Strategies and technologies for rational behavior in a conflict situation

Since a person is constantly in society, he cannot avoid conflict situations in which he will be forced to protect their interests.

How to behave properly if a collision is inevitable? Is it possible to manage the conflict? What are the strategies of behavior in a conflict situation?

What are they based on?

The strategy of behavior in a conflict situation is certain behaviors in the event of a conflict.

rivalry - With such a strategy, a solution or opinion that is beneficial to itself is imposed on the conflicting side, regardless of its position;
cooperation - with him, each of the conflicting parties makes concessions in principled positions and find a solution that maximally satisfies all parties to the conflict;
device - it is a victim of its own interests and the acceptance of the demands of the conflicting party without any active actions on its part.

In the event of a conflict, one of these strategies can be used in its pure form, or a combination of them - this largely depends on the development of the situation and other circumstances.

Styles by thomas

K. Thomas identified 5 styles of behavior of people in conflict situations, recognized by the majority of specialists working in the field of conflictology.

The author argues that it is best to use one of the styles depending on the cause of the conflict and the person with whom you have to conflict.

Competition. This style is peculiar to active, strong-willed people. When it is the main goal is not to achieve cooperation, but, above all, the satisfaction of their own interests. This style is justified in the following situations - an urgent decision is required with sufficient power, the need to take on the role of a leader in a difficult conflict, the greater significance of the outcome of the conflict for using this style of human behavior. With a positive resolution of the conflict in this way, the person using it can earn a certain authority, however, if long-term cooperation is the most important goal, it is not recommended to apply it.
Care. This style is characterized by a passive attitude to the conflict, the lack of cooperation to solve the problem. Nevertheless, it is justified in cases where tensions between the parties to the conflict are too great, when there is no real opportunity to resolve the conflict in their favor, as well as in a situation where there is no opportunity to think carefully and make the right decision or there is a possibility that the problem over time, will be solved by itself without additional efforts.
The disadvantage of this style is the possibility that the opponent will treat this behavior as an unwillingness to resolve the conflict. It is also possible the transition initiative in his hands.
Device. This style is aimed at acting together with the opponent, but without defending their own interests. It is justified in cases where the outcome of a conflict situation is extremely important for the opponent and has no significance for you.
Most often it is used in relationships with close people, when the relationship itself is much more important than the outcome of the conflict. However, its use is not recommended for internal discomfort sensations for its host. Externally, the style of adaptation may be similar to care, but in the latter case, the person evades from solving the problem, while in adapting it actively contributes to its solution in the interests of the opponent.
Cooperation. With this style, both parties to the conflict have the goal to satisfy their own interests as much as possible, while continuing to cooperate. Usually, this requires quite a lot of effort and time, but allows you to maximize the interests of both parties. It is important that both parties adopt this style of behavior when solving a conflict, when relations with an opponent have a long history and will continue in the future.
Compromise. The compromise style is characterized by the fact that both parties to the conflict are inferior to their own principled positions to achieve a solution to the problem. The difference from the style of cooperation is that in this case the realization of all the interests of both parties is impossible.
This style is recommended to be used in situations where it is urgently necessary to solve a problem, when it allows to keep the relationship at the required level, as well as in cases where the simultaneous achievement of the interests of all parties is unattainable.

There is no one best, universal style of behavior - for each of the situations, if there are certain nuances, different styles will be more justified.

Types of behavior of people in conflict:

Rational technologies

Technologies of rational behavior in a conflict situation are methods of psychological correctionwhose goal is to achieve constructive interaction to resolve this conflict.

It is very important to understand and always remember the negative effects of emotional responses in tense situations.

There are three basic rules for the self-control of emotions:

As calm as possible reaction to the emotional surge of the opponent in a conflict situation. Should not give in to emotions, as the conflicting party.
Rational exchange of emotions with the opponent. In this case, there is a controlled exchange of emotions with an opponent, both sides share their experiences, however this does not go into an uncontrolled phase.
As a result, both parties receive an emotional discharge, but the possibility of further constructive resolution of the conflict remains.
Support high self-esteem at home and opponent. One of the reasons for a vivid emotional reaction in a conflict is to underestimate self-esteem. However, with its support at a high enough level, there are more opportunities to eliminate undesirable emotional manifestations.

