Interpersonal conflict is a confrontation that arises in the process of an individual’s communicative interaction with the social environment. In other words, an interpersonal conflict in a group is in some way a contradiction that arises in a separate situation among subjects when they begin to perceive events as a problem with a psychological component that requires immediate resolution. A prerequisite for the emergence of interpersonal conflict is the presence of a contradiction that creates an obstacle to communication or the achievement of personal goals.
Interpersonal conflicts in a team are more common than other types of confrontations.
Basic concept
In psychology, interpersonal conflict is a situation in which the needs and goals of one person come into conflict with the ideas about them of another individual.
Some experts are of the opinion that collisions are bad. In fact, their appearance in a person’s life is inevitable. Real social life will always be filled with various clashes.
Through confrontation, relationships are strengthened. The individual begins to better understand the other person, his needs and goals. At the same time, conflict can lead to a complete end to communication.
Examples of conflict situations
Different attitudes in understanding the situation among those in conflict contribute to the emergence of contradictions in relationships. The main types of attitudes are considered to be conflictogenic and syntonic, which means the actions of an individual in accordance with his character or personal norms of behavior, respectively. Conflict situations occur very often.
It is worth considering interpersonal conflicts using examples that show when that very tense moment arises. So, another participant intervenes in a personal conversation between two people. The interlocutors immediately fall silent, and therefore a conflict-generating situation arises. If the third person is welcomed into the conversation in a friendly manner, then this will refer to a syntonic situation.
Principles of conduct
Intrapersonal conflict in psychology - types, causes and consequences
Experts identify 5 main behavioral models:
- Competitive - people try to put their own interests above others.
- Adaptive - one is ready to give in to the other.
- Avoidant – the individual tries with all his might to get away from the confrontation.
- Compromise - both sides are ready to make concessions.
- Collaborative - all parties to the conflict try to resolve it in such a way that everyone wins.
Rules of behavior in a conflict situation
When a conflict arises, both participants want to resolve it as quickly as possible, while achieving their goals and getting what they want. How should you behave in this situation in order to come out of it with dignity?
First, you need to learn to separate your attitude towards the person with whom you have a disagreement from the problem itself that needs to be solved. Don’t start insulting your opponent or getting personal, try to behave with restraint and calm. Give reasons for all your arguments, try to put yourself in your opponent’s place and invite him to take your place.
If you notice that you are starting to lose your temper, invite your interlocutor to take a break to calm down and cool down a little, and then continue to sort things out. To solve a problem as quickly as possible, you need to see a specific goal and focus on ways to achieve it. It is important to remember that in any conflict situation it is necessary, first of all, to maintain relations with the opponent.
Causes
Types of conflicts in psychology and ways to resolve them
Confrontation may arise due to a clash of characters. Each person has his own special personal qualities. Subconsciously, he is confident that he is right, so it is difficult for him to accept someone else’s point of view.
Important! The conflict will continue until someone changes their behavior.
Confrontation may arise due to different views on life. An individual may have his own point of view on family and other values. Other opinions on these issues are not accepted. This is where family quarrels often begin.
Sometimes a person may not realize that he is in a dependent relationship. In such an alliance, his behavior is distorted, it seems to him that he is not responsible for his actions, this becomes a reason for confrontation.
At work, confrontations can flare up over shared projects.
Quarrels often arise between close people. The less individuals yield to each other, the more disputes they will have. It is constant conflicts that lead to divorce.
Relationships between people always lead to periodic clashes. The outcome of the confrontation depends only on the behavior of the parties. Sometimes it helps to better understand the feelings and position of another.
Borders of the conflict
Such conflicts are distinguished depending on their boundaries.
The boundaries of the conflict are the external structural and dynamic limits of the conflict.
Social conflict is the most acute way of development and completion of significant contradictions that arise in the process of social interaction, which consists in the opposition of subjects and is accompanied by their experience of negative emotions towards each other.
Conflicts are a consequence of the clash of different interests, desires and needs of people. They reflect the inconsistency, richness and diversity of life phenomena, as well as relationships between people.
