conflict can only be resolved by compromise.
- The conflict between the group and the individual. One person, acting as a non-conformist, is forced to fight with a whole group of people. The reasons for this struggle are, again, in the struggle for material or spiritual resources.
- Intra-group or inter-group conflict. It looks like an interpersonal contradiction, but with a large number of participants.
Consequences of conflicts
The results of the created contradictions can be functional and dysfunctional. In the first case, the resulting competition went to the benefit of all participants. In the second case, the conflict only aggravated the already difficult relationship.
Psychologists talk about several methods for resolving interpersonal conflicts that are especially effective in the workplace. Here are some of them:
- application of integration and coordination mechanisms. The essence of the method is to create certain requirements for superiors subordinates.
- Clarification of job requirements. This is a proactive way to prevent dysfunctional conflict.
- Compilation of a reward system for compliance with requirements.
In addition to the above professional methods, one can also name: smoothing, dodging, compromise, coercion and, finally, discussing the problem.