Most people consider the conflict a purely negative phenomenon, which leads only to quarrels, contradictions and destruction. Nevertheless, this is an erroneous opinion. In addition to destructive, there are also constructive conflicts that lead to the solution of many hidden problems.
Definition of concepts
A conflict is a certain contradiction or confrontation that arises due to the incompatibility of the interests of the parties. It can occur between individuals or their groups in the process of life.
In accordance with the nature of the consequences, psychologists distinguish destructive and constructive conflicts. In the first case, there will be nothing but quarrels, negativity and strained relations. Sometimes destructive conflicts can go into the stage of physical violence. Often they arise on the basis of personal hostility, bias, desire to profit.
Structural conflicts have an absolutely opposite meaning. They help to solve obvious and hidden problems, relieve tension in the team, and strengthen friendly relations. If we are talking about enterprises, then managers sometimes deliberately provoke conflicts in order to defuse the tense atmosphere.
Constructive and destructive conflict - difficulties of assessment
It is worth noting that the confrontation between individuals or their groups is difficult to assess. To determine the variety is not always possible due to the following objective factors:
- There are no clear criteria by which to distinguish between constructive and destructive conflict. Most often this can be done only after the confrontation is over, when the consequences can be estimated (and even in this case the answer may not be unambiguous).
- Most conflicts, regardless of the environment in which they arise, are characterized by both constructive and destructive functions at the same time.
- The characteristics of the confrontation can vary significantly depending on what stage it is at. A constructive conflict can only become such after an acute phase or, conversely, go into the area of destruction.
- When evaluating a conflict, it is always worth considering the subjective side. So, one side can consider it constructive, and for the other it will be destructive. In addition, it is important to consider the interest of third parties who may be the initiators of the confrontation.
Constructive Functions of Social Conflict
Despite the general negative coloring of such a phenomenon as conflict, it performs a number of functions of positive significance. So, the constructive side of conflicts is as follows:
- the conflict allows you to identify contradictions and problems at the very moment when they have reached the stage of maturity and need to be addressed immediately;
- can act as a mechanism to relieve tension in society and resolve a situation that is a source of stress;
- in the process of finding ways out of the conflict, individuals can integrate, showing mutual assistance and understanding;
- as a result of resolving a controversial situation and eliminating its source, the social system becomes more stable;
- timely conflict may warn against more serious clashes and contradictions.
Thus, it is impossible to unequivocally talk about the negative nature of the conflict. Constructive social conflict is not aimed at exacerbating, but at solving problems.
Constructive Functions of Interpersonal Conflict
Constructive interpersonal conflict performs the following positive functions:
- allows you to discover the true character traits of the opponent, as well as identify the true motives of his behavior;
- Conflict situations contribute to the strengthening of character and the formation of personality;
- contributes to the adaptation of personality in society, its self-realization and self-affirmation.
Destructive Functions of Conflict
Conflicts are characterized by the following destructive functions:
- in view of the fact that the confrontation can go from verbal to physical, there is a high risk of material losses, as well as human casualties;
- disorganization of society due to tensions;
- slowdown in socio-economic development due to disruption of interpersonal and intergroup relations;
- in the process of confrontation, new conflicts may open, which will be even more destructive in nature;
- decreased discipline and disorientation;
- deterioration of the psychological climate in a team or society;
- from the point of view of an individual person, self-doubt may develop, disappointment in beliefs and values may occur;
- negative assessment of others;
- during the conflict, protective mechanisms of the psyche can work, which can lead to destructive behavior or painful conditions.
Types of Conflict Persons
A constructive solution to the conflict is not always possible due to the individual characteristics of its participants. Psychologists identify six types of personalities that most often come into confrontation with others:
- demonstrative - they like to be in the center of events, quite emotional, and therefore often initiate disputes and confrontations;
- rigid - due to excessive self-esteem and resentment, they often neglect the opinions and interests of others, which leads to serious conflict situations;
- uncontrollable - characterized by excessive impulsiveness and lack of self-control skills;
- ultraprecise - too exacting to themselves and others, picky about trifles, incredulous;
- conflicting - purposefully enter into confrontation with others, considering such behavior as a way of manipulating and achieving goals;
- conflict-free - they are afraid of any disputes and confrontations, as a result of which they can provoke aggression and irritation of others, which leads to the opposite effect.