Tough tactics

Tactics in a conflict situation - This is a set of techniques for influencing an opponent in a conflict, methods for implementing behavioral strategies.

There are hard, neutral and soft tactics of behavior.

With the escalation of the conflict, as a rule, they go from soft to hard.

In addition, there is rational - for example, friendliness, justification of one’s own position, and irrational - pressure or psychological violence, tactics.

Tough tactics include:

seizure and retention of the object of conflict. This tactic is used if the object of the conflict is material;
Includes physical impact, causing pain, blocking opponent's actions.
psychological abuse. This is an insult to the opponent, deception, control over behavior, humiliation, authoritarianism and dictation in relationships;
psychological pressure. This includes blackmail, the presentation of demands up to ultimatums.

Variants and models of personal behavior

There are three models of behavior in a conflict situation - constructive, destructive and conformist.

constructive the model has a goal to resolve a conflict situation, to come to a mutually beneficial solution. Its peculiarity is self-control, self-control and the desire to establish friendly relations;
destructive the model of personality behavior is characterized by the desire to escalate the conflict, distrust of the opponent, violation of the ethical norms of communication;
conformist model of behavior is the passivity and tendency of the individual to concessions of the opponent. At the same time, there is an inconsistency in judgments, a departure from sensitive issues.

The most desirable is a constructive model of individual behavior. It is extremely rare to justify a destructive model.

About the strategies of individual behavior in conflicts in this video:

rules

Using a few simple rules will minimize the occurrence of problems in a conflict situation and the most constructive approach to solving it:

To be fair to your opponent. Charges can provoke unconscious resistance, but first you need to think about it - perhaps the instigator of the conflict of rights in their claims. Keeping calm and patience, you should listen to the accusations and only after considering them, proceed to further action.

Do not expand conflict. When resolving a conflict, it is not necessary to move away from its cause, to recall past conflicts with this opponent, since it threatens with irrational insults, removal from the true cause of the conflict and, as a consequence, the impossibility of its resolution.
Apply positive language in a conflict situation. This rule makes it possible to remove the excessive negative assessment of the situation, to maintain a high self-esteem of the parties to the conflict and to proceed to its constructive solution.
The manifestation of emotional exposure. Try to keep calm. Often, the initiator of the conflict raises his voice and experiences sharply negative emotions.
Exposure on your part will prevent the conflict from escalating and, perhaps, will show an example to the opponent to proceed to a calm solution of the problem.
The impersonality of the conflict. In the event of a conflict, attention should be focused not on the personality of the opponent, but on the true cause of the situation.

How to behave in a conflict, so as not to suffer defeat? Find out from the video:

How to behave: ways and options

What are the behavioral options in interpersonal conflict?

How to behave with a conflict person?

If you are forced to communicate with constantly conflicting personality, The most constructive will be the following behaviors:

Take control of your emotions and give the opportunity to throw out the opponent's emotions.
Do not relate the behavior of a conflict person to his own personality - remember that he behaves so with everyone.
Demand from him truth and a fair approach to the situation.
Try to convince the conflicted person that further cooperation will be based on the fairness of the relationship.
Find the best in it and feel free to mention them in a conflict situation.

Conflict at work: how to behave? Conflicts in organizations happen quite often.

Conflict at work can be solved somewhat easier, because here you can eliminate personal pretensions.

So:

Do not rush to answer on claims to you. Think about the situation and its consequences first.
Pay attention to the volume and pace of your speech. In an excited person, speech will be high and fast. Do not strive to cross these boundaries, try to remain calm.
If you can not quickly assess the consequences of this situation - take time out.
Do not leave the plane of the working conflict.. Do not go on personal insults and do not let your opponent do it.

Do not seek to end the conflict with one tag phrase - be more focused on constructive dialogue.
Remember that the most important thing is decision result conflict situation, even if it takes some time.

There are no universal rules for resolving conflicts - depending on the nuances of the situation, different strategies and tactics for resolving conflict situations should be followed.

Always remember when there is a conflict - the outcome of a given situation is the most important to you or further friendly relations with an opponent, and based on this, choose your behavior strategy.

How to behave with a conflict person? Expert opinion: