Target: Study the causes and ways to resolve conflict situations.

Tasks:

• Educational. Ensure that students master the basic concepts of conflict management. Find out what role conflicts play in our lives.
• Developmental. Formation of independent work skills in searching and studying additional material. Developing the ability to behave adequately in conflict situations.
• Educational. Teach schoolchildren to communicate with each other and develop feelings of respect for culture and their comrades.

Lesson type: a lesson in improving and consolidating knowledge using reflective technology.

Teacher's word. People are not the same in character, temperament and many other criteria, so they perceive the situation in which they find themselves differently. A person, no matter how conflict-free he may be, is unable to avoid disagreements with others. There are so many people, so many opinions, and the interests of different people conflict with each other. The main goal of our lesson is to find out how to behave correctly in conflict situations and how to resolve conflicts. First, let us remember what a conflict is and what are the reasons for its occurrence. We begin to check and consolidate the studied material from the “Social Studies” course on social conflicts. Student survey.

Question: What feelings do you have when you hear the word “conflict”?

Answer: Different feelings arise. Mostly negative, negative, causes mistrust and anxiety.

Question: What is conflict? Name its structure.

Answer: Conflict (from the Latin confliclus - clash) can be defined as a serious disagreement, or an acute dispute, causing a struggle of interests, views, and aspirations of people.

Structure of the conflict:

• KS (conflict situation) + I (incident) = K (conflict)
• CS are accumulated contradictions that contain the cause of the conflict.
• And - this is a combination of circumstances that is the reason for the conflict.
• K - conflict

Question: What functions does it perform?

Answer: Conflicts have a contradictory impact on our lives: in some cases it performs positive functions: weakening mental tension, stimulates human activity, improves the quality of activity, unites like-minded people, in others - negative: it causes harm to health, worsens mood, reduces group cohesion, disrupts interpersonal relationships.

Question: What are the causes of conflicts?

Answer:

• social inequality
• shortage of life goods
• fight for better positions in society
• discrepancy between the values ​​of individuals and society
• opposition of people's interests
• selfishness of people
• bad information and misunderstandings
• imperfection of the human psyche

Question: What main types of conflicts do you know?

Answer: Conflicts happen:

• In the sphere of public life: economic, political, social, family, ideological
• By object: intrapersonal, interpersonal
• According to the consequences: positive, negative
• By duration: fleeting (dynamic), lingering (static)
• According to the degree of progress: true, potential, false

After the survey, students are invited to get acquainted with the presentations that they independently prepared with the help of the teacher for this lesson. Presentation topics may vary. See APPENDIX 1.

This is where the theoretical part of the lesson ends and the practical part begins. Students are divided into three groups of 6-8 people and receive cards with tasks, the first team solves conflict situations using card No. 1, the second - using card No. 2 and the third - using card No. 3. Below are examples of these cards.

Task 1: Consider examples and offer solutions to conflict situations.

Card No. 1

Card No. 2

Card No. 3

After 3-5 minutes, a collective discussion of available options for resolving conflict situations begins; each student can offer his or her point of view on the problem under discussion.

Task 2. Students receive handouts in which they must indicate which type of conflict the described situations relate to.

Task 3. Each student receives a psychological test that allows them to determine how much of a conflict person they are.

Psychological test: Self-assessment of conflict

Evaluation of results (key to the test)

On each line, connect the marks by points and build your graph. Deviation from the middle (number four) to the left means a tendency to conflict, and a deviation to the right will indicate a tendency to avoid conflict. Calculate the total number of points you marked. 70 points indicates a very high degree of conflict; 60 points – high; 50 – for pronounced conflict; 11-15 points – on the tendency to avoid conflict situations.

Final word from the teacher: Conflict is easier to prevent than to cure. You should try to focus on positive judgments and assessments, remembering that all people accept positive information more favorably than negative information, which often leads to conflict situations. A respectful manner of speaking and the ability to listen to your interlocutor significantly reduces the likelihood of a conflict situation.

Conflict situation - Example from practice.

—Tired of conflict situations?

- Don’t know what to do?

- Are you looking for a way out?

Today I decided to launch a small series of posts. In them I will arrange on the shelves several traditional ones, conflict situations . And I will answer the questions that concern many today. All of them will be taken from my practical activities. So, you don’t have to come up with anything special.

I will start with simple and uncomplicated stories and gradually move on to the most complex ones.

First conflict situation — "Sunday Flash"

The female side of the coin.

Sunday sunny day. It's midday. Lunch is ready. The family is fed. And the woman already wants to take her mind off the kitchen pots and relax.

She immediately remembers the forest and that extraordinary peace that arises every time after returning from such a walk.

Inspired and inspired by past memories, she approaches her husband to invite him on such a walk.

The male side of the coin.

He is a middle manager. Working with people requires a lot of physical activity and takes a lot of energy.

Therefore, Sunday is the only day in the week. When you just want to be silent. Lie down on the couch with a full stomach. Don't think about anything and watch TV stupidly.

Do you think this situation could lead to conflict ?

The answer is - easy!

Do you know why?

Reasons here some. I’ll just say about the main thing.

Initially, strong polarization was created.

What is this?

And this is when desires of man and woman are on opposite banks. As the song says - You are standing on this bank, but I am on the other bank. Her wish is from heaven. Its purely earthly.

And no matter how they (man and woman) try to “comb” their situation now. With such initial data, conflict anyway inevitable.

Even if one of the partners gives in to the other, sacrificing his desire. The seed of conflict will still form the basis. Now it will swell and ripen. A little later, real ones will appear (by the way, as always unexpectedly) shoots of conflict , from this situation.

A man and a woman will naturally forget about it or not attach any importance to it at all.

Know! This is the one the germ of a future conflict (of course, if it did not manifest itself immediately here and now). And now it's only a matter of time.

And do you know why - I say this with confidence?

Because when we give in to others, we always fall into the “trap” of dissatisfaction. Even if at the first moment, we don’t feel it. And it seems to us that we are doing this out of good intentions.

But gradually! Day after day, we begin to accumulate - this very dissatisfaction .

Because an unexpressed feeling doesn’t go anywhere (unless you do something consciously with it), which means it precipitates every time. Over the years, it (the sediment) becomes larger and thicker.

And then, inevitably, environmental pollution occurs in the form of your soul and body. And then, unable to withstand so many suppressed emotions, the dam breaks.

Heavy verbal “artillery” comes into play (at best), which sometimes not everyone is able to withstand. In the form offensive phrases “You are incapable of appreciating me at all.” I put up with your quirks for so many years, and you... How much can you impose your desires on me.....

And then they run to the registry office, asking the system to separate their shores.

Yes! Certainly! She does it or will do it, only the essence will remain unchanged. Not understanding the real reason conflict of this kind.

But everything is brilliantly simple! And the answer to the final question, WHAT TO DO?- lies on the surface.

— Listen and hear yourself. I don’t want to give my own, not under any circumstances.

Because every person living on this Earth has the right to be happy.

This means that whatever he wants should and can be realized.

But if you demand special decoration from the outside world (men, women).

For example, so that your husband fulfills your whim. I definitely went for a walk with you in the forest. So pay for it with your patience and do not be offended by his feeling of dissatisfaction, which will manifest itself in his future statements.

Everything in this world has its own price. Our desires also have their price, which we then pay.

Therefore we do conclusion.

If you love to ride, you also love to carry sleds. Folk wisdom tells us openly - If you want someone to fulfill your WILL now. So be ready to pay your bills in the future, for someone’s sacrifice - an offering. Or immediately compensate in equal units for the person’s emerging dissatisfaction. Then everything will be fair - as much as she took, so much she gave. And the embryo of the conflict will not receive fertile food for its development.

Therefore, try this strategy and get your results.

If you have a desire, write. Let's look for a way out your conflict impasse.

Well, in the next post, we will look at another situation.

And now I tell you bye and see you again.

I was with you Penyaicheva Lyubov.

37 comments to the post “Conflict situation - Example from practice.”

You are the site manager. You have established the fact that the ventilation pipe was stolen by the tunneler Ivanov. Previously, the loss of these pipes was also noticed. What are your actions in this case and their rationale.

Julia, this is a very good question. But the situation is not fully disclosed.
Therefore, I’ll try to fantasize about your topic.
In your case, I see two aspects - professional and interpersonal.
If we talk about the professional side, then everything is actually simple and clear. There is theft and there are appropriate penalties for this offense, prescribed in the collective agreement or some other document of your enterprise.
Everything looks much more complicated on the human plane. Especially if during your work you have become very close to this person.
For example, we became friends to some extent.
It’s just important to always build bridges.
Yes, we can be good friends when we drink tea together and discuss our loved ones.
But the business (production) sphere is always an area of ​​personal responsibility.

If in your case everything looks exactly like this, then the question arises: are you personally ready to bear responsibility for this person’s misconduct.
If yes, then the situation becomes simpler.
If not, then you will have to decide which tool (administrative or other) you will use to resolve this issue.
And conflict in this case can become one of these tools.
Naturally, you provoke him consciously.
And you also consciously manage this process from beginning to end.

But before you start creating it -
It is important to set a goal and determine the end result that you want to achieve in the end.

For example.
You invite this person to your office and communicate with him.
Her character will depend, as I already said, on your goal (to reprimand him, kick him out of work, simply teach and threaten, but still leave him in this area because the specialist is a good one...) As you can see, it is very important to always understand , what result do you want to see in the end. From here it will be clear what tool needs to be used and to what level this conflict should be raised.

So briefly.
If this answer is not enough, you can sign up for a 30-minute free consultation on Skype - lubo529

The small private store employed 8 people for approximately 20-30 years. The relationships in the team were good. The owner of the store decided to hire a 45-year-old relative with extensive experience in trade for the position of senior salesperson. From the very beginning, she made it clear that she did not intend to establish friendly relations with anyone. She pointed out to everyone, including the director, the shortcomings in the work and advised how things should be done. Some of her comments were correct, but there were also petty quibbles. In addition, she began to tell her relative about everything that was happening at work and advised him to fire some of the employees. There were no layoffs, but the owner began to interfere in resolving all issues and sometimes even interfere with work. The store staff had a negative attitude towards the new person. They tried not to talk to her, not to involve her in solving production issues, and told the owner about her dismissal. There were no big complaints against her. In addition, the owner was against layoffs. The story took place in a small town, it is difficult for employees to find other work. Tell me, which way will the conflict develop?

The university has two teachers working in the same department: Tatyana and Marina. Both of them are distinguished by their ability to stand up for themselves and not let the other down in case of misunderstandings and conflicts. Tatyana also does not know how to keep secret the information she knows about other people and seeks to use it to achieve her own goals. She became aware of information from Marina’s life relating to the period of her divorce from her husband and the time before her new marriage. Marina's behavior during this period did not always correspond to the moral standards accepted in society. Marina asked Tatyana not to talk to anyone about what she knew, but Tatyana began to discuss this information with friends and colleagues. The overwhelming majority of people, if they listened to her, reacted like this: “Such sins happen in life, now Marina is a good person.” This information did not in any way affect the professional position and relationships with colleagues of both Tatyana and Marina, but since then enmity has established between them. What is the way out of this situation? The department is university-wide, so even working in the same department, these teachers do not collide with each other at work, since they teach in different faculties.

Natasha, thank you for the practical situation and your question.

What is the way out of this conflict?

There are two solutions - external and internal.
The essence of the external option is the intention to influence an external cause (in our case, Tatyana).
Talk to her and explain to her that her actions are not ethical (especially in a university environment), while also putting pressure on her conscience.
But the chance of success is very small.

Because the beauty is that we cannot change a person unless he himself wants to.
Let's add one more point to this - most people live and are guided by their habits.
In your example, Tatyana is not an exception to the general rules (since she does not know how to keep secret the information she knows about other people and seeks to use it to achieve her own goals).
What he does is regularly and with interest.

So you understand. The likelihood of a positive outcome is very low.
In such cases, I always ask the offended person one question:
“Tell me, do you argue with the wind when it blows in your ear?”
The answer is of course NO.

What do you end up doing?
A person simply listens to his body. Feels his desires and acts.
And this is the second option for getting out of a conflict situation, i.e. interior.

As my personal experience and practice of working with people shows, it is the second approach that allows you to get the desired results in any conflict.
So, what exactly does Marina need to do in this situation, if it stresses her out (after all, a person can react to it evenly and then there is no conflict, but just a reaction from the witnesses of this event).

First, understand your emotional reactions and understand which emotions dominate.
If it’s an offense, then work with your offense. If it’s anger, it means with anger or maybe some other emotion.
There is only one task here - to free yourself from this destructive emotional clot.

Second, ask yourself the question: “So, what do I, Marina, want in this situation?”
Third, take action and realize your desire.
And it seems the whole situation is over.

If only there was one BUT!
Namely, if it were not for the mirror nature of this world.
“I look at you as if in a mirror,” sings Yu. Antonov.

And this is true!
People are our mirrors!

It’s true that very often we don’t want to agree with this.
The husband yells at his wife, and she wonders why this is so?
But if she is honest with herself, she very quickly begins to see the other side of this situation.
And to understand that now it is she who is screaming inside at her husband, and he is simply voicing it.

So Marina needs to ask herself where and in what places she mentally condemns Tatyana.
After recognizing this fact, ask (again mentally) for forgiveness from her and from yourself.
And only after that form an image of a positive solution to this conflict.
Be filled with this intention. Feel pleasant emotions from such an image.
And then let him go free with words.
Everything else is God's will.

As you can see, Marina has a lot of work to do in this part (if she wants to resolve this conflict).
And believe me, the discoveries here will definitely surprise her.

P.S. It happens that the root cause of such a conflict is the joint history of these two people in the past. But this is a completely different level of conflict.

What scenario this conflict will develop in depends on the participants in this game.
Now I can only fantasize.
If the new salesperson has the role of a vampire and her approach is aimed only at provoking negative radiation in the people who surround her.
This means that the conflict will be protracted. And you can’t do without powerful neuroses.

And if she is characterized by the role of a reformer and business benefits from her actions (i.e., income and profitability grow), then, to the detriment of the psychological climate, business technology can take over and, as a result, destructive processes cannot be avoided either (layoffs, more stringent conditions work...).

If this situation is in a small town where it is difficult to find a job, then the sellers’ fear of losing it may further intensify this conflict.

And if the old team is dear to the director, then a consensus is possible and then the history of this conflict may take a different trajectory.
All these nuances are important and significantly influence the outcome of this conflict.

