mixed conflict - a conflict that arose on a false basis, when the true cause of the conflict is hidden

an incorrectly attributed conflict is a conflict in which the true culprit, the subject of the conflict, is behind the scenes of the confrontation, and the conflict involves participants who are not related to the conflict.

If the mental state of the parties and the behavior of people in conflict situations corresponding to this state is taken as the basis for the classification, then conflicts are divided into rational and emotional. Depending on the goals of the conflict and its consequences, conflicts are divided into positive and negative, constructive and destructive.

The main stages of the development of the conflict

Usually, four stages of development are distinguished in a social conflict: pre-conflict, the conflict itself (the stage of conflict development), the stage of conflict resolution, and the post-conflict stage:

Pre-conflict stage

The conflict is preceded by a pre-conflict situation. This is the growth of tension in relations between potential subjects of the conflict, caused by certain contradictions. Only those contradictions that are recognized by potential subjects of the conflict as incompatible opposites of interests, goals, values, etc., lead to an aggravation of social tension and conflicts.

Social tension is also not always a harbinger of conflict. This is a complex social phenomenon, the causes of which can be very different. Here are some of the most characteristic of the reasons causing the growth of social tension:

a) real "infringement" of the interests, needs and values ​​of people;

b) inadequate perception of the changes taking place in society or individual social communities;

c) incorrect or distorted information about certain (real or imaginary) facts, events, etc.3

Social tension essentially represents the psychological state of people and is latent (hidden) before the start of the conflict. The most characteristic manifestation of social tension during this period is group emotions.

One of key concepts in social conflict is also "dissatisfaction". The accumulation of dissatisfaction with the existing state of affairs and the course of events leads to an increase in social tension.

The pre-conflict stage can be divided into three phases of development, which are characterized by the following features in the relationship of the parties:

The emergence of contradictions about a certain controversial object; growth of distrust and social tension; the presentation of unilateral or mutual claims, the reduction of contacts and the accumulation of grievances;

The desire to prove the legitimacy of their claims and the accusation of the enemy of unwillingness to decide contentious issues"fair" methods; closing on their own stereotypes; the emergence of prejudice and hostility in emotional sphere;

Destruction of interaction structures; transition from mutual accusations to threats; growth of aggressiveness; the formation of the image of the "enemy" and the attitude to fight.

Thus, the conflict situation is gradually transformed into an open conflict. But the conflict situation itself can exist for a long period of time and not develop into a conflict. In order for the conflict to become real, an incident is needed.

Incident- this is a formal reason for the start of a direct clash of the parties. An incident can happen by chance, or it can be provoked by the subject (subjects) of the conflict. An incident may also be the result of a natural course of events. It happens that an incident is prepared and provoked by some "third force", pursuing its own interests in the alleged "foreign" conflict.

The incident marks the transition of the conflict to a new quality. In this situation, there are three main options for the behavior of the conflicting parties:

The parties (party) strive to resolve the contradictions that have arisen and find a compromise;

One of the parties pretends that “nothing special happened” (avoidance of the conflict);

The incident becomes a signal for the beginning of an open confrontation.

The choice of one or another option largely depends on the conflict setting (goals, expectations) of the parties.

Stage of development of the conflict

The beginning of an open confrontation of the parties is the result of conflict behavior, which is understood as actions aimed at the opposing side with the aim of capturing, holding the disputed object or forcing the opponent to abandon their goals or to change them. There are several forms of conflict behavior:

a) active-conflict behavior (challenge);

b) passive-conflict behavior (response to a challenge);

c) conflict-compromise behavior;

d) compromise behavior.

Depending on the conflict setting and the form of conflict behavior of the parties, the conflict acquires its own logic of development. A developing conflict tends to create additional reasons for its deepening and expansion.

There are three main phases in the development of the conflict:

1. The transition of the conflict from a latent state to an open confrontation of the parties. The struggle is still being waged with limited resources and is local in nature. There is a first test of strength. At this stage, there are still real opportunities to stop the open struggle and resolve the conflict by other methods.

2. Further escalation of confrontation. To achieve their goals and block the actions of the enemy, more and more resources of the parties are introduced. Almost all opportunities to find a compromise are lost. The conflict is becoming more and more unmanageable and unpredictable.

3. The conflict reaches its climax and takes the form of a total war with the use of all possible forces and means. At this phase, the conflicting parties seem to forget the true causes and goals of the conflict. The main goal of the confrontation is to cause maximum damage to the enemy.

Stage of conflict resolution

The duration and intensity of the conflict depend on many factors: on the goals and attitudes of the parties, on the resources at their disposal, on the means and methods of waging a struggle, on the reaction to the conflict. environment, from symbols of victory and defeat, from available and possible ways(mechanisms) for finding consensus, etc.

At a certain stage in the development of the conflict, the conflicting parties may significantly change their ideas about their capabilities and the capabilities of the enemy. There comes a moment of “reassessment of values”, due to new relationships that have arisen as a result of the conflict, a new alignment of forces, the realization of the impossibility of achieving goals or the exorbitant price of success. All this stimulates a change in the tactics and strategy of conflict behavior. In this situation, one or both of the conflicting parties begin to look for ways out of the conflict, and the intensity of the struggle, as a rule, subsides. From this moment, the process of ending the conflict actually begins, which does not exclude new aggravations.

At the stage of conflict resolution, the following scenarios are possible:

1) the obvious superiority of one of the parties allows it to impose its own conditions for ending the conflict on a weaker opponent;

2) the struggle goes on until the complete defeat of one of the parties;

3) lack of resources, the struggle takes on a protracted, sluggish character;

4) having exhausted resources and not identifying a clear (potential) winner, the parties make mutual concessions in the conflict;

5) the conflict can also be stopped under the pressure of a third force.

Social conflict will continue until there are obvious, clear conditions for its termination. In a conflict, such conditions can be determined even before the start of the confrontation (for example, as in a game where there are rules for its completion), or they can be developed and mutually agreed upon already in the course of the development of the conflict. But there may be additional problems with its completion. There are also absolute conflicts in which the struggle is fought until the complete destruction of one or both rivals.

There are many ways to end a conflict. Basically, they are aimed at changing the conflict situation either by influencing the participants in the conflict, or by changing the characteristics of the object of the conflict, or by other means.

The final stage of the conflict resolution stage involves negotiations and legal registration of available agreements. In interpersonal and intergroup conflicts, the results of negotiations can take the form of verbal agreements and mutual obligations of the parties. Usually one of the conditions for starting the negotiation process is a temporary truce. But options are possible when, at the stage of preliminary agreements, the parties not only do not stop "hostilities", but go to aggravate the conflict, trying to strengthen their positions in the negotiations. Negotiations involve a mutual search for a compromise by the conflicting parties and include the following possible procedures:

Recognition of the existence of a conflict;

Approval of procedural rules and regulations;

Identification of the main controversial issues (drawing up a protocol of disagreements);

Exploring possible solutions to problems;

Search for agreements on each controversial issue and settlement of the conflict in general;

Documentation of all agreements reached;

Fulfillment of all accepted mutual obligations.

Negotiations can differ from each other both by the level of the contracting parties and by the disagreements existing between them. But the basic procedures (elements) of negotiations remain unchanged.

Post-conflict stage

Question. Concepts of conflict and conflict situation.

Conflict - this is a clash of incompatible views, positions, interests, a confrontation between two or more parties that are interconnected, but pursue their goals.

