The problem of conflicts in the team and how to resolve them is relevant for people involved in various fields and areas. A specific feature of a person is the difficulty of interacting with other persons under certain conditions. The larger the team, the higher the likelihood of conditions arising, followed by tense conflict relationships. Consider this topic in more detail.
general information
As psychologists specializing in collective conflicts and how to resolve them say how much our community exists - as many people suffer from conflict situations. Any communication process carries a risk of such a problem. A modern person devotes the main percentage of his life to work, where he is forced to regularly interact with managerial staff and with peers, as well as subordinates. The task of the person is to ensure maximum efficiency of the work process, interacting with other people. The denser the communication schedule, the more reasons there are for individuals to misinterpret what others have said. Misunderstandings give rise to controversy. The situation may be relatively safe, but sometimes it threatens to achieve the goals of the enterprise.
The problem of conflicts in the team and how to resolve them is observed when a misunderstanding and a dispute between persons threaten to achieve someone's goals, desires. Conflict means active actions directed by the parties to the confrontation against each other. These actions have a specific goal - achieving greater power, obtaining financial security, or something else. In addition to focus, conflict actions differ in significant emotional coloring, provoke strong feelings in all involved individuals. As studies on this problem have shown, up to 80% of all conflicts between people appear because people are dissatisfied with their financial situation or that of another person. From the side it sometimes seems that the root cause is the simple inanimity of the characters, in the views inherent in the person.
Is it dangerous or not?
In the general case, conflicts in the team and methods for resolving them for management personnel are a source of headache. Any controversial situations that lead to such consequences cause managers to have a strictly negative attitude. Conflict moments provoke tension in the working community, lead to a drop in process efficiency indicators, and can spoil the effectiveness of the department. One of the reliable methods of conflict prevention is the introduction of penalties for participating in such situations. This practice is more typical of Western enterprises, but in recent years has become more widespread in our country. The penalty is levied for actions by virtue of which the enterprise suffers economic losses.
It is difficult to ask those who come up with and implement such penalties in their company. It is not always possible to achieve a resolution of a situation, a conflict in a team so that “both the wolves are fed and the sheep are safe,” and the situation itself creates a mess. Accordingly, a fine encouraging workers not to start disputes constitutes a reliable preventive measure. It is used in order to eliminate the instability of the enterprise. In addition, due to conflict situations, the adoption of vital decisions for a company almost always slows down.
Are there any pluses?
According to psychologists, the conflict in the team, the ways to resolve this situation is a very difficult and multifaceted topic. Even this seemingly absolutely negative phenomenon has positive aspects. Often, the management staff of the enterprise does not take into account the positive aspects. The fact is that any conflict situation is a potential impetus for progress, a source of innovation. Because of the conflict, changes are taking place more actively, and the parties are clearly interested in them. If the conflict is completely prohibited, at the same time the managing staff will put a ban on the development of the enterprise, its growth. Among the positive aspects, it is also worth noting: thanks to the conflict, the expressed tension between the parties dissatisfied with each other is removed. You can study your opponent, determine what problems are inside the company. When evaluating conflicts, managers can think up new approaches and rules that will discipline workers and rally colleagues. One of the tasks of a wise manager is to get the most out of current conflicts, so that people do not direct their forces against each other, but to fight against external aggressive factors.
About the reasons
The problem of conflict resolution in the labor collective is so relevant, since it is not possible to exclude conflicts, to insure oneself from them absolutely qualitatively. The reasons for the occurrence of such situations are a huge number, and each of the factors only aggravates the situation even more. The limitation of the resource that is shared between persons is always a source of tension. Dissemination of data that is acceptable by some but not by others is another potential source of the problem. Various gossip become such information. Under the influence of these phenomena, individuals show inappropriate behavioral reactions.
Goals, significant values for hired people and enterprises may not coincide. This is another potential source of conflict. There are reasons related to behavior, communications. Others have certain expectations that individuals do not meet. Conflicts are escalated by the problems of social status and official authority. They are determined by the behavior of the staff, responsibility and willingness (and unreadiness) to take it upon themselves. The specified wide list makes it clear how unrealistic it is to exclude conflicts in advance. So that they do not harm the enterprise, you need to be able to manage them, use them for the good of the company.
How to manage?
If there are two ways of management, which to some extent are ways of resolving conflicts in the work collective. For each individual enterprise, you can create a list, an action program that will minimize the causes of the conflict. The second way is aimed at changing the behavioral reactions of people involved in the confrontation. It is necessary to teach all personnel to interact in a civilized manner with each other.
The development of measures for conflict management is the responsibility of the psychologist. The best solution is to hire such a specialist. In recent years, many enterprises have introduced the position of consultant in conflict resolution. You can get the services of such a professional by contacting a consulting company. Special trainings are held. There are companies whose main area of activity is business support. The purpose of the program is to maintain a normal level of employee interaction, in which the company can develop, and conflicts adhere to the established framework.
Reasons and their consequences
The most reliable way to resolve conflicts in the workforce is to eliminate problems that provoked a tense situation. Organize events aimed at the distribution of powers and the design of the work process, the introduction of a fair incentive system. At the same time, they are repelled by the fact that any team is formed by people with all the specific characteristics of our society. The formation, formulation, and, if necessary, correction of the personnel system is a reasonable way to prevent a conflict situation. To correctly determine the selection criteria for personnel, it is necessary to fix the key goals of the enterprise, the values of the company, behavioral norms, working principles. These criteria are used to assess the behavior of employees, as well as potential applicants for vacant posts.