It is necessary to analyze the conflict, for example, a subordinate and a boss, point by point description of the parties to the conflict (age, status, social roles, who belongs to whom)
2 description of the conf how the situation ended
3 subject conf (facts)
4 cartography
5th type of conference on the nature of the contradiction
6 Define transaction roles
We do the 7th point if we didn’t write it in the 2nd “what can be done to be heard, what can be done to get by with little bloodshed”

Natalya I am pleased with your structural approach to conflict analysis.
I have a proposal - show us your version of the conflict analysis.


Svetlana Eliseeva, a resident of Vladimir and a third-year student at VSPU, met Roman Teterin, a fourth-year cadet at VLU. Svetlana and Roman fell in love with each other. Roman Teterin proposed to Svetlana Eliseeva to marry him. She agreed, but said that she could not leave Vladimir to his destination in Lensk (Yakutia), because she needed to graduate from college. However, after graduating from the institute, Svetlana did not go to her husband, but got a job in her specialty in Vladimir. Roman Teterin, having arrived in Vladimir on vacation, began to insist that Svetlana quit her job and leave with him. Svetlana valued her place of work and did not want to leave. Roman believed that if she married a law enforcement officer, she was obliged to follow him to his place of duty and live with him. Svetlana does not think this is necessary; she believes that you can live in different cities and visit each other during vacation

Is the situation described below a conflict (justify your answer). If the situation is a conflict, describe its structure, dynamics, as well as possible causes. Otherwise, answer the question: what needs to be done to prevent the brewing conflict?
Olga and Nikolai filed for divorce a year ago. After the divorce, Olga left for Nizhnevartovsk and took her 4-year-old daughter Anya with her. Before her departure, the ex-spouses agreed on the procedure for communicating with the child: Nikolai will see her twice a year: once for 30 days, in which case he must pay for transportation costs, the second time the mother undertakes to bring the child for 14 days, in which case she pays the expenses. After the divorce, Nikolai paid alimony regularly. In January, the mother brought Anya, the daughter stayed with her father for 10 days instead of 14, after which she said in a letter that she could bring Anya again, but for this, Nikolai must send her 45 thousand rubles for tickets, otherwise he will not have the child will see. Nikolai refused to send the money, citing a previously reached agreement. After which Olga practically does not allow him to communicate with the child: she does not give her the phone, insults Nikolai, threatens him that he will never see his daughter again.

The beginning of any situation is our elections. Svetlana had two of them - to finish college. and then get a job. Roman takes the girl with him. Two obstacles stood in his way, in the form of the election of Svetlana. And - this is all the scenario of the external game. There is also an internal component and it can also be called a game. Our Heroes may or may not be aware of it.
It is in this vein that we will consider this series.

On the external plane, Svetlana takes two actions (finish her studies, get a job), which clearly run counter to Roman’s external game.
On the internal plane, such reality is formed due to internal fear.

For Svetlana, this may be a fear of the unknown (Yakutia), a reluctance to part with existing comfort zones (home, parents are nearby, and this is some kind of protection) or a lack of faith in Roman. She may intuitively feel that this is not her Hero, or maybe he already has some facts are not in his favor.

Oddly enough, Roman also has his own fears, which he is apparently afraid to admit to himself.
For example, the fear of uniting fate with a strong girl (and according to your description, Svetlana is perceived as such.
Why? Because she boldly makes decisions and is not afraid to take responsibility for them.
At the same time, she challenges Roman and thereby creates a conflict situation for him).

In this situation, he is triggered by resentment and a desire to prove, first of all, to himself. This is how the process of self-affirmation usually occurs.
It is these fears that keep our Heroes on a “chain” and do not allow them to openly tell each other about their true desires.

Svetlana (now I can only fantasize) apparently doesn’t want to openly refuse Roman.
And apparently, she wants to somehow level out her refusal in space and time.

Roman (again, my forecasts) wants to hear not so much YES as NO, so that he can then blame her for what he did.

More than I’m sure, they have long understood everything about each other.
But since they continue to play this game, it means that there are still some nuances and details in it that they will analyze.
And until they sort it out, this situation will continue.
Therefore, they will fool each other for some time (which is actually what they are doing now).

How to prevent a brewing conflict?
Step 1. Open up to your fears and honestly admit to yourself about secret things.
STEP 2. Conduct open communication, without judging or analyzing each other.
Step 3. Be open about your changed feelings.
Step 4. Accept each other's choices.
Step 5. By - thank each other for the experience gained and part as friends.

P.S. It is advisable for Svetlana to conduct this process the way she initiated this situation.
But first, remove your fears so that they do not stand between them during the communication process. Then Roman won’t mirror his own and the process will go smoothly.

In the plot that you presented there is no conflict. There are simply manipulations of one person in relation to another.

The initiator is definitely Anya.
She really violated the original agreements, and now she is simply manipulating Nikolai.

The further course of this game will now depend only on Nikolai.
If during their life together he has formed a powerful attachment to his daughter, then he can follow these manipulations.
If Nikolai is more friendly with his head, then it is likely that he will make a more rational decision.
And then Anya will be faced with a choice - to act as before or to still adhere to the initial agreements.

reasons for intergroup conflicts (give a detailed answer, give examples

Task 2. Is the situation described below a conflict (answer



brewing conflict?
After graduating from university, student of the Faculty of Philology
got a job as a Russian language teacher at a school. She was well received in
school, both students and teachers liked it. She worked
for six months, taught language and literature in grades 5-6, parents were
satisfied with her teaching method, noting that the children became interested
attend classes. The young teacher had tattoos on her arms, however,
since she always followed the dress code and wore blouses with long
sleeves, they were not visible. Somehow the students still found out about
tattoos and told their parents. After this, the parents changed their
attitude, they began to say that the teacher taught poorly, that
the students are not interested, and the children began to lag behind the program. After one
from parent meetings to which the head teacher was invited, parents asked
change Russian language teachers, justifying this by the fact that a person with
tattoos is a bad example for children, he cannot teach, and
This teacher's abilities leave much to be desired.

Is the situation described below a conflict (answer
justify). If the situation is a conflict, describe its structure,
dynamics, as well as possible causes. Otherwise
answer the question: what needs to be done to prevent
brewing conflict?
The class had a hard time breaking up with their primary school teacher,
who was like a mother to them, but the new class teacher could
win the guys over. The class was friendly, despite the fact that they came
seven new students. The class teacher gathered everyone after school,
the students told him how they spent their day, drew cards to each other,
The “new kids” quickly adapted. Olga Viktorovna (new cool
head) taught mathematics. Everyone willingly attended her lessons, those lagging behind in
there was practically no class. It's time to decorate a cool corner in
new office. We came up with the name “Brigantine”, drew a large
ship, made sails from velvet paper, in general, a masterpiece! By
The class leader (prefect) was chosen by secret ballot. A year later
due to family circumstances, Olga Viktorovna left for another city, instead
Svetlana Vasilievna, part-time deputy, came to her
director of educational work. She knew the class superficially, only
those who participated in her performances, concerts, etc. Svetlana Vasilievna
immediately divided the class into a “backbone”, which included those who were actively
showed himself in studies and sports, and on those who were the so-called
“an example of bad behavior” - those who ran during recess and were not on time
handed in homework. She immediately took apart the cool corner, calling it
“junk”, I designed a new one myself, printing out the pictures on a color printer,
and independently appointed a new class leader. In addition, I removed
the picture that remained from Olga Viktorovna, the picture that hung on
the most honorable place. First, Svetlana Vasilievna put her in the most
far corner, because “The painting doesn’t fit into the interior.” But every day it's like this
called "memory", like a bloodstain in Canterville Castle,
appeared in the old place. After this, the painting ended up in the landfill of the rear
school yard... The whole class together smashed the school dump “to smithereens” and
honorably returned the painting to its place. After some time the class became
skip class hours. No parent meetings, no conversations with
director did not produce results. Throughout grades 10 and 11, students
and did not attend classes except for the New Year and May 25...

