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The anticipation and prevention of conflicts in a stage of a conflict situation

The anticipation and prevention of conflicts in a stage of a conflict situation

The word “the conflict” (lat.— collision) means a collision of two or more social groups, organizations, persons and t. d. for the purpose of one of the parties to realize their material or spiritual interests at the expense of another. It is a struggle, where a variety of different ways, to achieve victory. American sociologist L. Coser in the work “The functions of social conflict” noted: “Social conflict is the struggle of people, who have different values for the status of, power, new goods. The aim of this struggle is not only an achievement to the desired values, but neutralization, limitation of action, and even the complete exclusion of the opponent from the game.

Each social system, he wrote an Italian economist and sociologist Vilfredo Pareto, is a heterogeneous, heterogeneous. Between its individual elements constantly arise any contradiction, disputes, based on specific interests. Of course, not’s definitely, the presence of these contradictions duties’s definitely caused a conflict, but under certain circumstances the possibility of an explosion of conflict always exists. At the core of each conflict is, it’object (the reason).

 

As noted by the Scottish sociologist Tom Barnes, most of the leaders of modern organizations one degree or another try to Express their attitude to the political activity of this or that politician, hoping, what if you win in elections, the inclusion in the government Commission and t. d. you will be in a conflict situation to rely on.

Classification of conflict

Conflicts and conflict situations are companions of man in different spheres of life. By volume they cover different social structure. Basing quantitative characteristics, P. Sorokin has divided conflicts into two main types: interpersonal and group. Such classification, but a more detailed podas K. Bolling. He identifies the following types of conflicts:

1) between persons (interpersonal);

2) between groups;

3) between organizations;

4) between individuals and groups (within the organization);

5) between individuals and organizations;

6) between groups and organizations.

Several different classification takes the A. Obershall. In accordance with his opinion, conflicts in organizations can be divided into three types:

1) conflict in small groups (interpersonal);

2) conflicts between small groups (micro conflicts);

3) conflicts between large (secondary) groups.

Types of conflict from the point of view of their manifestations

Sociologists believe, from the point of view of the existence of conflicts can be divided into the following types:

1. O’tivni. This is such a conflict, which arose on the basis of’exception reason and already exists.

2. Partly’tivni. This is a group conflict, based on how’objective reasons, where’s subject is the struggle for material and spiritual values, and illusory, o’the object of which is the phenomenon of neglect, the diversity of characters, personal hatred, and the like.

3. Sub’tivni. It is this type of conflict, which arise on the basis of ideological, ideological or political contradictions, inadvertently or purposefully transferred sub’s the object’object.

4. Complex. This situation, when the conflict has several o’objects, and is so complex, what at first glance looks impossible. In this case, an expert in the theory and practice of conflict and Henrik Baliszewski, should be clearly defined, what was the o’the object of the first explosion of the conflict, and neutralize it, then proceed to the next and t. d. But when the conflict erupted at a time, you can solve it comprehensively, but this should be done vigorously and immediately.

5. Hidden. This conflict, which is about’objective basis, but it is so covered with various kinds of layers, difficult, at first glance, to identify. The difficulty of their solution is, what about a real’the object of the conflict may be misinterpreted as one of its layers. One is solved, but here arises another and t. d. So hidden conflicts, sociologists say, unlike other types, “rostagno” in time and require enormous efforts to neutralize them. The complexity is a hidden conflict in the fact, it happens “fragmented” on parts, that is, when It’object is not only within the organization, but also outside of it.

6. Fake. This conflict, which has little’exclusion grounds, and the only reason is psychological intolerance, that is quite often not justified (“Can't tolerate it and don't know what”, “What is he like this, well not like everyone else… And words don't find…” — here “arguments” one of the conflicting parties).

Especially the prediction of conflicts

Forecasting conflict is an educated guess about the possibility of their occurrence and development. It is based on studies of conflicts and practical work on the diagnosis of social contradictions, are brewing.

In practice, many external incentives for conflict can be anticipated and eliminated. These incentives are related to the cyclicity of life production system, its natural development and reform (the redundancy, change of tasks, etc). Analyzing the incentives, it is possible to predict the likelihood of conflict, and therefore, to develop ways of preventing its occurrence.

The forecast is an indication with the defined probability of place and time of occurrence of future conflict, that is based on a psychological diagnosis of all the components and content of the conflict.

To improve the accuracy of predictions of conflict and development, need:

1.             To develop a descriptive model of conflict, that involves determining their essence, classification features; the description of the structure, functions, the evolution of, dynamics;

2.             To form an explanatory model to identify the causes and drivers of conflict.

The prediction is based on the analysis of the structural components of conflict, which include:

1.             The problem (the presence of, the complexity, the ability to solve);

2.             Conflict situation, it is a condition of a possible conflict, the relationship between the parties, directions of development (increase or decrease the number of contradictions);

3.             Signals, the frequency of their occurrence and the likelihood of them stimulate conflict;

4.             incidents (frequency, regularity, characterization of the response of the participants);

5.             The potential participants, their personality traits, willingness to conflict action, value orientations and motives of behaviour.

Forecasting, as, however, and prevention — these are the types of control actions, what is appropriate in the early stages of the emergence of social contradictions. The sooner the discovered problem situation of social interaction, the less effort you must exert to effective solutions. Function early detection of social contradictions, and a reasonable supposition of their occurrence and their development on the basis of conflicting situations, provided forecasting.

In the management activities of chief importance is the ability to predict possible emergence and development of conflict. This is necessary because, the company along with destructive conflict, which create obstacles for productive activities, possible and constructive conflict, the development and timely solution which increases the efficiency and coherence, helps successfully to achieve the intended goals.

In the forecasting of industrial conflict there are two block action: analytical and prognostic.

The analytical unit includes such operations: revealing socio-psychological characteristics of the potential subjects of the conflict; the analysis of the history and current state of the relationship between them; identification of possible or existing components of contradictions between the subjects of; the importance of these components for all of the team members; definition of terms, the disharmony in the interactions can lead to conflict; clarification of the socio-psychological characteristics of all employees, that can take part in the conflict, and analysis of their possible relationship with the likely parties to the conflict.

 

On the basis of the analysis of operations of a predictive block. These include: the definition of possible strategies of behavior of the immediate participants of the conflict; identification of possible intensity of the conflict; clarify the strategic behavior of other parties, that will be able to take part in the conflict or to avoid it; identify possible solutions to the conflict, its sharpness, the duration and anticipated effects.

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