Conflict situation - a situation that objectively contains clear prerequisites for conflict, provoking hostile actions, conflict.

Conflict situation - this is the emergence of disagreements, i.e., a clash of desires, opinions, interests. A conflict situation occurs during a discussion, a dispute.

Question. Structural elements of the conflict.

Structural elements of conflict

Parties to the conflict (subjects of the conflict) - social subjects. interactions that are in a state of conflict or that explicitly or implicitly support conflicting

The subject of the conflict, what causes the conflict;

Images of the subject of the conflict (conflict situation) - displaying the subject of the conflict in the minds of the subjects of conflict interaction.

Motives for the conflict - internal motivating forces pushing the subjects of social interaction to conflict (motives appear in the form of needs, interests, goals, ideals, beliefs).

The positions of the conflicting parties - what they say to each other during the conflict or in the negotiation process.

Question. The main stages of the conflict.

The main stages of the development of the conflict

Usually, four stages of development are distinguished in social conflict:

1. pre-conflict stage.
2. The actual conflict.
3. Conflict resolution.
4. post-conflict stage.

Let's consider each of the stages in more detail.

Pre-conflict stage
A pre-conflict situation is an increase in tension between potential subjects of the conflict, caused by certain contradictions. But contradictions do not always develop into conflict. Only those contradictions that are recognized by potential subjects of the conflict as incompatible lead to an aggravation of social tension.

Social tension is also not always a harbinger of conflict. This is a complex social phenomenon, the causes of which can be very different. Let's name the most characteristic reasons causing the growth of social tension:

1. Real infringement of the interests, needs and values ​​of people.
2. Inadequate perception of changes taking place in society or individual social communities.
3. Incorrect or distorted information about certain (real or imaginary) facts, events, etc.

Social tension, in fact, is the psychological state of people and before the start of the conflict is latent (hidden) in nature. Group emotions are the most characteristic manifestation of social tension during this period. A certain level of social tension in an optimally functioning society is a natural protective and adaptive reaction of the social organism. However, exceeding the optimal level of social tension can lead to conflicts.

AT real life causes of social tension may overlap or be replaced by one another. For example, negative attitudes towards the market among some Russian citizens are caused primarily by economic difficulties, but often manifest themselves as value orientations. And vice versa, value orientations, as a rule, are justified by economic reasons.

One of the key concepts in social conflict is also dissatisfaction. The accumulation of dissatisfaction with the existing state of affairs or the course of events leads to an increase in social tension. At the same time, dissatisfaction is transformed from subjective-objective relations into subjective-subjective ones. The essence of this transformation is that the potential subject of the conflict identifies (personifies) the real (or alleged) culprits of his dissatisfaction and at the same time realizes the insolubility of the current situation by the usual methods of interaction.

The pre-conflict stage can be divided into three phases of development, which are characterized by the following features in the relationship of the parties:

1. The emergence of contradictions about a certain controversial object; growth of distrust and social tension; presentation of unilateral or mutual claims; reduction of contacts and the accumulation of resentment.
2. The desire to prove the legitimacy of their claims and the accusation of the enemy of unwillingness to resolve disputed issues by "fair" methods; closing on their own stereotypes; the appearance of prejudice and hostility in the emotional sphere.
3. Destruction of interaction structures; transition from mutual accusations to threats; growth of aggressiveness; the formation of the "image of the enemy" and the setting for the fight.

Thus, the conflict situation is gradually transformed into an open conflict. But by itself, it can exist for a long time and not develop into a conflict. In order for the conflict to become real, an incident is needed.

Incident- a formal occasion, a case for the start of a direct clash of the parties. For example, the assassination in Sarajevo of the heir to the Austro-Hungarian throne Franz Ferdinand and his wife, carried out by a group of Bosnian terrorists on August 28, 1914, became a formal reason for the start of the First World War. Although, objectively, tension between the Entente and the German military bloc has existed for many years.

An incident can happen by accident, or it can be provoked by the subject (subjects) of the conflict, be the result of a natural course of events. It happens that an incident is prepared and provoked by some third force, pursuing its own interests in the alleged "foreign" conflict.

1. Objective purposeful (for example, new forms of education are introduced, and there is a need to change the structure of teaching and replace the teaching staff).
2. Objective non-purposeful (the natural course of development of production comes into conflict with the existing organization of labor).
3. Subjective goal-oriented (a person goes into conflict in order to solve his problems).
4. Subjective non-targeted (inadvertently the interests of two or more parties collided); for example, one ticket to a health resort, but there are several applicants.

The incident marks the transition of the conflict to a new quality. In this situation, there are three options for the behavior of the conflicting parties:

1. The parties (side) strive to settle the contradictions that have arisen and find a compromise.
2. One of the parties pretends that “nothing special happened” (avoidance of the conflict).
3. The incident becomes a signal for the beginning of an open confrontation. The choice of one or another option largely depends on the conflict setting (goals, expectations, emotional orientation) of the parties.

Stage of development of the conflict
The beginning of an open confrontation of the parties is the result of conflict behavior, which is understood as actions aimed at the opposing side with the aim of capturing, holding the disputed object or forcing the opponent to abandon their goals or to change them. Conflictologists distinguish several forms of conflict behavior:

• active-conflict behavior (challenge);
• passive-conflict behavior (response to a challenge);
• conflict-compromise behavior;
• compromise behaviour.

Depending on the conflict setting and the form of behavior of the parties, the conflict acquires the logic of development. Developing conflict tends to create additional causes of deepening and expansion. Each new "victim" becomes an "excuse" for the escalation of the conflict. Therefore, each conflict is unique to some extent. There are three main phases in the development of the conflict at its second stage of development:

1. The transition of the conflict from a latent state to an open confrontation of the parties. The struggle is still being waged with limited resources and is local in nature. There is a first test of strength. At this stage, there are still real opportunities to stop the open struggle and resolve the conflict by other methods.
2. Further escalation of confrontation. To achieve their goals and block the actions of the enemy, new resources of the parties are introduced. Almost all opportunities to find a compromise are lost. The conflict is becoming more and more unmanageable and unpredictable.
3. The conflict reaches its climax and takes the form of a total war with the use of all possible forces and means. At this phase, the conflicting parties seem to forget the true causes and goals of the conflict. The main goal of the confrontation is to cause maximum damage to the enemy.

Stage of conflict resolution
The duration and intensity of the conflict depend on the goals and attitudes of the parties, the resources, means and methods of waging a struggle, the reaction to the conflict of the environment, the symbols of victory and defeat, the available (and possible) methods (mechanisms) for finding consensus, etc.

Conflicts are also classified according to the degree of normative regulation, at one end of the continuum - institutionalized (such as a duel), and at the other - absolute conflicts (struggle until the opponent is completely destroyed). Between these extreme points there are conflicts of varying degrees of institutionalization.

At a certain stage in the development of the conflict, the opposing sides may significantly change their ideas about the capabilities of their own and the enemy. There comes a moment of reassessment of values, due to new relationships, alignment of forces, awareness of the real situation - the inability to achieve goals or the exorbitant price of success. All this stimulates a change in the tactics and strategy of conflict behavior. In this case, the conflicting parties begin to look for ways of reconciliation, and the intensity of the struggle, as a rule, subsides. From this moment, the process of ending the conflict actually begins, which does not exclude new aggravations.