Akmaral decided to answer your question with a post. Follow the link http://www.site/?p=1728 and read

Let's look at this situation from both sides - the teacher and the parents.
A teacher - he has the right to choose his life and tattoos can take place in it. She chose to have this experience and she gets it.
Parents clearly demonstrate their limited ideas about life and, based on them, their prejudice.
In real life, children cannot be protected from meeting a drunk person, drug addict, etc.
If the child chose this meeting as a way to gain some experience, she will definitely get it.

A child cannot develop in sterile conditions. For this there is real life with all its manifestations.
In this situation, the parents clearly feared for their children that, under the influence of such a teacher, the children could repeat this experience.

Therefore, their demand to change the teacher is not yet a conflict. but just fear for their children, manifested in this form.

If the system takes a “pose” and begins to defend the interests of the teacher as a protege of this system, then this demand may already turn into a conflict.

There is only one way out here - parents accept the teacher for who he is and work with their fears so that they do not materialize.
If their child chooses to decorate himself with such things, he will do it anyway.
A teacher can be removed from a classroom or school, but not from the city in which she lives. And such teachers are now a dime a dozen at every step.
And children can no longer be hidden from this.
Well, a changed attitude towards the teacher will also affect your academic performance.

Is the situation described below a conflict (justify your answer). If the situation is a conflict, describe its structure, dynamics, as well as possible causes. Otherwise, answer the question: what needs to be done to prevent the brewing conflict?
The municipal department for leasing and use of land is headed by a certain official A. The department received an order from the relevant city authorities to prohibit the use of children's sports, playgrounds and other areas for any other purposes (for example, development, organizing parking lots, etc.). However, the immediate superior of official A interprets the received order in his own way and demands the liquidation of one of the playgrounds run by the municipality. Official A begins to carry out the instructions of his boss. A representative of the public comes to see him and demands compliance with the law and restoration of the playground.

It depends which way you look at it.
If on the part of an official, then there is simply a commercial interest and no conflict. A person simply uses his power and shoulder straps.
There is no conflict yet on the part of the parents who are now defending these sites for their children. There is fear for their children and the opportunity that they had and which they now want to take away by force of will.
This situation will enter a phase of conflict when parents begin to ring the “bells” and ring out about such arbitrariness and their disagreement. And the more they do this, the more resistance they will encounter from officials, the brighter and tougher this conflict will become.

Therefore, having disagreed with the administration’s decision, parents who took the initiative into their own hands must now manage this process (in the same way they did not agree with this change in their lives) and go to the end. Of course, the process may turn out to be protracted, but the opportunity to save the site still exists.
P.S. We had a similar situation in our city. The problem was solved with the help of the deputy.

Is the situation described below a conflict (justify your answer). If the situation is a conflict, describe its structure, dynamics, as well as possible causes. Otherwise, answer the question: what needs to be done to prevent the brewing conflict?
Nastya, a student of grade 11-A, is competing for a gold medal. This medal is very important for the girl: a poor family does not have money for courses and tutors to prepare well for admission, and the medal provides very sensitive benefits when entering a university. During the algebra test, Nastya sat on the first desk in front of the teacher’s desk. When she was solving the last, most difficult problem on a draft, another candidate for the medal, Lisa, the daughter of one of the teachers, approached the teacher’s table. The teacher began dictating this task to her in a low voice. Nastya looked sideways at them and continued to decide, but then the teacher drew attention to her and, looking at the notes in the draft, said: “I don’t understand - did someone allow you to listen to us?” The teacher took Nastya’s draft and returned it at the next lesson with a grade of “2” for cheating. Nastya went to complain to the director, the teacher was “called in for a conversation,” but she said that Nastya was cheating while she was explaining an unclearly formulated assignment to Lisa. They also called Lisa to the director, who confirmed the teacher’s words.

Is the situation described below a conflict (justify your answer). If the situation is a conflict, describe its structure, dynamics, as well as possible causes. Otherwise, answer the question: what needs to be done to prevent the brewing conflict?


Olya, thank you for the example provided.
I discussed this conflict in detail in a new post.
Follow the link - http://www.site/?p=1942
Get acquainted with my vision and solution to this conflict.

Practical situation.
Is the situation described below a conflict (justify your answer). If the situation is a conflict, describe its structure, dynamics, as well as possible causes. Otherwise, answer the question: what needs to be done to prevent the brewing conflict?
After a test that the avid student Sasha got with a bad grade, the math teacher scolded him in front of the whole class in a rude and insulting manner. The rude words (on the verge of profanity) spoken by the teacher were recorded by classmates. The boy's mother demands that the teacher be punished, although she publicly asked for forgiveness. The administration, colleagues and even the majority of parents sided with the teacher, because the teacher is one of the best in the area. The teacher herself explained that she wanted to motivate the student to work, but lost her temper. Many parents perceived the story with the recording as an attempt to put pressure on the teacher. The school was inspected, but officials declined to comment on the situation.

Therefore, she absolutely correctly used the appropriate tools of the educational system to solve this problem.
So, the assessment given was the main criterion that was in her hands.
The emotional coloring with which she presented this result to the boy did not add bonuses to her.
On the contrary, it worked against her.

For here she did not take into account one small but very significant nuance.
Namely, if I begin to show an aggressive style of behavior towards someone,
then inevitably at this moment I use low frequencies.

Therefore, whatever my noble impulse as a teacher.
Namely, to increase the student’s motivation for the subject.
Still, ignorance of the law will not mitigate my guilt.

This means that now all subsequent events provoked by the teacher’s emotion,
will occur and sound on the same wavelength.
What is called like attracts like.

This is exactly what we see happening.
Therefore, it is no coincidence that this process continued.
And the low frequency provoked a conflict in the form of my mother’s reaction.

Asking for forgiveness in such a situation is pointless.
It is important here to take the conflict itself to another level.

Because the forces now behind this negativity are not at all interested in a positive solution.
They don't need light. They receive their desired energy exclusively through struggle.

And most likely, mother and her son, as servants of these forces, needed just that.
Usually people who feed on such energy always wait for an opportune moment or provoke the situation themselves,
to saturate yourself with this negativity.
Because for them it is a powerful stimulant that motivates them to take active action.

In my opinion, this is the solution here.
It is important for the teacher not to yell at children, but to include in them a conscious approach to the matter.
And the most important thing is to teach them the skill of taking responsibility for all the results in their lives.
At the same time, you will not have to waste yourself on ineffective ways and methods.

And in fact what happened -
Mom needs to ask just one simple question, and ask her -
What does she want in this situation?
After all, the teacher admitted his guilt.

Then mom’s desire to manipulate the teacher transforms very quickly.
And the conflict will move into a constructive direction.

