Conflicts are, unfortunately or fortunately (depending on their outcome), an almost integral part of our lives.
In this article we will consider the very
concept of conflict, its causes, functions, actors and ways to resolve it.
What is conflict
Conflict is a disagreement or clash between people or groups of people that is caused by a difference in goals, behavior or attitudes. The interests of the parties to the conflict do not coincide, while each side is trying to make its point of view accepted, and the enemy insists on his position. Conflict, as a rule, is accompanied by negative emotions and is the most acute form of clarifying relationships.
It often happens that the result of a conflict is actions that go beyond the generally accepted rules and social norms. There is a whole science that studies conflict. It is called conflict resolution.
Not only people are capable of clarifying relationships . In nature, collisions also occur between individuals and groups of animals. This suggests that conflicts play an important role in the interaction of all living creatures on the planet.
Reasons for the conflict
Among the main causes of conflict are usually the following:
• allocation of resources. Typically, in any environment, the amount of resources is limited. At the same time, each individual is characterized by the desire to seize as many valuable assets as possible. Clashes arise on this basis, as both sides of the conflict want to increase their share of resources at the expense of each other.
• Interdependence of tasks. In any organization, there are interdependent elements - people, a group of people or units. All of them are united by one task, but for its achievement each has its own roles. When someone does a poor job of their role, disagreements arise that can lead to conflict. In this case, the parties to the conflict are those people or groups of people who encounter any obstacles caused by the actions of other elements along the way.
• Differences in goals. It often happens that the goals that people or a group of people set for themselves are different from the goals of another unit or organization as a whole. In this case, in the practical implementation of the overall goal of the organization, conflict situations may arise.
• Differences in life experience and values. People who differ in level of education, age, ideas about life and their habits may periodically conflict with each other.
Conflict Classification
If we take the main causes of conflicts and combine them, we can get a classification of the differences. For example, if we consider conflicts of interest from the perspective of a party to the conflict, this implies the following classification:
• conflicts between individuals;
• between a certain person and a group of persons;
• among groups;
• between social communities;
• between ethnic groups;
• interstate conflicts.
It is also possible to highlight social conflicts based on motivation. In total, these are three blocks:
• conflicts related to the distribution of positions of power and authority;
• conflicts of interest based on the distribution of material resources;
• disagreements related to differences in basic attitudes.
Classification of conflicts is a method for their determination, which consists in establishing a common feature by which conflicts can be grouped. At the same time, the parties to the social conflict interact with each other in a certain way, characteristic of one form or another of opposition, which is determined by the reasons for the disagreement.
Social functions of conflict
The social functions of the conflict can be both positive and negative. What impact the conflict has is largely dependent on the social system. In those groups that are freely structured, where the conflict is the norm, and at the same time, effective mechanisms for resolving it are developed - contradictions contribute to increased resilience, dynamics and progress. If the social group has a totalitarian organization, where the conflict is not allowed and is suppressed only by one method - force, then the conflict leads to disintegration and dysfunction. When unresolved disagreements accumulate, they lead to serious social problems.
Positive aspects of the conflict
Confrontation is an integral source of the development of society and the changes taking place in it. With proper development, the conflict has positive results. These include:
• Progressive changes. Any new undertaking involves a denial of the old. This is a kind of conflict between the prevailing foundations and new trends. Since the human factor is behind any action, a confrontation between the adherents of the old and the new is inevitable.
• Mobilizing resources and attention. The positive aspects of the conflict in this case are manifested in the fact that it provokes people to actions that are necessary to resolve any uncomfortable situation. It is possible for a long time due to mutual respect, unwillingness to provoke scandals and other things to bypass difficult issues. But when a conflict arises, one has to solve problems, mobilizing all the necessary resources and means for this.
• Involving the population in pressing problems. The conflict draws the attention of society to complex issues, and this, in turn, provokes people to actions that contribute to resolving a negative situation.
• Development of free thinking. The conflict, as a rule, exacerbates the situation and helps to eliminate the "humility syndrome". The positions of the parties to the conflict are asserted by its participants with great zeal, awakening in a man all his hidden resources.
Negative parties to the conflict
The negative sides of the conflict are dysfunctional phenomena that lead to a decrease in the effectiveness of the organization. If we examine in more detail the negative sides of the contradictions, among them we can distinguish the following:
• Distraction of people from real problems and goals. It often happens that the goal of triumphing over the enemy overshadows reasonable arguments, and selfish interests begin to dominate. In this case, the conflict does not solve pressing problems, but only distracts attention from them.
• Growth of dissatisfaction, depression, distrust of others and leadership. These phenomena reduce the efficiency of labor, and do not contribute to unlocking the potential of people.
• A fruitless waste of strength, energy and resources on the internal struggle. In conflict situations, people spend certain resources, and when these costs do not contribute to improving an unfavorable situation, this causes unjustified loss of resources that could be applied in a more necessary direction.
Actors of the conflict
In any conflict, the following actors are distinguished:
A participant in a conflict is a person or a group of persons who are involved in a conflict situation. The participant may not even be aware of the true goals and objectives of the confrontation.
A direct participant in the conflict is the instigator. He is the initiator of a showdown.
The subject of conflict is a person or group of people who creates a warring situation. The subject is able to sufficiently influence the course of the conflict, focusing on his interests. The subject also affects the behavior and position of the parties to the conflict, involves new actors in it and can cause changes in social relations.
The parties to the conflict are new unity that is capable of acting as an independent whole. The parties to the conflict include only those social entities that perform active actions in relation to each other. The parties to the conflict are the unity that is formed around newly emerging issues from the remnants of old, disintegrated groups.
Indirect parties to the conflict
Indirect participants in a party to a conflict are subjects who have an episodic role in confrontation. For example, an instigator. He pushes the subjects of the conflict to active actions, while he himself may then not take part in this confrontation. Allies or accomplices are persons who do not directly participate in a conflict situation, but at the same time provide moral or material support to one or another side of the conflict.
Conflict Resolution
Any conflict situation is resolved sooner or later or frozen. In order to eliminate the contradictions and constructively resolve the issue, it is necessary to recognize the existence of the conflict and determine its main participants. Then it’s worth organizing the negotiation process, discussing pressing issues, searching for compromise solutions and putting the adopted decisions into practice.
If it is possible to achieve such results, the conflict can be considered a positive phenomenon with positive consequences.