At the stage of conflict resolution, the following scenarios are possible:

1. the obvious superiority of one of the parties allows it to impose its own conditions for ending the conflict on a weaker opponent;
2. the struggle goes on until the complete defeat of one of the parties;
3. the struggle takes on a protracted, sluggish character due to lack of resources;
4. the parties make mutual concessions in the conflict, having exhausted their resources and not identifying a clear (potential) winner;
5. the conflict can be stopped under the pressure of a third force.

Social conflict will continue until there are real conditions for its termination. In a fully institutionalized conflict, such conditions can be determined before the confrontation begins (as in a game where the rules for its completion are defined), or they can be worked out and agreed upon in the course of development. If the conflict is partially institutionalized or not institutionalized at all, then additional problems of its completion arise.

There are also absolute conflicts in which the struggle is fought until the complete destruction of one or both rivals. The more rigidly the subject of the dispute is outlined, the more obvious the signs that mark the victory and defeat of the parties, the greater the chances for its localization.

Ways to end the conflict are mainly aimed at changing the conflict situation itself, either by influencing the participants, or by changing the characteristics of the object of the conflict, or in other ways. Let's look at some of these methods.

1. Eliminate the object of conflict.
2. Replacing one object with another.
3. Elimination of one side of the parties to the conflict.
4. Change of position of one of the parties.
5. Changing the characteristics of the object and subject of the conflict.
6. Obtaining new information about an object or creating additional conditions.
7. Prevention of direct or indirect interaction of participants.
8. The arrival of the parties to the conflict to a single decision or appeal to the arbitrator, subject to submission to any of his decisions.

One of the forced methods of ending the conflict is coercion. For example, the military conflict between Bosnian Serbs, Muslims and Croats. Peacekeeping forces (NATO, UN) literally forced the conflicting parties to sit down at the negotiating table.

Negotiation
The final stage of the conflict resolution stage involves negotiations and legal registration of the agreements reached. In interpersonal and intergroup conflicts, the results of negotiations can take the form of verbal agreements and mutual obligations of the parties. Usually one of the conditions for starting the negotiation process is a temporary truce. But options are possible when, at the stage of preliminary agreements, the parties not only do not stop hostilities, but go to aggravate the conflict, trying to strengthen their positions in the negotiations.

Negotiations involve a mutual search for a compromise between the conflicting parties and include possible procedures.

1. Recognition of the existence of a conflict.
2. Approval of procedural rules and regulations.
3. Identification of the main contentious issues (drawing up the “Minutes of Disagreements”).
4. Exploring possible solutions to problems.
5. Search for agreements on each controversial issue and settlement of the conflict as a whole.
6. Documentation of all agreements reached.
7. Fulfillment of all accepted mutual obligations.

Negotiations can differ both in the level of the contracting parties and in the existing disagreements. But the basic procedures (elements) of negotiations remain unchanged. The "principled negotiation" or "substantive negotiation" method developed by the Harvard Negotiation Project, outlined in the book Road to Agreement, or Negotiating Without Defeat by Roger Fisher and William Ury, boils down to four points.

1. People. Make a distinction between the negotiators and the subject of the negotiation.
2. Interests. Focus on interests, not positions.
3. Options. Highlight the possibilities before making a decision.
4. Criteria. Insist that the result be based on some objective standard.

The basis of the negotiation process can be based on the method of compromise, based on mutual concessions of the parties, or the method of consensus, focused on the joint solution of existing problems.

The methods of conducting negotiations and their results depend not only on the relationship between the opposing sides, but also on the internal position of each of the parties, relations with allies and other non-conflict factors.

Post-conflict stage
The end of the direct confrontation of the parties does not always mean that the conflict is completely resolved.

The degree of satisfaction or dissatisfaction of the parties with the concluded peace agreements will largely depend on the following provisions:

• to what extent it was possible to achieve the pursued goal during the conflict and subsequent negotiations;
• what methods and ways the struggle was waged;
• how great are the losses of the parties (human, material, territorial, etc.);
• how great is the degree of infringement of the self-esteem of one or another side;
• whether it was possible, as a result of the conclusion of peace, to remove emotional stress parties;
• what methods were used as the basis of the negotiation process;
• to what extent it was possible to balance the interests of the parties;
• whether the compromise was imposed by one of the parties or by a third force, or was the result of a mutual search for a solution to the conflict;
• what is the reaction of the surrounding social environment to the outcome of the conflict.

If the parties believe that the signed peace agreements infringe on their interests, tensions will continue, and the end of the conflict may be perceived as a temporary respite. Peace, concluded as a result of mutual depletion of resources, is also not always able to resolve the main contentious problems. The most durable is a peace concluded on the basis of consensus, when the parties consider the conflict to be completely resolved and build their relations on the basis of trust and cooperation.

With any option for resolving the conflict, social tension in relations between former opponents will persist for a certain period of time. Sometimes it takes decades to remove mutual negative perceptions, until new generations of people grow up who have not experienced all the horrors of the past conflict. On a subconscious level, such negative perceptions of former opponents can be passed on from generation to generation and each time “pop up” with the next aggravation of controversial issues.

The post-conflict stage marks a new objective reality: a new alignment of forces, new relations of opponents to each other and to the surrounding social environment, a new vision of existing problems and a new assessment of their strengths and capabilities. For example, Chechen War literally forced the top Russian leadership to build their relations with the Chechen Republic of Ichkeria in a new way, take a fresh look at the situation in the entire Caucasus region and more realistically assess Russia's combat and economic potential.

mixed conflict - a conflict that arose on a false basis, when the true cause of the conflict is hidden

an incorrectly attributed conflict is a conflict in which the true culprit, the subject of the conflict, is behind the scenes of the confrontation, and the conflict involves participants who are not related to the conflict.

If the mental state of the parties and the behavior of people in conflict situations corresponding to this state is taken as the basis for the classification, then conflicts are divided into rational and emotional. Depending on the goals of the conflict and its consequences, conflicts are divided into positive and negative, constructive and destructive.

Usually, four stages of development are distinguished in a social conflict: pre-conflict, the conflict itself (the stage of conflict development), the stage of conflict resolution, and the post-conflict stage:

Pre-conflict stage

The conflict is preceded by a pre-conflict situation. This is the growth of tension in relations between potential subjects of the conflict, caused by certain contradictions. Only those contradictions that are recognized by potential subjects of the conflict as incompatible opposites of interests, goals, values, etc., lead to an aggravation of social tension and conflicts.

Social tension is also not always a harbinger of conflict. This is a complex social phenomenon, the causes of which can be very different. Here are some of the most characteristic of the reasons causing the growth of social tension:

a) real "infringement" of the interests, needs and values ​​of people;

b) inadequate perception of the changes taking place in society or individual social communities;

c) incorrect or distorted information about certain (real or imaginary) facts, events, etc.3

Social tension essentially represents the psychological state of people and is latent (hidden) before the start of the conflict. The most characteristic manifestation of social tension during this period is group emotions.

One of the key concepts in social conflict is also "dissatisfaction". The accumulation of dissatisfaction with the existing state of affairs and the course of events leads to an increase in social tension.

The pre-conflict stage can be divided into three phases of development, which are characterized by the following features in the relationship of the parties:

The emergence of contradictions about a certain controversial object; growth of distrust and social tension; the presentation of unilateral or mutual claims, the reduction of contacts and the accumulation of grievances;

- the desire to prove the legitimacy of their claims and the accusation of the enemy of unwillingness to resolve controversial issues by "fair" methods; closing on their own stereotypes; the appearance of prejudice and hostility in the emotional sphere;

— destruction of interaction structures; transition from mutual accusations to threats; growth of aggressiveness; the formation of the image of the "enemy" and the attitude to fight.

