Conflicts arise for various reasons, affecting certain issues.
Experts believe that such situations can manage effectively.
Ways to manage conflicts include some aspects and rules that are of high importance.
Concept and Psychology
What is conflict management? In short, this targeted impact to minimize the causes of conflict.
Correction of the behavior of the participants of the collision, changing their goals.
To manage such a situation, you need to understand it. understand the sources of the problem.
When the main causes of the contradictions are found, you can search for solutions so that both parties are satisfied, no one remains offended.
Practice shows that the smaller the number of participants in the conflict, the faster and easier the situation is solved.
Experts say that for effective conflict management it is necessary to focus not on the personal qualities of the parties, on the character traits, but on the situation itself, because of which the collision happened.
It is important to understand what really triggered the struggle, how to solve it.
Content - what does it include?
Conflict management includes:
- Forecasting conflict situations. This allows you to identify the causes of a quarrel, to assess the functional activity and to consider the development of the situation.
- Collision warning. This aspect is aimed at preventing the occurrence of conflict, identifying its main characteristics.
- Conflict regulation. This is a weakening of the situation, limiting the quarrel, the extinction of the emotional factor. This activity allows the parties to more calmly relate to what is happening.
- Resolution of the situation. This is a process in which it is possible to find a compromise, to solve a problem. The parties agree, the conflict can be settled.
Every aspect of conflict management is equally important for solving a situation.
Thanks to these points, the situation is gradually fading away and losing relevance, an effective solution to the problem is being implemented.
Strategies and principles
Experts call the following conflict management technologies:
- Informational. They include the elimination of the lack of information in the conflict. False, distorted information is excluded.
- Communicative. Aimed at organizing communication of the parties. They begin to interact, there is a dialogue.
- Socio-psychological. We need to reduce the tension in the team, strengthen relationships. Work is ongoing with informal group leaders.
- Organizational. Personnel questions are effectively solved, methods of encouragement and punishment are applied. It is possible to change the conditions of interaction of individuals.
In addition to technology, conflict management includes several strategies:
- Regulatory. Solves controversy on an ethical basis. The parties communicate according to accepted standards. This is a peaceful rivalry that does not tolerate violation of the rules and established regulations.
In addition, compliance with rules and regulations is a more important aspect than winning a collision.
- Realistic. He says that it will not be possible to avoid conflict, because a person has a desire to dominate, to possess certain values. The strategy says that a temporary truce is needed, which can later lead to the elimination of the conflict.
- Idealistic. Aimed at finding new common values that would ensure the achievement of a compromise, would help to achieve mutual understanding. The implementation of such a strategy transfers the collision to another plane when the parties manage to agree and solve the problems that have arisen.
Each strategy is effective. Applying one of them, you can see that the dynamics of the conflict has changed, has begun to fade. Strategies in practice have proven the ability to eliminate various contradictions.
Conflict management features are the reduction of the emotional factor, active research and analysis of the problem.
The main thing is not only to find the sources of contradictions, but also to create ways to solve them, effective methods to eliminate them.
With the help of certain measures, the behavior of the parties to the conflict will change, they will change the attitude towards each other, they will find mutual understanding.
It should be remembered that conflict management possesses certain principles:
- principle of objectivity. Says that you need to adequately assess the situation, realistically perceive it;
- principle of concrete situational approach. The differences of views of the parties, the sequence and dynamics of the collision;
- principle of publicity. Certain information is communicated to interested individuals, social thought is being formed;
- democratic principle. The social interests of the subjects of the conflict are protected, any contradictions are eliminated;
- principle of consistency. It assumes an impact on the dynamics of the development of contradictions, finding interaction.
Each principle is of great importance in the process of resolving conflict situations. With their help, there is an effective management of such processes.
Interpersonal conflict is an example of management.
Interpersonal conflict is divergence of interests of two or more people. Each side is trying to prove their case, to resolve the dispute in their favor.
Vivid example - family conflict between husband and wife, when they decide who will perform the duties of the house.