Is the situation described below a conflict (justify your answer). If the situation is a conflict, describe its structure, dynamics, as well as possible causes. Otherwise, answer the question: what needs to be done to prevent the brewing conflict?
History teacher Maria Sergeevna is the class teacher of grade 11-B. She has been teaching this class since elementary school and has put a lot of effort into it. Good and friendly relations have developed with students and parents. During the entire period of study, students, under the guidance of the teacher, often gathered outside of class hours, went to theaters, attended excursions, and organized various events. Recently, students began to spend more and more time in the computer science classroom with two young teachers. During all breaks, students run away there, are late for classes, and have become less respectful towards the class teacher. Maria Sergeevna is very offended by the class for this behavior. At first she endured, but then she gathered her students and told them how much this upset her, how much she had done for them, and now she does not see basic respect. She raised this topic at a parent meeting and expressed her dissatisfaction with young teachers who, in her opinion, behave frivolously with students. After this, relations with the class completely deteriorated; the students began to react sharply to Maria Sergeevna’s remarks and laugh behind her back.

1. There are two teachers working at the same department at the university - Tatyana and Marina. Both of them are distinguished by their ability to stand up for themselves and not let the other down in case of misunderstandings or conflicts. Tatyana, in addition, does not know how to keep secret the information she knows about other people, and seeks to use it to achieve her own goals. She became aware of information from Marina’s life relating to the period of her divorce from her husband and the time before her new marriage. Marina's behavior during this period did not always correspond to the moral standards accepted in society. Marina asked Tatyana not to talk to anyone about what she knew, but Tatyana began to discuss this information with friends, colleagues and laboratory assistants. A persistent enmity developed between them, affecting relations at the department.
   What are the possible actions of the department head to resolve this conflict?

Julia, thank you for the practical situation. The answer is waiting for you on this page - http://www.site/?p=2055

Oleg is a second year university student. He managed to get answers for the next test on a difficult topic. Two classmates asked him for these answers, and he dictated them to them over the phone. Previously, Oleg and one of the two students had a conflict over a girl, which seemed to have been forgotten. However, the answers dictated by Oleg turned out to be erroneous, and two guys received unsatisfactory grades. Oleg passed the test. It is known that during repeated testing the teacher makes more severe demands. By nature, both Oleg and the two guys are not cowardly and know how to defend their interests. Oleg is quite carefree about his studies. Both of his classmates work and cannot spend much time on preparation, while at the same time, studying for them is a means of real career advancement. What are the options for the development and resolution of this conflict?

Alina, where is the conflict?
Personally, I don't see it.
You yourself write that the conflict between Oleg and another student seemed to have been forgotten.
At least, if I understood you correctly, the guys don’t seem to remember this situation or simply don’t want to remember.

As for the test that Oleg gave and the subsequent actions of the teacher. This is purely a working moment. Maybe the guys just connected this situation with Oleg’s previous relationships. And they took it as revenge.

But you don’t write anything about this and I can only fantasize here.
In any case, if Oleg passed the test, and the other guys got caught, then Oleg is not at all to blame. It was their voluntary choice (if I understood correctly) to use Oleg’s service. And it was they who needed to take care of the quality of the test received and their future result.

If they work and are still studying, then the organization of their life, study and work depends only on them. This is their direct responsibility.

Alina, but in your address I saw little notes of pity. And this is a big and “fat” minus for you personally, which works against you. Look for a post on my blog about pity. I explain there in sufficient detail -
Why can't you feel sorry for other people?
And what harm do we personally cause to ourselves when we feel sorry for someone? And even if these are the closest people.

And I thank you for the practical example. And I wish you all the best.

Is the situation described below a conflict (justify your answer). If the situation is a conflict, describe its structure, dynamics, as well as possible causes. Otherwise, answer the question: what needs to be done to prevent the brewing conflict?
From the first day they met, the students’ relationship with Lyudmila Ivanovna did not work out. The teacher taught her discipline well and clearly, but assessed the student not for knowledge, but for demeanor and appearance. The university does not have a uniform, and students can come to classes in casual clothing. Lyudmila Ivanovna demonstratively discussed the appearance of the students in front of the whole group, allowing herself negative assessments. When the student answered the question posed, she became personal. The students were unhappy, and many began to skip classes. The student’s correct answer could not be counted if it did not fall into the category of Lyudmila Ivanovna’s favorites. Some students contacted the dean's office with a request to replace the teacher, but this request was denied.

Of course, the described situation is a conflict and has a specific name - conflict of times. It cannot be resolved peacefully.
So, neither side is ready to compromise. For everyone has their own truth, which they defend.

Lyudmila Ivanovna (most likely due to her extensive teaching experience in this field) is deeply convinced that an educational institution is not the place
where it is worth showing fashion (even if it is within the bounds of decency). The way this can set students up completely against the educational wave. And in order to change the situation, he uses his traditional tools. Namely, he evaluates students not for their knowledge, but for their appearance. Plus, he receives support from the university administration
Students with a strong need for freedom and independence also believe that they have the right to dress the way they want. And this is their truth, which they do not want to give up (if I understood you correctly) under any circumstances.
Therefore, in such conflicts, the one with more power always wins. In your case, she dominates Lyudmila Ivanovna.
And this is the external side of this conflict. But there is also its internal component. The point is that in this case both sides mirror the internal problem of the opposite side. But voicing and solving these hidden problems requires purely individual consent from each participant in the conflict.
So, if one of the parties finds courage and wisdom at the same time, and admits to itself its egocentrism, then under this condition there is a chance to resolve this conflict.
As a last resort, go to court.
P.S. But our humane court, as practice shows, is not always objective and fair.
In purely human terms, I can advise the student(s) to enter into a negotiation process with L.I. in order to still come to some kind of compromise in order to successfully graduate from the university.

Task 1. Is the situation described below a conflict (justify the answer). If the situation is a conflict, describe its structure, dynamics, as well as possible causes. Otherwise, answer the question: what needs to be done to prevent the brewing conflict?

Dasha was very nervous about the upcoming final and entrance exams. Constant worries exhausted her, she began to take any statements addressed to her to heart. When the class was assigned to hold a school event, at the council for its preparation, Dasha, as an active and responsible student, began to offer her ideas. When her proposals began to be criticized, she took it with hostility. Dasha began to respond rudely and harshly to her classmates and even to her class teacher. Soon this resulted in a huge ball of mutual insults between Dasha and other students. Having quarreled with her classmates, Dasha went home in tears.

In the situation you described, the conflict will only appear if after such communication everyone (or someone) leaves with a grudge against each other. The misunderstanding born in such communication can become the fuel that will subsequently strain all or individual players in this process.
If, at the next meeting, they behave as usual, then the former tension will resolve by itself.

But what if suddenly someone, or Dasha in particular, retains a grudge in her soul towards those who did not understand her. Then the negative emotion will really cause conflict within her. Which she will wear until she waits for an opportunity to dump it on someone (most likely the first person) who disagreed with her.
But if, for various reasons, this style of behavior is not suitable for her, then this conflict will remain unresolved for her. Subsequently, other situations will join it. Because with its resentment (low-frequency sound) it will definitely attract them and over time this will result in some kind of illness in the body.

What else is the weak link in this situation?
The fact is that when a person begins to generate some ideas, then at that moment he inevitably enters the flow. And this only happens when he opens up and is eager to contribute to a certain game. Which is exactly what Dasha did. Only the external environment is not always able to adequately perceive this new thing. Because at this moment their consciousness is at a lower level.