According to these provisions, a conflict may arise due to:
— contradictions between feeling and duty; - divergent views on the upbringing of children between parents and schools; - collisions of new ideas and trends with old habits and ideas;
— clashes of goals of different social groups;
— inaccurate distribution of responsibility between interacting people and groups. Conflicts that arise in the course of life can turn out to have different signs - positive or negative - depending on their resolution.
Correctly resolved conflict of any level - from intrapersonal to intergroup - leads to the release and growth of energy for further development. In this case, a person feels a surge of physical and spiritual strength, becomes joyful, more sociable and kind, able to enjoy life. Conflict interaction consists of a collision of oppositely directed actions of participants in an interpersonal conflict. These actions implement processes hidden from external perception in the emotional and volitional spheres of opponents. The desire to limit the interests of the opponent constitutes a visible social orientation towards each other. It should also be noted that in addition to their direct function, actions also include moments of communication between the parties and, in this regard, perform an important information function.
Conflict behavior has its own principles, strategy (methods) and tactics (techniques). Among the basic principles of conflict confrontation are: concentration of forces, coordination of forces, striking the most vulnerable point in the enemy’s position, saving forces and time, etc.
The strategy of behavior in an interpersonal conflict is considered as an individual’s orientation in relation to the conflict, an orientation toward certain forms of behavior in a conflict situation, and tactics are determined by the measure that helps satisfy one’s own interests (passively or actively) and the interests of the other party (jointly or individually).
Cooperation , compromise and competition
The interaction strategies chosen by the participants in a conflict situation become the decisive factor in its constructive overcoming. Behavioral strategies of participants in interpersonal conflicts are divided into three main groups, including cooperation, competition and compromise. Cooperation is the behavior of opponents in conflict with a focus on a joint search for a solution that satisfies the interests of all parties. Each party to the conflict combines its efforts to develop the most optimal solution. Collaboration is most often used in cases of:
— when the interests of the common cause are much more important than the personal ambitions of the parties to the conflict;
- when they respect each other’s opinions and there is a certain history of friendly relations between them.
Cooperation is regarded as the most effective way to resolve interpersonal conflicts. It brings together a variety of negotiation strategies leading to the development of solutions that more or less satisfy the interests of both parties.
Power strategies include behavioral strategies of conflict participants aimed at achieving their own interests without taking into account the interests of the partner. Psychologically, they are described in terms of competition and rivalry. Competition is a strategy for the opponent’s behavior in a conflict, which involves focusing on one’s own interests, imposing a preferred solution on the other side, and an open struggle to realize one’s interests. According to this strategy, the partner distances himself and there is no close interaction with him. The subject acts authoritarianly, he is absolutely confident that he is right and suppresses the interests of the other side.
In this case, the partner feels like a loser, and this can become a source of future conflicts caused by the partner’s struggle for his rights. At the same time, orientation towards one’s own goals can be realized in tough behavior - assertiveness, the use of tough arguments, issuing ultimatum demands, emotional pressure on a partner, etc.
However, the subject of the conflict can also resort to “soft”, manipulative forms of influence on the partner. We are talking about cases where the subject hides his true intentions; at the same time, with the help of false distracting maneuvers, he ensures that the partner, without realizing it, changes his original goals.
Despite the external difference in specific behavior, these strategies are characterized by an exclusive focus on achieving one’s own goals and ignoring the interests of the partner. Their goal is to assert their point of view, their own position, and realize their interest.
Strategies for interaction in conflict can form forms of behavior that imply a desire to avoid conflict on the basis of compromise. Compromise is a strategy for the behavior of a subject in a conflict, focused on certain concessions in exchange for partial concessions on the part of the opponent. This strategy is used in situations where the need to make some concessions is compensated by maintaining a more or less positive relationship in the hope that over time some other opportunities for resolving the conflict will appear.
It should be taken into account that each of these strategies is effective only in certain situations and none of them can be singled out as the best. Strict adherence to one strategy limits the ability to achieve a balance of power.
Each of the above conflict resolution strategies can be considered within the framework of “win-lose” tactics in its various variants. Cooperation involves the use of win-win tactics in which both parties find an acceptable solution. We must remember that life is not a sporting competition in which the presence of a winner presupposes the presence of losers. When both parties benefit, the relationship is strengthened and improved. The winning parties tend to support the decision and comply with the agreements.
In rivalry and competition, “win-lose” tactics are used, in which one side emerges as the undoubted winner. Often this tactic is followed by specialists who strive at all costs to feel right in order to protect themselves from the negative experiences that defeat causes. But the loser today may refuse to cooperate tomorrow. This is one of the ways that, in particular, leads children to alienation from their parents.
The compromise strategy involves the use of “no-lose-no-win” tactics, in which both sides make concessions to each other. When an agreement is reached based on a compromise, the parties are not completely satisfied, but there is also no dissatisfaction, which at least allows us to hope for continued contacts in the future.
In the process of consultation with a psychologist, collaborative relationships with clients are facilitated by the value orientations of the psychologist-consultant.
The psychologist can be perceived as a person interested in achieving the same goals as the client and expresses a desire to cooperate; cooperation becomes possible if:
1) cultural norms and values developed by society presuppose a willingness to cooperate and a desire to overcome contradictions. This value orientation helps the psychologist to persuade many clients to take part in solving a problem that affects, to one degree or another, the interests of everyone, even when they do not completely trust each other and pursue different goals.
For example, a psychologist can ultimately achieve agreement on negotiations between representatives of the social security department, the social welfare department, the police department, the health department, and the house management on issues of maintaining order in the microdistrict;
2) at the stage of concluding agreements, it becomes possible to find out the hidden reserves that provide the necessary changes.
For example, a patient with tuberculosis may agree to treatment, cooperation with a psychologist, and participation in a health program in exchange for improving his living conditions;
3) differences in the statuses and powers of the contracting systems may make it difficult to reach an agreement. It can be facilitated by redistributing power between these systems for a certain period of time;
4) parties with unequal powers and positions in society can enter into agreements on the basis of the law.
For example, on the basis of an agreement, agreements are concluded between the probation officer and the accused who is released from custody on parole. Both are in a cooperative relationship. Community assistance groups led by a psychologist, trying to come to an agreement with local institutions and organizations, often experience great difficulties due to the lack of sufficient power not provided for by their status.
Ignoring the tactics of cooperation when solving acute problems leads to the generalization of the conflict - a transition from superficial to deeper contradictions, an increase in the range of different points of contact, which is accompanied by an expansion of the boundaries of the conflict.
Important signs
Not every confrontation can be considered something serious. A conflict situation has three main characteristics:
- Difference in views on one problem;
- Activity on each side;
- Reluctance of people to look for a solution to the situation.
Stages of conflict - a brief description of the main stages in psychology
Two or more people can participate in a conflict. Everyone will defend their position and point of view. Often the process of confrontation is associated with high emotional intensity.
Important! In psychology, it is generally accepted that conflict is always conscious. Each participant understands well what he is doing and why. Therefore, such situations do not arise on their own. Conflicts arise in any environment and at all social levels.
An experienced specialist will easily give a brief forecast of the outcome of the confrontation, because this phenomenon has already been well studied in psychology.
Ways to get out of a conflict situation
The most successful way out of a conflict situation is to find a compromise between the warring parties. In this case, the parties make a decision that suits all parties to the dispute. There are no remaining agreements or misunderstandings between the conflicting parties.
However, not in all cases it is possible to reach a compromise. Very often the outcome of a conflict is coercion. This option for resolving the conflict is most typical if one of the participants occupies a dominant position. For example, a leader forces a subordinate to do as he pleases, or a parent tells his child to do as he sees fit.
To prevent the conflict from gaining momentum, you can try to smooth it out. In this case, the person who is accused of something agrees with the reproaches and claims, and tries to explain the reason for his actions and actions. Using this method of getting out of a dispute does not mean that the essence of the conflict is understood and the mistakes are realized. It’s just that at the moment the accused does not want to enter into conflict.