Conflict Behavior Models
Three main models of conflict behavior can be distinguished, namely:
- Destructive is characterized by a desire to exacerbate confrontation and increase tension. A person may try to involve even more participants in the conflict, expanding its scope. This model is characterized by the following:
- neglect of a partner in order to reduce his role in resolving a dispute;
- personal insult and negative assessments of activity;
- open manifestation of distrust and doubt;
- deviation from the moral and ethical standards of communication.
- Constructive behavior in the conflict is aimed at "extinguishing" the confrontation as soon as possible and solving the problem through diplomatic means. If one of the participants is aimed at reconciliation, then he will show restraint and self-control, regardless of the opponent’s behavior. It is important to behave openly and benevolently, while maintaining laconicism.
- A compromise model of behavior is aimed at finding an alternative solution, it is peculiar to self-doubt individuals. They show themselves passively enough and evade direct answers to questions. Participants do not insist on the observance of their interests and willingly make concessions.
Constructive development of the conflict
In order for the conflict to develop according to the constructive scenario, the following conditions must be met:
- participants recognize the existence of disagreements, try to understand their nature and recognize the opponent’s right to respect their rights and uphold their personal position;
- Before proceeding with the elimination of the causes of the contradiction, the negative manifestations of the conflict, such as increased tone, mutual insults and so on, should be completely eliminated;
- if it is impossible to reach consensus on our own, then it is possible to involve a third disinterested party in resolving the contentious situation, which can give the problem an objective assessment;
- Consent of all parties to the conflict with established rules of conduct, which contributes to effective communication.
Smoothing destructive conflict
It is worth noting that a conflict destructive in nature can have a very favorable outcome. In this regard, the following constructive methods for resolving conflicts are distinguished:
- Eliminating the cause of the confrontation by limiting the contacts of the parties. If we talk about managing the organization, then we can talk about the delimitation of powers or personnel changes.
- Strengthening interaction between conflicting parties. If the confrontation does not concern directly performed duties, then it is advisable to set a common goal in front of them, which will force participants to search for a common language.
- Stimulating an independent search for a way out of a conflict situation. Moreover, it does not have to be a question of encouragement in the event of an early completion of the confrontation. It is quite possible to develop a system of sanctions that will work if the dispute is not settled.
Conflict management
Management of constructive conflicts includes the following basic techniques:
- A clear distinction between the subject of conflict and its participants. It is unacceptable to criticize personal qualities or interests. Thus, all attention is focused directly on the problem.
- Develop options that satisfy both sides. In order to reach a common solution, the parties to the conflict should focus all their efforts not on personal confrontation, but concentrate them on the search for alternatives. It is worth rallying against a problem, and not opposing each other. The brainstorming method works well here, to which you can also attract third parties.
- The use of objective criteria implies an objective view of the problem regardless of the interests of the parties to the conflict. In this case, a decision can be made that will be stable and neutral.
- Exclusion of the influence of principled positions. First of all, each of the parties should decide on what its rational interest is in one or another development of events. It is possible that the conflicting parties will have them in common or, at least, will not be mutually exclusive.
Conflict ending
The end of the conflict can take the following forms:
- resolution - the parties to the confrontation through joint efforts have come to a final decision that, to one degree or another, satisfies their interests;
- settlement - elimination of the contradiction by the efforts of a third party;
- attenuation is a temporary or complete cessation of an active confrontation, which may be associated with both the depletion of the resources of the participants and the loss of relevance of the cause of the conflict;
- elimination of the conflict consists in the “liquidation” of its structural elements (way out of the dispute of one of the parties or a long absence of contacts between opponents, neutralization of the problem);
- in some cases, the current conflict may lead to the emergence of new confrontations around the objects that were identified in attempts to resolve it.
conclusions
Despite the fact that most people consider the conflict a purely negative phenomenon, this is not entirely true. It may well be constructive. Moreover, in some cases it is simply necessary. So, for example, the leaders of some organizations deliberately provoke constructive conflicts in labor collectives. This helps to identify existing problems, relieve emotional stress and create a healthy working atmosphere. It is also worth remembering that with a competent approach to conflict management, even a destructive confrontation can have a constructive conclusion.