Therefore, as a rule, in such situations their first reaction is defensive. Which manifests itself in the form of impartial assessments. All this in the name of not being worse than another person at this moment. And in your case Dasha.
To make it clearer what I’m talking about, for example, the television, from its invention to its acceptance by people and its release into the world, lay in the “cellar” for 100 years.
I would like to point out one more side to this situation. Draw your attention to the hidden side of the “coin”. Those. on Dasha’s internal state in which she was at that moment.
Her worries about exams could really deplete her energy resource. Therefore, in such states, as a rule, a person’s internal ability to withstand the blows (people’s assessments) of the external world weakens. Which is exactly what happened to Dasha. Her emotion took over her conscious desire to control herself. Which ultimately caused dispute and disagreement on both sides.
What's the way out?
There are many tools. The best thing, of course, is if she can relive her resentment herself. For this purpose, you can contact a school psychologist or coach.
You can try a different approach. Let him take paper and pen. And he will put all his resentment on paper. This can be a text, like an essay. But it is important to end it with a positive text. Or he just takes a pencil and starts drawing wavy lines on paper. Starts with short waves and gradually moves to longer ones. Thus, filling out the entire field of the sheet. And do this until he feels that the resentment is gone.

State budgetary special (correctional) educational institution of the Republic of Khakassia for students and pupils with disabilities "Special (correctional) general education boarding school of III, IV types"

teacher of history and social studies CDO

Ten Tatyana Anatolyevna

Cards with examples of conflict situations for psychological and pedagogical training

“Techniques for constructive resolution of conflict situations.”

Situation 1

English lesson. The class is divided into subgroups. In one of the subgroups the teacher changed. When checking homework, the new teacher, without introducing the students to her requirements, asked them to answer the topic by heart. One of the students said that previously they were allowed to retell the text freely, rather than by heart. She received -3 for retelling. which caused her negative attitude towards the teacher. The girl came to the next lesson without completing her homework, although she was a diligent student. After the survey, the teacher gave her a 2. The girl tried to disrupt the next lesson by persuading

classmates skip class. At the teacher's request, the children returned to class, but refused to complete the assignments. After lessons, the student turned to the class teacher with a request to transfer her to another subgroup.

Situation 2

A conflict has arisen between a student and a teacher: the teacher is outraged by the student’s poor performance and gives him the opportunity to correct his grades with the help of an essay; the student agrees and brings the essay to the next lesson. Firstly, not on the topic, but as he pleased, although, according to him, he spent his entire evening preparing it. Secondly, all wrinkled. The teacher is even more outraged and harshly says that this is humiliation of him as a teacher. The student stands up defiantly and begins to swing his legs back and forth, holding onto the desk. The teacher first tries to make the student sit down, but, unable to bear it, grabs him and pushes him out of the class, then takes him to the director, leaves him there and goes to class.

Situation 3

After the bell rang, the math teacher kept the class at recess. As a result, the students were late for the next lesson - a physics lesson. An angry physics teacher expressed his indignation to the mathematics teacher because he had a test scheduled. His subject, he believes, is very difficult, and he considers it unacceptable to waste lesson time due to students being late. The mathematics teacher objected that his subject was no less important and difficult. The conversation takes place in the corridor in a raised voice with a large number of witnesses.

1. Indicate the structural components (subject, participants, macroenvironment, image) of the conflict in each presented situation.

2. Identify the type of conflict presented in each situation.

Situation 4

Lesson in 8th grade. When checking homework, the teacher calls the same student three times. All three times the boy responded with silence, although he usually did well in this subject. The result is “2” in the log. The next day, the survey begins again with that student. And when he again did not answer, the teacher removed him from the lesson. The same story repeated itself in the next two classes, followed by absenteeism and calling parents to school. But the parents expressed dissatisfaction with the teacher that he could not find an approach to their son. The teacher responded by complaining to the parents that they were not paying enough attention to their son. The conversation continued in the director's office.

Determine the behavioral styles of the participants in this conflict situation.

1. What style of behavior characterizes a teacher? Parents?

2. What style of behavior does the student demonstrate?

3. Which conflict resolution style, in your opinion, is most effective in this situation?

Analyze the proposed situations from the point of view of the manifestation of conflict dynamics:

Situation 5

Parents came to the kindergarten to pick up their son's documents. The child attended kindergarten for three days, after which he fell ill, and the parents decided to take the child away. The manager demanded that the parents pay for the child’s stay in kindergarten through the Savings Bank. But the parents did not want to go to the bank and offered to pay the money to her personally. The manager explained to the parents that she could not accept the money. The parents were indignant and, having uttered a lot of insults against her and the kindergarten, left, slamming the door.

Situation 6

10 minutes before the lesson starts. There is a teacher and several students in the classroom. The atmosphere is calm and friendly. Another teacher enters the class to obtain the necessary information from a colleague. Approaching a colleague and having a conversation with him, the teacher suddenly interrupts it and turns his attention to a 10th grade student sitting opposite, who has a gold ring on her hand: “Look, the students are all wearing gold. Who gave you permission to wear gold to school?!”

At the same time, without waiting for an answer from the student, the teacher turned to the door and, continuing to be loudly indignant, left the office, slamming the door.

One of the students asked: “What was that?” The question remained unanswered. The teacher sitting in the classroom was silent all this time, unable to find a way out of the current situation. The student became embarrassed, blushed, and began to remove the ring from her hand. Turning to either the teacher or everyone in the class, she asked: “Why and for what?” Tears appeared in the girl's eyes.

Analyze the proposed situations. Try to imagine possible solutions to them using techniques from a set of prepared reactions.

Situation 7

During a meeting, one of the parents of students in your class began to criticize your teaching and education methods. As the dialogue progressed, he began to lose his temper, angrily shouting insulting remarks at you. You cannot allow a parent to behave like that. What will you do?

Situation 8

On the street you unexpectedly meet your colleague, who is officially on sick leave. It is her lessons that you are forced to “replace”. But you find her in perfect health. What will you do?

Situation 9

At the beginning of the school year, the school director asked you to temporarily perform the duties of the head teacher of educational work, promising additional payment for this. But after three months, the promised payment was not credited to you. What will you do?

Situation 10

During recess, a tearful student approached you. In her opinion, you unfairly gave her an annual grade in your subject. What will you do?

Imagine the possible actions of the teacher in this situation.

Situation11

During the lesson, the teacher several times made comments to a student who was not studying. He did not react to comments, continued to disturb others, asked ridiculous questions to the students around him and distracted them from the topic being explained by the teacher. The teacher made one more remark and warned that it was the last. She continued her explanation, but the rustling and hum did not diminish. Then the teacher approached the student, took a diary from his desk and wrote down a comment. Then the lesson was actually disrupted, as the student continued to communicate with his classmates with greater force, and the teacher could no longer stop him.

Situation

Some private organization “Scarlet Sails” provides services for the sale of household appliances. The organization has a sales and marketing department, where 6 people work with the head A. M. Yaroshenko.

Participants in the conflict.

A. M. Yaroshenko - head of the sales and marketing department. At the age of 30. Has been working in the organization for 10 years. A sociable, sociable, strict person who demands full dedication from his subordinates and the completion of all assigned tasks.

D. S. Tarasov - customer service manager. At the age of 27. Has been working in the organization for 4 years. A sociable, responsible, stress-resistant person, he works intensively, actively, with pleasure, without mistakes.

V. A. Lyubimov - public relations manager. At the age of 22. Has been working in the organization for 3 years. The person is responsible, executive, plans accurately and optimally, which allows him to achieve high results.

A. V. Tumanena - sales consultant. At the age of 24 years. Has been working in the organization for 2 years. A sociable and efficient person.

S. M. Smirnov - sales manager. At the age of 25. Has been working in the organization for 6 years. The person is sociable, sociable, not aggressive.

Conflict:

The head of the sales department A. M. Yaroshenko held a meeting at which the fate of further promotion of products and increasing sales volumes was decided and everyone came to the conclusion that this could be achieved by reducing the price and only S. M. Smirnov went against this decision, so as he explained. That this will lead to a decrease in profits and create the perception that their products are of lower quality than those of their competitors.

Situation analysis

Structural components:

A conflict situation is an organizational conflict between a group and an individual. Social group conflict most often occurs due to the clash of interests and claims of an individual, on the one hand, and an entire group of people, on the other, and which most often arise due to the fact that the expectations (expectations) of the group conflict with the expectations and aspirations of an individual.

Causes of the conflict.

The cause of the conflict was the determinants of social-group tension. Such determinants produce contradictions, confrontation of social values, interests, stereotypes and institutions inherent in the subjects of confrontation.

• 1) value factors.
• 2) social interests and their creation;
• 3) ideological differences;
• 4) strategic manifestations of the subject’s life activity (imposition of someone else’s morality, manipulation, increasing differentiation by age).

S. M. Smirnov shows dissatisfaction against the interests of the group, thereby affecting the ideology of the entire organization and provoking the group into conflict. He imposes his point of view on the entire group and thus creates a conflict situation.

Subjects of the conflict:

The subjects of this conflict are a group consisting of (A. M. Yaroshenko, D. S. Tarasov, V. A. Lyubimov, A. P. Sidorova, A. V. Tumanen) and an individual (S. M. Smirnov).

Subject of the conflict:

The subject of the conflict is the problem of disagreement of points of view on the situation.

Objects of conflict:

The object of the conflict was a clash of interests and the claims of an individual.

Conflict environment:

Everything happened in the organization, the conflict developed in a small social group. The conversation took place at a meeting in a conference room, during the day, in the presence of 6 people.

Aggressor of the conflict:

The aggressor of the conflict is S. M. Smirnov, since he was against the opinions of others, that is, thereby striving for justice according to his individual standards, and he was also sure that he was right and strove to achieve his goal.

Victim of conflict:

The victim of the conflict is the group, since their attention was focused on a specific motive and there is little tension due to the fact that the aggressor did not accept their point of view and forced them to choose their point of view.

Dynamics of development of a conflict situation.

Pre-conflict situation: spontaneous generation of conflict occurred due to a descent in views. social conflict functionalism

Conflict interaction: as a result, this led to the transition of the conflict from a latent state to open confrontation, when the parties strive to resolve the contradiction that has arisen and find a compromise.

Conflict resolution: there was a new vision of existing problems, a new assessment of strengths and capabilities.

Post-conflict situation: a new strategy was created, the organization came to the conclusion that it was necessary to consider all proposals and not react negatively to negative beliefs, because only through a clash of interests is something better born.

Levels of human reaction in conflict:

1. Energy-emotional-informational, since this level assesses the situation and is responsible for choosing the appropriate reaction.

Types of human reactions in conflict:

• 1. By focus: Initiative in the absence of accusing anyone.
• 2. By type of response: Necessary persistence in striving to find a constructive resolution in a conflict situation.
• 3. According to the form of response: Dialogue.

Strategy and tactics of behavior in conflict.

Behavior strategy:

The strategy provides for the orientation of the individual in relation to the conflict. In this case it is a compromise cooperation

The constructive side of the strategy: Each side achieves something. In our situation, one side is fighting to reduce prices, and the other considers this inappropriate.

The destructive side of the strategy: One of the parties “inflates” its position in order to later appear magnanimous.

Behavior tactics:

In our case, such a tactic will be rational persuasion.

Model and style of conflict behavior.

Behavior model:

The most appropriate model of behavior in this conflict is the Constructive model. It is expressed in the desire to resolve the conflict and find a solution acceptable to both parties. At the same time, a friendly attitude towards the opponent, openness, sincerity, endurance and self-control are manifested.

Behavior style:

Styles of behavior in a conflict situation are associated with the main source of conflict - the difference in interests and value orientations of interacting subjects.

Compromise.

This style is similar to cooperation, but differs from it in that the interests of both parties are not fully satisfied, but only partially, through mutual concessions. There is no need to find out the deep motives and hidden interests of both sides, but you just need to come to some kind of reasonable decision when the other side sacrifices part of its interests in favor of the other, but at the same time retains positions that are more significant for it.

This style is best used when you do not have the time or desire to delve into the essence of the conflict, and the situation allows you to develop a quick and mutually beneficial solution. And also, if you are completely satisfied with this solution, as some kind of intermediate, temporary option. In the opposite situation, when protracted conversations lead to nothing, you should also compromise. Again, use it if the preservation of your relationship is more important than the complete satisfaction of your desires, and in addition, there is a threat of not getting even part of what you want, losing everything.

Ways to resolve conflict.

The most effective ways to resolve conflict are compromise and cooperation. Compromise consists of the desire to come to a common opinion, that is, to make mutual concessions. It is characterized by a rejection of previously put forward methods and demands, a willingness to forgive each other’s claims and come to a common opinion.

Cooperation is considered the most effective way to resolve conflict. It is aimed at constructively resolving the conflict between opponents, considering other aspects of solving the problem and mutually coming to a common solution.

There are a large number of techniques for resolving conflict situations. In relation to this situation, the following can be distinguished:

• 1. The head of the sales department A. M. Yaroshenko needs to listen to the opinions of all those present. Discuss and come up with a new strategy together that will not lead to these problems.
• 2. The head of the sales department A. M. Yaroshenko needs to take advantage of his service offer and interrupt the growing conflict. Offer your point of view on this problem and decide for yourself what to do in this situation.
• 3. The head of the sales department A. M. Yaroshenko needs to organize a competition for the best idea and vote for the best option.

In my case, I am more inclined to version No. 1, since with mutual cooperation, wonderful ideas are born that only lead to victory.

Psychological protection:

In conflict situations, when the intensity of a need increases and the conditions for its satisfaction are absent, behavior is regulated using psychological defense mechanisms. Such a mechanism in this situation will be the management of one’s emotions, namely, an adequate response to the statements of others, sociability, to reveal one’s point of view.

Consequences of the conflict.

The consequences of the conflict lead to the following structures:

Destructive:

negative stress for all parties to the conflict.

Constructive aspects of the strategy:

emotional relief of opponents during the dispute;

the birth of new ideas;

When deadlines are running out, there are shortcomings in the work performed, or the wrong work has been done at all, the leader’s behavior in a conflict situation is the determining factor in what turn it will take. How can you understand whether your subordinate will stubbornly stand his ground, even if he is wrong, or will squirm like crazy, just to avoid doing what needs to be done? And in general, if there is a conflict at work, what should you do?

It is not difficult to recall an example of conflict in an organization. Surely you have noticed that as soon as you make a minor mistake, it immediately reaches the size of an elephant, and there is already a scream on the entire floor, and it’s as if a bucket of slop has been poured on you for your worthlessness even in such simple matters. Colleagues rub our faces in trifling mistakes with special gusto, asserting their own superiority at the expense of other people’s misfires. These and other conflict situations in the organization - we see examples almost every day - often not only spoil our mood, but also force us to be involved in them.

What do we do ourselves when there is a conflict situation at work? We carefully hide our mistakes, but we do not miss an opportunity to reduce others’ mistakes, even minor ones, to the point of absurdity. It seems that people are not busy resolving issues on the merits, but are only looking for something to cling to in order to start a squabble and throw mud at each other in a more sophisticated way. Why is this happening?

As the system-vector psychology of Yuri Burlan explains, the main reasons that push us towards conflict communication are our hostility towards other people and dissatisfaction with our own lives. But conflict situations in a team, although accompanied by these factors, still have a number of features.

How to resolve a conflict at work, based on the properties of the human psyche?

When deadlines are running out, there are shortcomings in the work performed, or the wrong work has been done at all, the leader’s behavior in a conflict situation is the determining factor in what turn it will take. How do you understand whether your subordinate will stubbornly stand his ground, even if he is wrong, or will squirm like crazy, just to avoid doing what needs to be done? And in general, if there is a conflict at work, what should you do?

First, understand that all people are different. This is why it is so difficult for us to find ways out of numerous conflict situations - the causes of conflicts are as diverse as their participants. Here are some examples of where conflicts can begin in an enterprise. For some, the reason for the conflict may be a money issue, for others it may be the disrespectful behavior of a colleague, while others may start a conflict for no reason at all.

Understanding the causes of the conflict and understanding how to act in order to resolve it as quickly and painlessly as possible allows you to know the characteristics of its participants: their motives, desires and life priorities. A clear, structured understanding of these features is provided by the system-vector psychology of Yuri Burlan.

System-vector psychology shows the differences between people through the concept of “vector” - a set of innate desires and properties of a person that determine his way of thinking, character, behavior, values ​​and priorities, as well as potential abilities. By understanding these desires and properties, you can predict people’s behavior in any situations, including conflicts, and also really influence it.

Let's look at how you can apply system knowledge when resolving conflict situations using examples.

So, for example, knowing that a person has the so-called skin vector, you understand that by nature he has fast and flexible thinking, a rational mind and a desire for material superiority over others (money, status are his main values). Such a person very well feels the benefits, benefits, and also potential losses from one or another of his actions. Therefore, in situations of conflict with him, the most effective system of rewards and punishments in the form of bonuses and disciplinary sanctions. Next time he will strive, if not for encouragement, then at least to avoid conflict (that is, to avoid punishment for it - material loss). A person with the skin vector is also willing to make compromises, especially if they promise him some benefit.

Let's look at an example of a conflict situation and its solution with an employee who has a different vector set. Completely opposite to the skin type of person is a person with an anal vector. This is the owner of a rigid psyche, unhurried, thorough and conservative. Having recognized his vector, you will immediately understand that such a person does not have an unconditional priority for material benefit or benefit, and has no flexibility of thinking. In his work he values ​​professionalism, perfectionism, recognition and respect. This is a man of principles and in any conflict situation he will stand his ground to the last. Trying to resolve a conflict with the owner of this vector, you will know that a compromise for him is always only equally, and “equally” is precisely in his value system. Therefore, as a “fair compensation”, he can be offered recognition of his authority before his colleagues or a demonstration of respect for his professionalism (issuing a certificate of honor, expressing gratitude in front of everyone, etc.).

In total, system-vector psychology identifies 8 vectors - 8 types of the human psyche. Their combination and mixing forms an accurate system of possible models of human behavior in conflict. Knowledge of these models gives an understanding of how to resolve absolutely any conflict in a team. Fast and as efficient as possible. Find ways to resolve conflicts at work with minimal or no damage.

A person in his place as a factor in minimizing conflicts in the personnel management system

The most important factor in the sustainable development of an enterprise and minimizing conflicts in management activities is the correct selection of personnel. When each person is in his place, that is, work allows him to use his natural abilities to the fullest, there are significantly fewer reasons for conflicts in the team. When a person is, as they say, out of place, that is, his position in the enterprise does not correspond to his vectors and abilities, conflicts arise as if out of nowhere. Let's look at an example.

A common mistake in personnel selection is choosing a candidate without an anal vector for the position of an expert, analyst or specialist. This work requires knowledge of the subject in detail and perfectionism - and these are the aspirations of people with an anal vector.

People with the skin vector - disciplined, organized, competitive and ambitious - can find themselves in such activities only over a short distance (as an intermediate stage of career growth). If you leave them in such a position for a long time, sooner or later this will cause a conflict situation in the organization, because as soon as everything in a person’s work becomes familiar, he loses interest in it and begins to look for something new. At this time, the quality of work and deadlines suffer.

Therefore, if you need the best specialist for centuries, you need to appoint a person with an anal vector to such a position. And if the organizer of the work is an enterprising leather worker.

An interesting example is conflict situations when bright personalities are the focus. Most of the conflicts between groups of employees in a team arise due to undeveloped skin-visual people (people who have skin and visual vectors, the properties of which have not received proper development), both women and men. Endless coffee drinks, idle chatter about everything and everyone - this is their path. They are always in the thick of things and in the spotlight, but when it comes to work, their brightness fades. Such people provoke conflicts not only by their incompetence, but also by the psychological nature of the victim. They say about them that they seem to attract trouble.

By knowing the psychological characteristics of team members, you will significantly improve the psychological climate in the organization.

We looked at several examples of conflicts and their solutions. Thus, the main recipe for avoiding conflicts in a team is to build an optimal team structure, taking into account the vectorial characteristics of employees, and also not to allow potential brawlers and slackers into the team, identifying them already at the interview stage.

Resolving conflicts in a team and preventing them

So, we have found out that the psychological background is, although imperceptible, a leading factor in the emergence and development of conflicts.

That is why the skill of determining the vectors that make up the psyche of participants in difficult situations is invaluable to us. By defining vectors, we reveal the unconscious motives that drive the parties to the conflict and understand how they will behave in given conditions. Thus, the conflict becomes predictable, and therefore manageable, and we easily find the best ways to get out of it. We know exactly who can provoke a conflict at work, how it will develop and what methods of conflict resolution exist.

Knowing the vectorial characteristics of people allows us not only to understand how to get out of a conflict at work, but also to minimize the likelihood of its occurrence in a team. So, having seen what set of vectors a person has, we can already determine at the interview stage whether he will be an effective employee or, conversely, a source of conflict situations. Knowing the desires, properties and abilities given to a person, we understand what work he is best suited for and what work he will not cope with. That is, we can build a team structure where everyone takes their place and does the work as efficiently as possible, without resorting to conflict situations.

Understanding human value systems by vectors also allows us to best select a system of motivation for employees, both individually and collectively. This ensures maximum employee productivity at work, which fully implements the principle of division of labor and ensures the sustainable development of the organization.

System-vector psychology of Yuri Burlan clearly shows that any methods of conflict resolution - conflict resolution management, systems of rewards and punishments, compromise - are truly effective only when they are applied taking into account the mental characteristics of people. And the main principle of compromise conflict resolution is not mutual manipulation of concessions, but understanding the properties of the human psyche, his value systems, and therefore finding the best solution for the parties to the conflict, taking into account their essential interests.

Conflicts that arise at work, examples and some of the features of which we have analyzed, have a lot of nuances, add-ons and branches. Thus, the conflict between a man and a woman at work has its own specifics. However, according to system-vector psychology, the principle of conflict management is the same: understanding the psyche of the participants in the conflict gives us the opportunity to predict the development of the conflict and speak with its participants in the same language - the language of their values.

With this knowledge, you can cope with any conflicts, both in the organization and in your personal life - for example, if a difficult situation arises in the family.