Thus, the conflict situation is gradually transformed into an open conflict. But the conflict situation itself can exist for a long period of time and not develop into a conflict. In order for the conflict to become real, an incident is needed.

Incident- this is a formal reason for the start of a direct clash of the parties. An incident can happen by chance, or it can be provoked by the subject (subjects) of the conflict. An incident may also be the result of a natural course of events. It happens that an incident is prepared and provoked by some "third force", pursuing its own interests in the alleged "foreign" conflict.

The incident marks the transition of the conflict to a new quality. In this situation, there are three main options for the behavior of the conflicting parties:

The parties (party) strive to resolve the contradictions that have arisen and find a compromise;

One of the parties pretends that “nothing special happened” (avoidance of the conflict);

The incident becomes a signal for the beginning of an open confrontation.

The choice of one or another option largely depends on the conflict setting (goals, expectations) of the parties.

Stage of development of the conflict

The beginning of an open confrontation of the parties is the result of conflict behavior, which is understood as actions aimed at the opposing side with the aim of capturing, holding the disputed object or forcing the opponent to abandon their goals or to change them. There are several forms of conflict behavior:

a) active-conflict behavior (challenge);

b) passive-conflict behavior (response to a challenge);

c) conflict-compromise behavior;

d) compromise behavior.

Depending on the conflict setting and the form of conflict behavior of the parties, the conflict acquires its own logic of development. A developing conflict tends to create additional reasons for its deepening and expansion.

There are three main phases in the development of the conflict:

1. The transition of the conflict from a latent state to an open confrontation of the parties. The struggle is still being waged with limited resources and is local in nature. There is a first test of strength. At this stage, there are still real opportunities to stop the open struggle and resolve the conflict by other methods.

2. Further escalation of confrontation. To achieve their goals and block the actions of the enemy, more and more resources of the parties are introduced. Almost all opportunities to find a compromise are lost. The conflict is becoming more and more unmanageable and unpredictable.

3. The conflict reaches its climax and takes the form of a total war with the use of all possible forces and means. At this phase, the conflicting parties seem to forget the true causes and goals of the conflict. The main goal of the confrontation is to cause maximum damage to the enemy.

Stage of conflict resolution

The duration and intensity of the conflict depend on many factors: on the goals and attitudes of the parties, on the resources at their disposal, on the means and methods of waging a struggle, on the reaction to the environmental conflict, on the symbols of victory and defeat, on the available and possible methods (mechanisms) finding consensus, etc.

At a certain stage in the development of the conflict, the conflicting parties may significantly change their ideas about their capabilities and the capabilities of the enemy. There comes a moment of “reassessment of values”, due to new relationships that have arisen as a result of the conflict, a new alignment of forces, the realization of the impossibility of achieving goals or the exorbitant price of success. All this stimulates a change in the tactics and strategy of conflict behavior. In this situation, one or both of the conflicting parties begin to look for ways out of the conflict, and the intensity of the struggle, as a rule, subsides. From this moment, the process of ending the conflict actually begins, which does not exclude new aggravations.

At the stage of conflict resolution, the following scenarios are possible:

1) the obvious superiority of one of the parties allows it to impose its own conditions for ending the conflict on a weaker opponent;

2) the struggle goes on until the complete defeat of one of the parties;

3) lack of resources, the struggle takes on a protracted, sluggish character;

4) having exhausted resources and not identifying a clear (potential) winner, the parties make mutual concessions in the conflict;

5) the conflict can also be stopped under the pressure of a third force.

Social conflict will continue until there are obvious, clear conditions for its termination. In a conflict, such conditions can be determined even before the start of the confrontation (for example, as in a game where there are rules for its completion), or they can be developed and mutually agreed upon already in the course of the development of the conflict. But there may be additional problems with its completion. There are also absolute conflicts in which the struggle is fought until the complete destruction of one or both rivals.

There are many ways to end a conflict. Basically, they are aimed at changing the conflict situation itself, either by influencing the participants in the conflict, or by changing the characteristics of the object of the conflict, or in other ways.

The final stage of the conflict resolution stage involves negotiations and legal registration of available agreements. In interpersonal and intergroup conflicts, the results of negotiations can take the form of verbal agreements and mutual obligations of the parties. Usually one of the conditions for starting the negotiation process is a temporary truce. But options are possible when, at the stage of preliminary agreements, the parties not only do not stop "hostilities", but go to aggravate the conflict, trying to strengthen their positions in the negotiations. Negotiations involve a mutual search for a compromise by the conflicting parties and include the following possible procedures:

Recognition of the existence of a conflict;

Approval of procedural rules and regulations;

Identification of the main controversial issues (drawing up a protocol of disagreements);

Exploring possible solutions to problems;

Search for agreements on each controversial issue and settlement of the conflict in general;

Documentation of all agreements reached;

Fulfillment of all accepted mutual obligations.

Negotiations can differ from each other both by the level of the contracting parties and by the disagreements existing between them. But the basic procedures (elements) of negotiations remain unchanged.

Post-conflict stage

The end of the direct confrontation of the parties does not always mean that the conflict is completely resolved. The degree of satisfaction or dissatisfaction of the parties with the concluded peace agreements will largely depend on the following provisions:

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Dynamics of the conflict

An important characteristic of the conflict is its dynamics.

The dynamics of conflict as a complex social phenomenon is reflected in two concepts: stages of conflict and phases of conflict.

Stages of conflict reflect the essential moments characterizing the development of the conflict from its inception to resolution. Therefore, knowledge of the main content of each of the stages of the conflict is important for its forecasting, evaluation and selection of technologies for managing this conflict.

1. The emergence and development of a conflict situation. A conflict situation is created by one or more subjects of social interaction and is a prerequisite for conflict.

2. Awareness of the conflict situation by at least one of the participants in social interaction and his emotional experience of this fact. The consequences and external manifestations of such awareness and the emotional experiences associated with it can be: mood changes, critical and unfriendly statements about your potential enemy, limiting contacts with him, etc.

3. The beginning of open conflict interaction. This stage is expressed in the fact that one of the participants in social interaction, who has realized the conflict situation, proceeds to active actions (in the form of a demarche, statement, warning, etc.) aimed at causing damage to the “enemy”. At the same time, the other participant is aware that these actions are directed against him, and, in turn, takes active retaliatory actions against the initiator of the conflict.

4. The development of open conflict. At this stage, the parties to the conflict openly declare their positions and put forward demands. At the same time, they may not be aware of their own interests and may not understand the essence and subject of the conflict.

5. Conflict resolution. Depending on the content, conflict resolution can be achieved by two methods (means): pedagogical(conversation, persuasion, request, clarification, etc.) and administrative(transfer to another job, dismissal, decisions of commissions, order of the head, court decision, etc.).

The phases of the conflict are directly related to its stages and reflect the dynamics of the conflict, primarily from the point of view of the real possibilities for its resolution.

The main phases of the conflict are:

1) initial phase;

2) lifting phase;

3) the peak of the conflict;

4) decline phase.

It is important to remember that the phases of the conflict can be repeated cyclically.