The wife may not have enough time to cook dinner or tidy up, and the husband believes that it is entirely the wife’s duties.
He does not want to help her, does not try to hear her.
One spouse does not understand the second, trying to prove his case. That's what it is interpersonal dispute.
There are several interpersonal conflict management techniques:
- Avoiding dispute. It happens when one of the parties tries to escape from the conflict, does not respond to provocations.
- Smoothing. Creating peace and harmony thanks to the understanding that the other side is not an enemy, but a close person, it is worth building relationships with him.
- Confrontation. The desire to impose their opinion at any cost, not interested in the opinion of the opposition.
The method is effective only if the other side was convinced that he was right.
- Compromise. Both sides were able to find a solution to the problem that suits them.
- Cooperation. This is a process that involves exploring differences in attitudes and beliefs. Despite the differences, the parties learn to get along and coexist peacefully.
Conflict management techniques in this video:
Organizational conflict - resolution features
Organizational conflict is the collision of two or more sides.
Controversy caused divergence of views, aspirations and beliefs.
Structural features of the organization, its interaction with other organizations are violated. The subjects are the administration of the organization, managers, personnel, subordinates.
An example would be innovation in the organization. The head requires their subordinates to comply with the new rules, and they oppose such demands.
The head and subordinates do not understand each other, their views on what is happening differ. Disrupted performance of work within the organization. It loses its position at the interorganizational level. This is an organizational conflict.
Organizational and managerial conflict - This is a clash of interests between members of the management organization, managers and performers.
There are several methods for managing conflicts in an organization:
- Clarification of work requirements. The boss must carefully explain his demands, tell what they are aimed at, what goals are pursued.
- Coordination. All mechanisms must work harmoniously, and decisions must be taken together, each link must show itself equally.
- Corporate goals. It should be explained to the subordinate that the goals are achieved by joint efforts.
- Rewards. Specialists should be encouraged for the work done, praise.
Organization conflict management:
Structural methods
Structural methods are aimed at preventing and resolving disputes and collisions. These include:
- Methods associated with the application of his position. For example, a boss uses orders, orders to manage and change work in a team.
- Methods associated with the elimination of parts of the organization, or with a decrease in their functionality. It happens in large teams, when aspects of conflict are eliminated to resolve a conflict.
- Methods related to strengthening work between certain parties. For example, for effective interaction, the spouses in advance draw up a plan for doing household work so that it is carried out alternately.
- Methods involving the introduction of an integration mechanism. For the work of the parties, their interaction is selected curator, or coordinator. In interpersonal conflicts, these are mediators, mutual friends who help the parties communicate and coexist in the world.
A vivid example of managing conflicts in management is the appointment of a bonus for work performed.
If there are two competitors and they are actively fighting with each other for a prize, you can either appoint a curator who will help the parties agree and share the premium, or the premium is canceled.
Then, along with the elimination of the cause of the conflict, the dispute itself will disappear - the participants will no longer quarrel.
One more example - spouse interaction. If they are constantly arguing over the fulfillment of household duties, a work plan can be developed to carry out functions in turn.
Then there will be no misunderstandings, disputes about who and when should do the work. Everyone will equally carry out certain actions. This is strengthening the work and interaction between the parties.
Other settlement technologies
One of the most popular methods of conflict management is conversationwhen the parties meet at a scheduled time at a round table and discuss the problems that have arisen.
The parties listen to each other, try to overcome obstacles together, despite the difference of views.
There is also a method that affects the conflict motivation of participants.
You can find out their needs and explain that the forces and energy should be sent in a different direction, in order to achieve another goal.
Then the dispute will disappear and participants will be able to develop a plan of action. Their behavior and attitude to each other will change.
You can manage a conflict if change the roles of participantsso that they can visit each other’s situations.
For example, the head may change the positions of two conflicting employees. They will face new problems and will be able to understand each other, feel all the difficulties on themselves.
Conflict Management - It is an effective method of dealing with contradictions, settling disputes, finding compromises. Thanks to certain technologies, strategies, the parties can come to a common agreement, they will treat each other with full understanding.