Admitting your mistakes and repenting for what you have done is another way to resolve interpersonal conflict. An example of such a situation: a child regrets that he did not prepare his homework and received a bad grade, and promises his parents to continue to do his homework.
Kinds
There are several types of conflicts. Each of them has its own characteristics and consequences.
Motivational
This group includes confrontations that affect interests. For example, a husband and wife have different views on creating a common budget.
Disputes may also concern who will watch TV.
In severe cases, this type of conflict leads to separation. Its main symptom is the reluctance to make concessions and the desire to defend one’s interests at all costs.
Cognitive
It begins when the sphere of values is affected. Different views on life do not always lead to conflicts.
Important! Problems begin when one person decides to infringe on the values of another.
For example, a husband and wife do not have the same views on family life. The husband sees himself as the head of the family, and the wife at this time wants to build a career. If they start forcing each other to change their beliefs, then conflict is inevitable.
Role-playing
Occurs when a person violates accepted standards of decency. For example, rules of behavior may be established in a team. If an individual begins to consciously violate them, this will lead to confrontation.
Types of Interpersonal Conflicts
Just as personal confrontations vary in the contradictions affected by the problems that arise, we can distinguish the main types of conflicts observed between individuals: value contradictions, clashes of interests, confrontations arising from violation of the rules of interaction.
Contradictions that arise on the basis of discrepancies in ideas that are especially significant for individuals are called value conflicts. The value system of individuals reflects what is most significant for them, full of personal meaning.
Interpersonal conflict is an example - married partners see their own meaning of family existence, when such meanings are opposite, conflicts arise.
However, differences in values do not always provoke situations of confrontation. People with different political beliefs and religious views can successfully coexist together. A conflict of values arises when differences affect the relationships between people or “encroach” on the values of another. Dominant values perform a regulatory function, directing the actions of individuals, thereby creating certain styles of their behavioral response in interaction.
Behavior in interpersonal conflict depends on the similarity of dominant values. In addition, people tend to convince their opponents by imposing their own views and tastes, which also provokes conflicts.
Conflicts of interest are situations in which the interests, aspirations, and goals of the participants are incompatible or contradictory. This type of collision includes all situations of confrontation that affect issues of distribution (potential that can be divided) or arise from a struggle for ownership of something (income that cannot be divided).
A common type of confrontation between individuals is clashes that arise as a result of violation of the norms of interaction. The rules of joint interaction are an integral part of the interaction itself. They perform a regulatory function in human relationships. Without such norms, interaction is impossible.
Classifications
There are different definitions of conflict, which made it possible to identify five ways to classify them.
Solution
Thus, the basis of the first classification was the method of resolving the problem: antagonistic and compromise. In the first case, people turn to competition, in the second, they find concessions.
Nature of occurrence
Conflicts can arise against the background of social, ethnic, religious and other problems. A difference in views in itself does not lead to confrontation. The problem begins when one person believes his values are the only correct ones. In this case, the other will defend his point of view.
Direction of impact
With horizontal confrontation, people are at the same social level, with vertical confrontation, one is subordinate to the other. The difference between them is the presence of authority and power. The manager has more methods of coercive influence, while colleagues have an equal position.
Degree of expression
In an open form of confrontation, the participants understand well what is happening; in a hidden form, they are poorly aware of the consequences of their decisions. With a potential confrontation, the atmosphere only becomes tense and can escalate at any moment.
Number of participants
There are various factors that lead to conflicts. They can involve either 2-3 people or entire groups. Therefore, confrontations are distinguished according to the number of participants: intrapersonal, interpersonal, intergroup.
Features of interpersonal conflict
Situations of confrontations between individuals are observed in various areas of human activity. After all, any conflict in any case comes down to interpersonal confrontation.
The problems of interpersonal conflicts were studied to a greater extent by followers of the psychological approach in conflictology. The following main concepts of interpersonal confrontation can be distinguished:
— psychoanalytic approach (K. Horney);
— theory of needs satisfaction (K. Levin);
— theory of context dependence (M. Deutsch).