It is impossible to apply conflict resolution methods in a team if work with employed and potential employees is carried out only at the documentation level. Of course, viewing documents, especially those accepted, is very important, but no less significant, to organize from two to three interviews that allow you to assess skills, professionalism, and personal characteristics. Special methods are known by which they reveal values, goals of a person, behavioral strategies to which a person resorts in everyday life. At the interview they check the ability to respond to changes in the situation in a crisis. If the values of the company and information about the person coincide, the person is hired. If there is no coincidence, taking a person is likely to be the first step to conflict.
Clear and understandable
In order not to have to deal with conflict resolution in the military team, labor, pedagogical and any other, the management personnel must immediately determine and tell everyone the "rules of the game." Clarification of the requirements for the workflow is an effective, reliable, effective way of managing people, subject to the prevention of a conflict situation. If the boss tells the subordinate that he has big plans and hopes associated with this person, he will probably be disappointed sooner or later. To avoid an unpleasant situation, it is necessary to convey to each person how exactly she should realize these hopes. To this end, it is reported by what criteria labor is evaluated, responsibilities, areas of responsibility, and boundaries of authority are clearly defined. For fixing use a stimulating system.
According to experienced specialists in this field, resolving conflicts in the teaching staff or any other labor force through a stimulation system is one of the most reliable ways to manage the confrontation between employees. It is necessary to evaluate and calculate the capabilities of such a system in advance, otherwise the results will be opposite to those conceived. For example, many enterprises give managers bonuses for sales volume, thereby encouraging them to offer discounts to any potential buyer, which is why the average profit level is falling. This leads to conflict, gives rise to disputes between departments. In order to neutralize such, it is necessary to determine common goals for all. For greater efficiency, revise the evaluation system.
Communication
If you turn to specialized publications that talk about the conflict in the team and its resolution (with examples of the actual implementation of certain methods), you will notice that many enterprises resort to corporate events and celebrations. It is believed that this is a good way to improve relations between people. Since the best way to resolve the conflict is to prevent it, activities for uniting workers should be organized before tensions arise. Supervisors help staff find common topics that would spread beyond work issues.
Persons specializing in conflict resolution indicate the presence of a rational aspect in any confrontation. Conflict is a kind of inflammation. It can be eliminated by dismissing one of the parties or by demotion. This is a stressful option, painful for people, but allowing the company as a whole to become healthier. The best approach is not to delay until the dismissal becomes the only possible option, but to identify the conflict at the stage of minor disagreements and teach people how to communicate without going over to the confrontation. As part of the training provided to employees, staff are trained to talk about frustrating moments without focusing on the personal interests of others. Some consider the best option "I-statements." This is a format for transferring information to another person related to the current issue, aimed at changing the attitude of a person without opposition.
On examples
Very often in everyday life in the office there are situations that give an idea of the importance of proper interaction. Consider an example of a conflict in a team and its resolution. A man comes to work and sees that on his desk all the items are moved by someone else - probably a colleague was trying to find something. Dissatisfied with the picture he saw, the employee reports that he may become angry, frustrated if others touch his things without notifying him. He says aloud that he would like every time he returns to work to see his desk in the state in which he left it, leaving his seat.
In such a situation, the “I-statement” includes an event, a person’s reaction and determining the optimal outcome. Such a statement will be useful in different situations. Especially good results are observed if a person is angry, angry, dissatisfied, seeks to express this, but does not want to start an open confrontation and tries to formalize his emotions as civilized as possible.
Is there an alternative?
It is possible to resolve interpersonal conflicts in a team using innovative approaches. These are the ways in which people express dissatisfaction, express their opinion on the weaknesses of the company, while not trying to call someone guilty, but looking for ways to solve the difficulty. First, the problem to be processed is formulated from the problem. Identify the benefits that an individual will receive, the company as a whole, if the problem can be solved. The next step is the formation of motivation, so that the staff wants to solve the difficulties. To create a zone of mutual understanding, the debaters change camps and consider relations from the opposite point of view.
An important aspect of resolving interpersonal conflicts in a team along this path is the determination of the key common values of the enterprise and the employed people. These values will become the foundation of decision making. Employees determine options for getting out of a controversial situation by a competent third-party person. That is, the people who offer the solution are well aware and investigated the problem, but are not inside it. They become consistent arbitrators. The purpose of the personnel involved in the work is to think over several solutions that will be beneficial for everyone.
Implementing this sequence provides an excellent and effective solution to the conflict. It is carried out at the expense of workers suggesting corrective measures. This allows us to eliminate the disadvantages of the company, to reach a new stage of development.
About types
Before talking about ways to resolve conflicts in children's groups, creative, labor, military, you need to look at the classification. The following forms are distinguished:
- business dispute;
- formalization;
- antagonism.
The dispute is the most constructive, often useful format. Participants disagree on a specific issue, have a clearly defined area of communication, and seek agreement. Formalization of relations is not so constructive. Disagreements are varied, concern numerous problems. If people avoid interaction and communicate in a strictly official format, we can safely talk about the development of this type of conflict. The third option, psychological antagonism, is considered the most destructive. Disagreements are unlimited, people cannot agree on anything, they always adhere to opposite points of view on the indicated problem.
On the confrontation in the military environment
Since among the military the problem of various conflicts is encountered quite often, numerous have been developed capable of resolving them. In a military collective, conflicts can be intergroup, affecting individuals, as well as developing within the same person. The unit commander must analyze the circumstances, collect the maximum data about the situation, evaluate the information received, the degree of its reliability, and assess the circumstances. Then they determine the method of settlement, clarify the data, implement the planned measures, after which they begin to fight the post-conflict state of the people who recently opposed each other.
Meditation and auto-training are considered ways of resolving conflicts (interpersonal and intergroup) in a military collective.Sometimes there is a need for the use of medicines. Among the solutions to the problem are training, exercises. A course of repeated trainings is possible. Sometimes it’s wise to organize a situational game or a business event.