For example, after the decline phase in the 1st cycle, the rise phase of the 2nd cycle may begin with the passage of peak and decline phases, then the 3rd cycle may begin, etc. At the same time, the possibilities for resolving the conflict in each subsequent cycle narrow. The described process can be depicted graphically (Fig. 2.3):

The relationship between the phases and stages of the conflict, as well as the manager's ability to resolve it, are shown in Table. 2.3.

Rice. 2.3. Phases of conflict

Table 2.3. The ratio of phases and stages of the conflict

Also distinguished are the following three main stages of conflict development:

1) latent stage ( pre-conflict situation)

2) the stage of open conflict,

3) the stage of resolution (completion) of the conflict.

On the hidden (latent) stage, all the main elements that form the structure of the conflict, its causes and main participants, i.e. there is the main base of prerequisites for conflict actions, in particular, a certain object of possible confrontation, the presence of two parties capable of simultaneously laying claim to this object, the awareness of one or both parties of the situation as a conflict.

At this “incubation” stage of the development of the conflict, attempts can be made to resolve the issue amicably, for example, to cancel the order for disciplinary action, improve working conditions, etc. But in the absence of a positive reaction to these attempts, the conflict turns into open stage.

2. A sign of the transition of the latent (latent) stage of the conflict to the open is the transition of the parties to conflict behavior. As noted above, conflict behavior is the outwardly expressed actions of the parties. Their specificity as a special form of interaction lies in the fact that they are aimed at blocking the achievement of the enemy's goals and the implementation of their own goals. Other signs of conflict actions are:

• expanding the number of participants;
• an increase in the number of problems that form a complex of causes of the conflict, the transition from business problems to personal ones;
• bias emotional coloring conflicts towards the dark spectrum, negative feelings such as hostility, hatred, etc.;
• an increase in the degree of mental tension to the level of a stressful situation.

The whole set of actions of the participants in the conflict at its open stage is characterized by the terms escalation, which is understood as the intensification of the struggle, the growth of destructive actions of the parties against each other, creating new prerequisites for a negative outcome of the conflict.

The consequences of the escalation, which entirely depend on the position of the parties, especially the one that has large resources and strength, can be two types.

In case of incompatibility of the parties, the desire to destroy the other side, the consequences of the open stage of the conflict can be catastrophic, lead to the collapse of good relations or even to the destruction of one of the parties.

There are several stages of a conflict situation - the dynamics of S.K. - the process of change and development of the conflict.

1. PRE-CONFLICT SITUATION. Situations on the eve of the conflict are considered. Background: intrigue, rumors. Contradictions are outlined, but there is no clash.

2. OWN CONFLICT AND ITS STAGES.

- Stage of open confrontation:

- incident (the beginning of the conflict),

- a case (imitating conflict) skirmish, the parties are divided into friends and foes. An incomprehensible situation arises. It is possible to resolve the conflict peacefully.

- Escalation, actions aimed at achieving goals, set to fight. A negative image of the enemy is created. Strength is demonstrated in order to eliminate the opponent, violence is used.

— Expansion and behavior of the conflict.

3. COMPLETION.

The weakening of one or two sides is characteristic when resources are exhausted.

The main stages of the development of the conflict

Awareness of hopelessness. The predominance of one of the parties is its ability to suppress the opponent. The emergence of a third party capable of suppressing the confrontation.

1. Management of social conflicts. Ways to resolve them.

If the conflict is ignored or resolved verbally, it will unfold spontaneously, uniting with other conflicts and ending in destruction. Management refers to the suppression of S.K. in the interests of society as a whole or an individual subject. In a broad sense, conflict management is related to the impacts on the conflict.

1) a warning about K. i.e. prevent it from spreading.

2) Prevention, i.e. overcoming contradictions.

3) Prevention, elimination of the causes of confrontations. If it is not possible to "strangle the conflict", then the task is reduced to the localization of confrontation.

4) Regulation of the dynamics of K. i.e. elimination and resolution K. Elimination involves:

- the victory of one side, and the destruction of the other.

- destruction of both sides;

the escalation of one conflict into another.

Resolution methods:

- smoothing (persuasion);

- fast resolution short time;

- method of hidden actions;

- method of compromise (through negotiations);

- cooperation;

- the method of violence (the imposition of one of the parties of their position).

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Stages of conflict development

The process of conflict development goes through several stages, each of which may differ in tension between the conflicting parties and the degree of change in their relationship to each other.

Some authors propose to consider the conflict and the process of its resolution as a whole, highlighting the following points: 1) the pre-conflict stage; 2) the actual conflict; 3) conflict resolution; 4) post-conflict stage.

V.Yu. adheres to a slightly different approach to the development of the conflict. Pityukov, who describes precisely the stages of the conflict.

At the first stage, at least one of the partners develops discontent , i.e. feeling dissatisfied with something or someone. It can be expressed by dissatisfied looks, appropriate facial expressions, intonation of voice, posture and, of course, words of disagreement, denial, irritation or some kind of grumbling. At the same time, signs of discontent may not reach the partner, do not hurt him.

Stages of conflict development

At this stage, there is a kind of personal excitement of one of the potential participants in the conflict (and possibly both participants), which is a sign that a contradiction is brewing between the subjects. Dissatisfaction can last quite a long time and does not necessarily develop into an aggravation of relations. Especially if the partners do not have the opportunity to express their state directly or through intermediaries to each other.

However, if the partners get the opportunity to mutually present their dissatisfaction, then a new stage will come - disagreement , i.e. different voices, different voices. At this stage, the subjects present their different opinions to each other and will, first of all, take care that their opinions, their views are expressed to the partner, brought to him.

If each of the parties persists, then the disagreement develops into opposition , i.e. an action that interferes with the action of a partner. Here, any arguments and arguments of the opposite side will run into peculiar obstacles in the form of sarcastic remarks, counterarguments and examples of resolving the conflict issue in their favor.

In case of failure to find ways of reconciliation, the conflict may drag on and go into the stage of confrontation . Standing on its own, each of the parties will demonstrate the steadfastness of its position, its special "principledness". “It will still be in my opinion!”, “I will never give in!”, “Let me lose this and that, but I will prove it to him” - approximately such “self-hypnosis formulas” are often used by partners. Such stubbornness testifies to an even greater increase in tension between the subjects, who are increasingly driving themselves into a hopeless situation.

The confrontation often escalates into confrontation , i.e. in a fight against someone or something. In an effort to achieve their interests, the subjects are not shy in choosing ways to suppress their opponent, using all sorts of verbal insults, the use of physical force.

The confrontation of the parties can develop into one of two forms: the end of the relationship or compulsion . Breakdown of relations, as a rule, occurs when rivals have approximately the same strength or occupy equal positions. If one of the rivals is significantly superior to the other, then their confrontation ends with the coercion of the weaker side.

For example, a conflict between two students who do not want to reconcile usually ends with a break in their relationship, since each of them has almost the same status in school.

A conflict between a director and a teacher, or between a director and a student, can end with coercion on the part of the director, who has more "leverage" than the teacher and the student, "levers" of influence on his subordinates.

The considered forms of conflict development are sometimes presented in the form of a kind of "ladder" of the conflict:

• break or coercion
• confrontation
• confrontation
• opposition
• disagreement
• discontent

The higher the conflicting parties climb this "ladder", the more tension in their relations grows, the closer they are to breaking off relations with each other. This is the case when the conflict develops along a destructive path.

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Causes of conflicts in the process of communication. Stages of conflict development

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Conflict- clash of oppositely directed goals, interests, positions, opinions, views of opponents or subjects of interaction.

The basis of any conflict is a situation that includes conflicting positions of the parties on any occasion, or controversial goals and means of achieving them in these circumstances, or a mismatch of interests, desires, and finally, keeps the subjects of a possible conflict and its object. However, in order for the conflict to begin to develop, an incident is necessary when one of the parties begins to act, infringing on the interests of the other side. If the opposite side responds in kind, the conflict moves from potential to actual.

In modern psychology, a number of basic elements of conflict are distinguished:

parties (participants, subjects) of the conflict;

conditions for the passage of the conflict;

images of a conflict situation;

possible actions of the parties to the conflict.

Causes of conflicts

Basically, the main causes of conflicts are different axiological (value) attitudes of the communicants. A.P. Egides proposes to define two main types of communicative behavior - conflictogenic and syntonic.

Conflict behavior provokes conflict, which occurs when the needs of one person interfere with the satisfaction of the needs of another.

Conflict situations arise at every step. For example, two people are talking, a third one comes up. The interlocutors fell silent (conflict situation) or included him in their conversation (synthonic situation).

Or: I give a person advice when she asks me (syntonous situation) I give advice when she does not ask me for it (conflict situation). When they switch to “you” with you without permission, this can become the beginning of a conflict situation - where people feel equal, say, in line (“I didn’t herd pigs with you!”). But even if you have to endure such rudeness with party or boss, then a sincere friend, in your face, he, you see, will not acquire a like-minded person.The right way to start a conflict is feigned benevolent phrases like "How would you explain this to you?", "You don't understand ...".

Many conflicts arise due to the fact that people understand the same word differently or painfully perceive logical and linguistic errors (illogical presentation or use of the word in the wrong sense). At one time, the famous philosopher B. Russell created a "semantic philosophy": she argued that all conflicts, including wars, arise solely due to inadequate perception and interpretation of a foreign language and foreign words. For example, in the Ukrainian, Russian and Polish languages ​​there is a different semantic saturation of the word "sorry". In Ukrainian and Polish, “regret” is empathy, understanding the interlocutor’s problems as one’s own. In Russian, the word "regret" is perceived as a humiliation.

The conflict flares up especially hot when verbal aggression is observed - unambiguous images and humiliation of the interlocutor or odious denial of his statements (especially without argumentation). If you want to be noble, you should never stoop in conflict to this kind of thing.

However, to create a conflict situation, no special offensive words are needed. A neutral word or sentence can create both a syntonous and a conflict situation if non-verbal factors are included. For example, “thank you” can be said in such an icy tone that the interlocutor will lose all desire to continue the conversation. Thus, conflict situations are formed not only in line with the actual speech activity. For example, defiantly not noticing or not listening to a person when he addresses you, not responding to a greeting (such a primitive imitation of “aristocratism”, as this subject imagines it) is a conflict situation. And even such a factor as a gloomy facial expression can also lead to a quarrel.

Syntonic behavior (from Latin “tone” - “sound”) is behavior that meets the expectations of the interlocutor. These are any forms of gratitude, smiles, friendly gestures, etc. - what is called "tuning" to the interlocutor in the above-mentioned Neuro-Linguistic Programming (NLP) technique. Example: the wife broke the cup, I, the person, blame her - and this is a conflict situation, but if I blame myself for putting the cup on my own to the edge of the table - this is a syntonic situation.

Most people in most cases adhere to neutral behavior. So, if we take the fulfillment of the requirements of the law, here we can distinguish 3 options for behavior: not obliged, but did (syntonously) obliged, and did not (conflictogenic) obliged and did (neutral). It is not always possible to keep a neutral line: for example, only a moral monster can calmly listen to how a person close to her is insulted.

Stages of conflict development

First stage- birth. It is characterized by amorphousness, universality and inclusion in all the diverse relationships between subjects. Contradictions at this stage exist potentially. They are contained in different and even contradictory values, norms, needs, knowledge, etc. There is a starting point around which the conflict can develop in the future; this is a common interest, new connections, relationships, a common space, etc. Therefore, any person is a potential adversary in a future conflict.

Second phase- maturation.

Stages of conflict development:

From numerous connections and relationships, the subject begins to choose those that he considers acceptable or unacceptable. It can be anything: work, sex, a form of behavior, money, power, the process of cognition, etc. Specifically, a subject (group) stands out as a carrier of one or another attractive or repulsive feature, and certain information begins to concentrate around it. There is a search for people who sympathize with a particular group or person. The second stage is characterized by:

Isolation of a specific opponent;

Accumulation of certain negative information about the subject;

A clear allocation of the scope of the conflict situation;

The concentration of groups of supporters and opponents;

Strengthening and awareness of the psychological tension between the oppositions.

Third stage- Incident. Often before him there is some calm, waiting. The positions of “provocateur”, “victim”, “judge”, “bazaar woman”, fighter for justice are highlighted. No matter how carefully the opposition behaves, there will be a reason for the incident. It can be anything: it was said in the wrong tone, looked in the wrong way, didn’t warn or, on the contrary, shouted, made a remark - this is just a “hook”. The incident itself is a “small pebble” that can cause a collapse, setting in motion the full power of the elements. Its fixation does not allow to see the main contradictions and the subject of the conflict between the subjects, however, it is the starting point for the collision. The participants in the situation are ripe for open confrontation, and a clash begins, i.e. conflict.

Fourth stage- collision (conflict). It can be compared with an explosion, as a result of which both “waste” rock and “valuable” rock are thrown to the surface. Direct collision manifests itself on several levels: emotional-psychological, physical, political, physical, political, economic, etc.

Demands, claims, accusations, emotions, stresses, scandals cause struggle, confrontation and confrontation. The ability to distinguish "valuable breed" from "empty" depends on which path the conflict takes: rational or irrational. This stage is characterized by:

Pronounced confrontations;

Isolation of the subject of the conflict, realized by the subjects;

defining the scope and boundaries of the conflict;

The appearance of a third party (observers, support groups, etc.);

Determination of the scale and boundaries of the conflict situation;

Presentation of means of control and manipulation of subjects in conflict;

The emergence of factors confirming the need for a collision.

The conflict becomes an event for others, they see it, they talk about it, a certain attitude is developed towards it.

Fifth stage- the development of the conflict. Speaking of development, we mean a change in some of the elements and characteristics that are present in the situation, as well as factors that have one or another influence on the conflict. At this stage, there are factors that do not develop and do not change, i.e. static, constant: the subject of the conflict; social factors; core values; strategic goals.

Elements that partially change: connections and relations between subjects (groups); interpretation of facts; interests; needs; tactical tasks; ideas about the conflict, the subjects of relations. Elements that can be replaced by others: semantic context; positions, roles; means of struggle; social norms, principles of interaction; reactions; the senses; emotions. This is where the conflict develops. The actions of the conflicting parties are determined by these elements.

Sixth stage post-conflict situation, the consequences of the conflict. From the point of view of highlighting the stages of the conflict, it should be noted that often the conflicting parties begin to realize the situation from the third and fourth stages, when the conflict has matured and many processes have gone out of control. In other words, the subjects are already inside the conflict and act in accordance with its logic of struggle and confrontation, destruction and suppression.

Based on the allocation of stages in the development of a conflict situation and the allocation of specific characteristics, it is possible;

Formulate tasks for the implementation of targeted intervention in conflicts on different stages;

Apply patterns in management practice and in the educational process;

Apply a scheme for diagnosing a conflict situation;

Professionally manage a conflict situation by changing the main characteristics and elements;

Professionally "embedding in the conflict" in order to manage the situation from the inside, etc.;

Thus, by methodically “splitting” the conflict and determining the place of the conflict, we are building a certain structure that allows us to get closer to the richness of content and recognize the finest nuances of this social phenomenon.

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10. Characteristics of the stages (stages) of the development of the conflict.

Usually, four stages of development are distinguished in social conflict:

1. Pre-conflict stage - it is the growth of tension in relations between potential subjects of the conflict, caused by certain contradictions. But contradictions do not always develop into conflict. Only those contradictions that are recognized by potential subjects of the conflict as incompatible lead to an aggravation of social tension.

Social tension is also not always a harbinger of conflict. This is a complex social phenomenon, the causes of which can be very different. The reasons, causing the growth of social tension: 1.Real infringement of the interests, needs and values ​​of people.

2. Inadequate perception of changes taking place in society or individual social communities.

3. Incorrect or distorted information about certain (real or imaginary) facts, events, etc.

Social tension, in fact, is the psychological state of people and before the start of the conflict is latent (hidden) in nature. Group emotions are the most characteristic manifestation of social tension during this period. A certain level of social tension in an optimally functioning society is a natural protective and adaptive reaction of the social organism. However, exceeding the optimal level of social tension can lead to conflicts.

Three phases of the pre-conflict stage:

The emergence of contradictions about a certain controversial object; growth of distrust and social tension; presentation of unilateral or mutual claims; reduction of contacts and the accumulation of resentment.

The desire to prove the legitimacy of their claims and the accusation of the enemy of unwillingness to resolve disputed issues by "fair" methods; closing on their own stereotypes; the appearance of prejudice and hostility in the emotional sphere.

Destruction of interaction structures; transition from mutual accusations to threats; growth of aggressiveness; the formation of the "image of the enemy" and the setting for the fight.

Thus, the conflict situation is gradually transformed into an open conflict. But by itself, it can exist for a long time and not develop into a conflict. In order for the conflict to become real, an incident is needed.

Incident - a formal occasion, a case for the start of a direct clash of the parties. An incident can happen by accident, or it can be provoked by the subject (subjects) of the conflict, be the result of a natural course of events. It happens that an incident is prepared and provoked by some third force, pursuing its own interests in the alleged "foreign" conflict.

Three options for the behavior of the conflicting parties in the event of an incident:

The parties (side) strive to settle the contradictions that have arisen and find a compromise.

One of the parties pretends that “nothing special happened” (avoidance of the conflict).

The incident becomes a signal for the beginning of an open confrontation. The choice of one or another option largely depends on the conflict setting (goals, expectations, emotional orientation) of the parties.

2. Stage of development of the conflict - the beginning of an open confrontation of the parties is the result of conflict behavior, which is understood as actions aimed at the opposing side with the aim of capturing, holding the disputed object or forcing the opponent to abandon their goals or to change them. Forms of conflict behavior:

active-conflict behavior (challenge);

passive-conflict behavior (response to a challenge);

conflict-compromise behavior;

compromise behaviour.

Depending on the conflict setting and the form of behavior of the parties, the conflict acquires the logic of development. Developing conflict tends to create additional causes of deepening and expansion. Each new "victim" becomes an "excuse" for the escalation of the conflict. Therefore, each conflict is unique to some extent. Three main phases:

The transition of the conflict from a latent state to an open confrontation of the parties. The struggle is still being waged with limited resources and is local in nature. There is a first test of strength. At this stage, there are still real opportunities to stop the open struggle and resolve the conflict by other methods.

Further escalation of confrontation. To achieve their goals and block the actions of the enemy, new resources of the parties are introduced. Almost all opportunities to find a compromise are lost. The conflict is becoming more and more unmanageable and unpredictable.

The conflict reaches its climax and takes the form of a total war with the use of all possible forces and means. At this phase, the conflicting parties seem to forget the true causes and goals of the conflict. The main goal of the confrontation is to cause maximum damage to the enemy.

3. Stage of conflict resolution . The duration and intensity of the conflict depend on the goals and attitudes of the parties, the resources, means and methods of waging a struggle, the reaction to the conflict of the environment, the symbols of victory and defeat, the available (and possible) methods (mechanisms) for finding consensus, etc.

At a certain stage in the development of the conflict, the opposing sides may significantly change their ideas about the capabilities of their own and the enemy. There comes a moment of reassessment of values, due to new relationships, alignment of forces, awareness of the real situation - the inability to achieve goals or the exorbitant price of success. From this moment, the process of ending the conflict actually begins, which does not exclude new aggravations. Options for the development of events:

the obvious superiority of one of the parties allows it to impose its own conditions for ending the conflict on a weaker opponent;

the struggle goes on until the complete defeat of one of the parties;

the struggle takes on a protracted, sluggish character due to lack of resources;

the parties make mutual concessions in the conflict, having exhausted their resources and not identifying a clear (potential) winner;

the conflict can be stopped under the pressure of a third force.

Ways to end the conflict:

Eliminate the object of conflict.

Replacing one object with another.

Elimination of one side of the parties to the conflict.

Change of position of one of the parties.

Changing the characteristics of the object and subject of the conflict.

Obtaining new information about an object or creating additional conditions.

Prevention of direct or indirect interaction of participants.

The arrival of the parties to the conflict to a single decision or appeal to the arbitrator, subject to submission to any of his decisions.

Negotiation- the final stage of the conflict resolution stage involves negotiations and legal registration of the agreements reached. Negotiations involve a mutual search for a compromise between the conflicting parties and include possible procedures. Recognition of the existence of a conflict.

4. Post-conflict stage . The end of the direct confrontation of the parties does not always mean that the conflict is completely resolved.

The degree of satisfaction or dissatisfaction of the parties with the concluded peace agreements will largely depend on the following provisions:

to what extent it was possible to achieve the pursued goal during the conflict and subsequent negotiations;

what methods and ways the struggle was waged;

how great are the losses of the parties (human, material, territorial, etc.);

how great is the degree of infringement of the self-esteem of one or another side;

whether it was possible, as a result of the conclusion of peace, to relieve the emotional tension of the parties;

what methods were used as the basis of the negotiation process;

to what extent it was possible to balance the interests of the parties;

whether the compromise was imposed by one of the parties or by a third force, or was the result of a mutual search for a solution to the conflict;

what is the reaction of the surrounding social environment to the outcome of the conflict.

If the parties believe that the signed peace agreements infringe on their interests, tensions will continue, and the end of the conflict may be perceived as a temporary respite. Peace, concluded as a result of mutual depletion of resources, is also not always able to resolve the main contentious problems.

The post-conflict stage marks a new objective reality: a new alignment of forces, new relations of opponents to each other and to the surrounding social environment, a new vision of existing problems and a new assessment of their strengths and capabilities.

Conflict- clash of oppositely directed goals, interests, positions, opinions, views of opponents or subjects of interaction.

The basis of any conflict is a situation that includes conflicting positions of the parties on any occasion, or controversial goals and means of achieving them in these circumstances, or a mismatch of interests, desires, and finally, keeps the subjects of a possible conflict and its object. However, in order for the conflict to begin to develop, an incident is necessary when one of the parties begins to act, infringing on the interests of the other side. If the opposite side responds in kind, the conflict moves from potential to actual.