According to the psychoanalytic tradition, Horney interpreted interpersonal confrontation as the result of intrapersonal conflict. In other words, intrapersonal confrontation is primary, and interpersonal conflict is secondary. Thus, intrapersonal and interpersonal conflicts are always interconnected, since the interpersonal interaction of an individual is predetermined by the nature of his resolution of his own intrapersonal differences. Since conflicts that occur within an individual are a collision of opposing values of an individual (interests, motives, needs, ideals), they affect the behavioral response of the individual, his well-being, aspirations, etc. Acute conflicts occurring within the individual lead to the destruction of existing interpersonal relationships at work or in family life.
A subject who is in a state of frustration caused by intrapersonal confrontation experiences emotional stress, as a result of which his behavior in interpersonal confrontation can often take destructive forms aimed at destroying the conditions that impede the fulfillment of needs.
Intrapersonal and interpersonal conflicts are interdependent. Often intrapersonal confrontation develops into interpersonal conflicts. In addition, the lack of agreement within the individual affects the escalation of clashes between individuals in the organization.
K. Levin refers to the opposition between individuals as the disagreements that arise between the individual needs of the individual and external objective reality. The level of significance of interpersonal confrontation is explained by the global nature of the needs involved.
M. Deutsch considered confrontation between individuals as an element of the system of interpersonal relationships. He started from five key dimensions of interpersonal interaction and identified sixteen types of social interpersonal relationships.
Eight of these types relate to conflict (competitive) interaction, within which quite diverse relationships develop, taking on different forms.
Interpersonal confrontation is characterized by a number of features. Firstly, the confrontation of individuals in interpersonal confrontations is based on the foundation of the clash of their personal motives and it occurs “here and now.”
Secondly, the characteristics and problems between personalities of conflicts lie in the manifestation in them of the psychological individual characteristics of all participants in the conflict in full. Such characteristics influence the dynamics of the flare-up of interpersonal confrontation, its course, forms of interaction and outcome.
Confrontation between individuals is characterized by increased emotionality, the inclusion of almost all aspects of the relationship between the conflicting participants and affecting the interests of not only the direct participants in the confrontation, but the individuals associated with them through professional or personal relationships.
As a rule, in this type of contradiction, the emotional component prevails over the rational one.
The subjects of interpersonal confrontation are individuals whose system of claims does not coincide. The object is a certain need, the main reason is the means of satisfying it. As a rule, the subject of this type of confrontation is contradictions, including manifestations of opposing interests of the subjects of the conflict situation.
End of the problem
There are several ways to resolve a confrontation. Individuals can choose different strategies on their own. Sometimes the conflict dies down, but it can become active again. In some situations, interest in the fight is lost, then people have nothing more to argue about.
In some situations, third party intervention is acceptable
The main option for resolving a conflict is to find a way to eliminate the problem. To do this, they use negotiations, concessions, and compromise. Sometimes people reach a new stage of confrontation.
Involving third parties can help, although everyone may have a different idea of the outcome of the conflict. Sometimes it is enough to eliminate one of the participants in the confrontation, remove the subject of the dispute, or try to agree on compromises.
What is conflict?
Conflict is one of the ways to resolve problems and contradictions that arise as a result of interaction between individuals or groups of people. Moreover, it is accompanied by negative emotions and behavior that goes beyond the norms accepted in society.
During a conflict, each side takes and defends an opposing position towards each other. None of the opponents wants to understand and accept the opponent’s opinion. The conflicting parties can be not only individuals, but also public groups and states.
Complications
Each conflict will have its own unique characteristics. In some situations it can develop into a serious confrontation. This happens because people want to fight openly; they do not want to make concessions.
Important! Individuals may be determined to continue the confrontation.
Due to emotional tension, conflict resolution is impossible. Things get worse when the confrontation is part of the rejection of the subjects.
There are several concepts of conflict in psychology and philosophy. Such situations arise in the life of every person, so you need to know how to solve them.
