In real life, it is sometimes not so easy to establish the true cause of the conflict. And without this, it is impossible to find the optimal solution to pay it off. It is for such difficult cases that it is useful to know the styles of behavior in the conflict that interlocutors can use. Depending on the circumstances, it is necessary to choose a specific strategy of action. You will learn how to act in a given situation in the article.
Basic conflict behavior patterns
The predictive style is distinguished by the avoidance of unwanted conflicts. A person with this model of behavior tries not to succumb to provocations. Previously, he will analyze the hazardous areas, weigh the pros and cons. If in this case the conflict is the only way out of the situation, then he will decide to start a dispute. In the prognostic model, all options for their actions are thought out and possible actions of the interlocutor are calculated. This style of behavior in conflict is characterized by the absence of emotional reactions or their weak severity. The most preferable outcome is a compromise.
The corrective style can be characterized by a lag in assessing the situation. That is why a reaction to disagreements arises immediately - immediately after the outbreak of conflict. Moreover, a person with such a model of behavior does not consider that there is a problem, but he behaves very emotionally and unrestrained. Actions are characterized by fussiness, especially at the beginning of the conflict.
The destructive style is distinguished by the denial of the possibility of mutual concessions. Compromise is regarded only as a manifestation of weakness. Therefore, such a way out of the situation is considered unacceptable. A person with such a model of behavior constantly emphasizes the erroneous position of the opponent and his innocence. At the same time, the interlocutor is accused of malicious intent, selfish motives and personal interest. The controversial situation with this method of behavior will be extremely emotionally perceived by both parties.
These were the main styles of behavior in the conflict. Within them, strategies can be distinguished.
Behavioral strategies
Researchers in the field of psychology distinguish five styles of behavior in a conflict situation.
- Cooperation.
- Compromise.
- Ignoring
- Rivalry.
- Device.
Let us consider in more detail each style of behavior.
Cooperation
This is the most difficult model of behavior, but at the same time the most effective of all. Its meaning is to find a solution that satisfies the interests and needs of all parties to the conflict. For this, the opinion of each is taken into account and all the proposed options are listened. The discussion is calm, without negative emotions. In a conversation, evidence, arguments, and beliefs are used to achieve the result. This style of behavior in resolving the conflict is based on mutual respect and therefore contributes to maintaining a strong and lasting relationship.
However, you need to be able to restrain emotions, clearly explain your interests and listen to the other side. The absence of at least one factor makes this model of behavior ineffective. In what situations is this style the most suitable?
- When a compromise does not fit, but a common solution is needed.
- If the main goal is a joint work experience.
- There are interdependent and long-term relationships with the conflicting side.
- It is necessary to exchange points of view and strengthen the personal involvement of opponents in the activity.
Compromise
This is a less constructive style of behavior in the conflict. A compromise nevertheless takes place, especially when it is necessary to quickly remove the accumulated voltage and resolve the dispute. The model is reminiscent of “collaboration”, but is performed at a superficial level. Each side is somewhat inferior to the other. Therefore, as a result of a compromise, the interests of opponents are partially satisfied. To achieve a common solution requires effective communication skills.
When is a compromise effective?
- When the interests of both parties cannot be simultaneously fulfilled. For example, opponents claim one position.
- If it is more important to win at least something than to lose everything.
- The interlocutors have equal power and give equally convincing arguments. Then cooperation is replaced by a compromise.
- We need a temporary solution, because there is no time to look for another.
Ignoring
This style of behavior of people in conflict is characterized by a conscious or unconscious deviation from clarifying relationships. A person who has chosen such a strategy is trying not to get into unpleasant situations. If they arise, then he simply shies away from discussing decisions that are fraught with disagreements. Most often, unconscious ignorance is encountered, which is a protective mechanism of the psyche.
Some people use this model quite deliberately, and this is a justifiable move. Ignoring is not always avoiding responsibility or fleeing a problem. Such a delay may be a suitable solution for certain situations.
- If the problem arose is not important for the party, and there is no point in asserting your rights.
- There is no time and effort to find the best solution. You can return to the conflict later, or it will be resolved by itself.
- The opponent has great power, or another interlocutor feels that he is wrong.
- If there is a possibility of the discovery of dangerous details during the discussion, after which the differences will only intensify.
- Other conflict behaviors have been ineffective.
- Relationships are short-lived or unpromising; there is no need to maintain them.
- The interlocutor is a conflict person (rude, complainer, and so on). Sometimes it’s better not to have a dialogue with such people.
Rivalry
This strategy is typical of most people, in which the interlocutor tries to pull the blanket to his side. Only their interests are valued, other people's needs are not taken into account, and opinions and arguments are simply ignored. The competing party is trying to force its point of view to be accepted in all possible ways.
For coercion can even be used position and power in this style of behavior. Participants in the conflict, representing the opponent, are often not happy with the solution, and they can sabotage it or abandon the relationship. Therefore, rivalry is inefficient and rarely fruitful. Moreover, the decision made is in most cases incorrect, because the opinions of others are not taken into account. When is competition in conflict effective?
- When there is authority and sufficient power, and the proposed solution is seen as obvious and most true.
- There is no other way out and nothing to lose.
- If the interlocutors (often subordinates) prefer an authoritarian style of communication.
Device
This strategy is characterized by a rejection of the struggle and a change in one's own position. The situation is smoothed out by the pliability of the opponent, who believes that it is better to maintain relations than to quarrel and seek the rightness. With this style of behavior of the parties, the conflict is forgotten, but sooner or later it will make itself felt. It is not necessary to give up one’s interests. You can return to the discussion of the problem after a while and in a more favorable environment try to find a solution.
In what situations is it better to resort to concessions?
- When the needs of another person seem more important, and his feelings about it are very strong.
- The subject of disagreement is not significant.
- If the priority is to maintain a good relationship, and not defend your opinion.
- There is a feeling that there is not enough chance to convince the interlocutor of their own rightness.
Types of People in Conflict
The style of behavior in conflict situations can be considered a little from the other side. Psychologists also identify types of “difficult” people that can be encountered in a controversial situation.
"Steam boiler." These are unceremonious and very rude people who are afraid of losing credibility and believe that everyone should agree with them. If it is not so important to win the dispute, then it is better to yield. Otherwise, you first need to wait until a person releases steam, and only then defend the correctness.
"Explosive child." Such people are not evil by nature, but extremely emotional. They can be compared with babies who have a bad mood. The best solution is to give a shout out, and then calm the interlocutor and go on to find a solution.
"The complainers." They complain about realistic or imaginary circumstances. It is better to listen to such people first, and then repeat the essence of it with the same words, thus showing your interest. After that, you can deal with the conflict. If the opponent continues to complain anyway, then the best solution is to adopt a strategy of ignoring.
"Non-Conflict." Such people are always inferior in order to please others. But the words may diverge from the deed. Therefore, the emphasis should not be on agreeing with the decision, but on the fact that the opponent will keep the promise.
"Silence." Usually these are extremely secretive people who are difficult to bring to dialogue. If avoiding the problem is not an option, then you need to try to overcome the isolation of the opponent. To do this, reveal the essence of the conflict, asking only open questions. You may even have to be persistent to keep up the conversation.
findings
We can summarize that there are different styles of behavior in conflict and types of “problem” people. The most faithful and universal model does not exist. It is necessary to adequately assess the situation and communicate with the opponent depending on it. This is the only way to mitigate the unpleasant consequences of the conflict in advance.