Conflict is one of the unpleasant situations in any society or organization. It causes a lot of negative emotions and experiences. But psychologists believe that it provides at the same time opportunities for a new development, for reaching a new level of relations. It depends on both the parties and the management. In order to identify the conflict in time, you need to know its main manifestations.
Instruction manual
one
Look for the main signs of conflict. In it, in the first place, there are subjects - groups or single people, otherwise it cannot exist. Between them, opposing, mutually exclusive positions, opinions arise about any issue, value or belief. Or disagreements arise over an object that cannot be divided between the participants. And, if at this moment, the parties did not come to any decision, then the conflict is aggravated. People have a desire to continue conflict interaction for their own interests.
2
Observe the participants, employees. Confrontation usually causes intense passions, increased emotional background, aggression and anxiety. Find out if there is commitment and support from other people, employees, i.e. Are groupings formed? There is a tough confrontation, a rejection of concessions.
3
If the conflict has not been resolved, but has subsided, then it has passed into a latent form. Look for the following signs: formality and minimization of relations between participants, reliance only on the rules and procedures adopted by the organization, silence and sabotage of public events, lack of progress in making group decisions and any interaction, hidden actions aimed at compromising the enemy. With a hidden form of the struggle, it may be completely invisible externally, the parties even show goodwill, but the main sign of a conflict will be their inability to act together and arrive at a constructive or expected result.
4
Determine if conditions have been created for the conflict. First of all, participants begin conscious and active actions, seek to bring damage to the opposing person. The action can be informational (gossip, drain of information, falsehood), and physical. At the same time, one of the participants begins conflict actions, the second accepts them as directed against himself, and also proceeds to an active confrontation. There is a desire to maintain their own position and, by all means, to shake the enemy’s position. In the event that the second did not proceed with the response behavior, the conflict is not considered unfolded and is called a conflict situation.
5
Analyze if there was a conflict on the basis of personal rejection between people. "Symptoms" will be constant discontent, fun, mockery, mutual accusations, a sharp expression of aggression, negativity. Clashes on the background of personal rejection have a strong emotional connotation, therefore sabotage, an informal confrontation is manifested. Such conflicts rarely can be constructively resolved, but usually they constantly exist in a hidden form.