The conflict, that is disagreement between two or more parties, participants or groups of participants – absolutely normal phenomenon of life. Any conflict evolves from a contradiction and surely it is in one way or another allowed (this process can sometimes be very slow, long and multiassembly).
In general, in modern psychology such direction as conflictology which, actually, and studies a subject is allocated. It is necessary to understand that the conflict – the phenomenon not always negative as the conflicts can lead as to destructive, and constructive decisions (in the last cases, any given situation becomes more harmonious).
People interact in the course of joint activity, and, certainly, the conflicts arise constantly. And because of the personal relations, and as a result of the different relation to various working moments. The working conflicts are absolutely normal. Moreover, the working conflict is a way of resolving the situation. It is necessary to treat it whenever possible calmly. However the fact that we are after all people some images, obliges each of us (in the slightest degree competent and well-mannered) with participation in the conflicts to behave adequately, decently and structurally (after all, it works not only that is called for advantage of business, but also upgrades the rating and authority of the personality).
The conscious choice of the main strategy of behavior of the personality in the conflict is very important. For constructive resolution of conflict it should be operated.
5 strategy of behavior in the conflict
Persistence (can reach extent of tough coercion)
One of participants of behavior (or group) tries to force another to accept (others) the point of view (that is to work by order of), without reckoning with their opinions and interests. Naturally, such strategy does not lead to improvement of psychological climate in group at all and worsens the relations between parties of the conflict. However such way of resolution of conflict can be very effective for performance of a task, especially if the situation threatens existence of the organization (group) or is an obstacle in a way of achievement of the chosen purposes.
Leaving (that is evasion)
The participant aspires in any possible way to leave from the conflict (certainly, and from participation in decision-making). Of course, such position can be appropriate in cases when the subject of disagreements is not of the special value when at the moment there are not enough conditions for structurally resolution of conflict if one of participants essentially does not wish to continue (for value and ethical reasons) when conflict the situation is not quite realistic.
Adaptation (that is, compliance)
Participants of the conflict refuse own position and the stated interests to concede to another. Such decision is expedient in cases when the subject of disagreements has for this participant of a conflict situation smaller, than relationship with the opponent value. Heads, however, should understand that frequent practice of such choice harms efficiency of actions of group.
Compromise
One or both the parties participating in a conflict situation come to the agreement, conceding each other only to a certain degree. In situations of management of actions of group the ability to a compromise is highly appreciated very as not only causes rather quickly and to effectively resolve a conflict situation, but also harmonizes the relations. It is necessary to understand, nevertheless, that the compromise can result in a certain dissatisfaction of participants of the conflict subsequently. On this soil there can be new conflicts.
Cooperation (often the most effective and harmonious strategy, behavior of the clever and well-mannered people seeking to find a solution)
Participants of the conflict respect opinions of others and seek to understand each other. Such position not only creates all-convenient approach to the analysis of the reasons of contradictions and disagreements, but also helps to find solutions, acceptable for parties concerned.