In modern psychology, a number of basic elements of conflict are distinguished:

parties (participants, subjects) of the conflict;

conditions for the passage of the conflict;

images of a conflict situation;

possible actions of the parties to the conflict.

Causes of conflicts

Basically, the main causes of conflicts are different axiological (value) attitudes of the communicants. A.P. Egides proposes to define two main types of communicative behavior - conflictogenic and syntonic.

Conflict behavior provokes conflict, which occurs when the needs of one person interfere with the satisfaction of the needs of another.

Conflict situations arise at every step. For example, two people are talking, a third one comes up. The interlocutors fell silent (conflict situation) or included him in their conversation (synthonic situation). Or: I give a person advice when she asks me (syntonous situation) I give advice when she does not ask me for it (conflict situation). When they switch to “you” with you without permission, this can be the beginning of a conflict situation - where people feel equal, say, in line (“I didn’t herd pigs with you!”). But even if you have to endure such rudeness with party or boss, then a sincere friend, in your face, he, you see, will not acquire a like-minded person.The right way to start a conflict is feignedly benevolent phrases like "How would you explain this to you?", "You don't understand ...".

Many conflicts arise due to the fact that people understand the same word differently or painfully perceive logical and linguistic errors (illogical presentation or use of the word in the wrong sense). At one time, the famous philosopher B. Russell created a "semantic philosophy": she argued that all conflicts, including wars, arise solely due to inadequate perception and interpretation of a foreign language and foreign words. For example, in the Ukrainian, Russian and Polish languages ​​there is a different semantic saturation of the word "sorry". In Ukrainian and Polish, "regret" is empathy, understanding the interlocutor's problems as one's own. In Russian, the word "regret" is perceived as a humiliation.

The conflict flares up especially hotly when verbal aggression is observed - unambiguous images and humiliation of the interlocutor or odious denial of his statements (especially without argumentation). If you want to be noble, you should never stoop in conflict to this kind of thing.

However, to create a conflict situation, no special offensive words are needed. A neutral word or sentence can create both a syntonous and a conflict situation if non-verbal factors are included. For example, “thank you” can be said in such an icy tone that the interlocutor will lose all desire to continue the conversation. Thus, conflict situations are formed not only in line with the actual speech activity. For example, defiantly not noticing or not listening to a person when he addresses you, not responding to a greeting (such a primitive imitation of “aristocratism”, as the subject imagines it) is a conflict situation. And even such a factor as a gloomy facial expression can also lead to a quarrel.

Syntonic behavior (from Latin "tone" - "sound") is a behavior that meets the expectations of the interlocutor. These are any forms of gratitude, smiles, friendly gestures, etc. - what is called “tuning” to the interlocutor in the above-mentioned Neuro-Linguistic Programming (NLP) technique. Example: the wife broke the cup, I, the person, blame her - and this is a conflict situation, but if I blame myself for putting the cup on my own on the edge of the table - this is a syntonic situation.

Most people in most cases adhere to neutral behavior. So, if we take the fulfillment of the requirements of the law, here we can distinguish 3 options for behavior: not obliged, but did (syntonously) obliged, and did not (conflictogenic) obliged and did (neutral). It is not always possible to keep a neutral line: for example, only a moral monster can calmly listen to how a person close to her is insulted.

Stages of conflict development

First stage- birth. It is characterized by amorphousness, universality and inclusion in all the diverse relationships between subjects. Contradictions at this stage exist potentially. They are contained in different and even contradictory values, norms, needs, knowledge, etc. There is a starting point around which the conflict can develop in the future; this is a common interest, new connections, relationships, a common space, etc. Therefore, any person is a potential adversary in a future conflict.

Second phase- maturation. From numerous connections and relationships, the subject begins to choose those that he considers acceptable or unacceptable. It can be anything: work, sex, a form of behavior, money, power, the process of cognition, etc. Specifically, a subject (group) stands out as a carrier of one or another attractive or repulsive feature, and certain information begins to concentrate around it. There is a search for people who sympathize with a particular group or person. The second stage is characterized by:

Isolation of a specific opponent;

Accumulation of certain negative information about the subject;

A clear allocation of the scope of the conflict situation;

The concentration of groups of supporters and opponents;

Strengthening and awareness of the psychological tension between the oppositions.

Third stage- Incident. Often before him there is some calm, waiting. The positions of “provocateur”, “victim”, “judge”, “bazaar woman”, fighter for justice are highlighted. No matter how carefully the opposition behaves, there will be a reason for the incident. It can be anything: it was said in the wrong tone, looked in the wrong way, didn’t warn or, on the contrary, shouted, made a remark - this is just a “hook”. The incident itself is a “small pebble” that can cause a collapse, setting in motion the full power of the elements. Its fixation does not allow to see the main contradictions and the subject of the conflict between the subjects, however, it is the starting point for the collision. The participants in the situation are ripe for open confrontation, and a clash begins, i.e. conflict.

Fourth stage- collision (conflict). It can be compared with an explosion, as a result of which both “waste” rock and “valuable” rock are thrown to the surface. Direct collision manifests itself on several levels: emotional-psychological, physical, political, physical, political, economic, etc.

Demands, claims, accusations, emotions, stresses, scandals cause struggle, confrontation and confrontation. The ability to distinguish "valuable breed" from "empty" depends on which path the conflict takes: rational or irrational. This stage is characterized by:

Pronounced confrontations;

Isolation of the subject of the conflict, realized by the subjects;

defining the scope and boundaries of the conflict;

The appearance of a third party (observers, support groups, etc.);

Determination of the scale and boundaries of the conflict situation;

Presentation of means of control and manipulation of subjects in conflict;

The emergence of factors confirming the need for a collision.

The conflict becomes an event for others, they see it, they talk about it, a certain attitude is developed towards it.

Fifth stage- the development of the conflict. Speaking of development, we mean a change in some of the elements and characteristics that are present in the situation, as well as factors that have one or another influence on the conflict. At this stage, there are factors that do not develop and do not change, i.e. static, constant: the subject of the conflict; social factors; core values; strategic goals.

Elements that partially change: connections and relations between subjects (groups); interpretation of facts; interests; needs; tactical tasks; ideas about the conflict, the subjects of relations. Elements that can be replaced by others: semantic context; positions, roles; means of struggle; social norms, principles of interaction; reactions; the senses; emotions. This is where the conflict develops. The actions of the conflicting parties are determined by these elements.

Sixth stage post-conflict situation, the consequences of the conflict. From the point of view of highlighting the stages of the conflict, it should be noted that often the conflicting parties begin to realize the situation from the third and fourth stages, when the conflict has matured and many processes have gone out of control. In other words, the subjects are already inside the conflict and act in accordance with its logic of struggle and confrontation, destruction and suppression.

Based on the allocation of stages in the development of a conflict situation and the allocation of specific characteristics, it is possible;

Formulate tasks for the implementation of targeted intervention in conflicts at different stages;

Apply patterns in management practice and in the educational process;

Apply a scheme for diagnosing a conflict situation;

Professionally manage a conflict situation by changing the main characteristics and elements;

Professionally "embedding in the conflict" in order to manage the situation from the inside, etc.;

Thus, by methodically “splitting” the conflict and determining the place of the conflict, we are building a certain structure that allows us to get closer to the richness of content and recognize the finest nuances of this social phenomenon.