Conflicts are, unfortunately or fortunately (depending on their outcome), almost an 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 differences in goals, behavior or attitudes. The interests of the parties to the conflict do not coincide, while each side is trying to make sure that its point of view is accepted, and the enemy insists on his position. Conflict, as a rule, is accompanied by negative emotions and is the most acute form of showdown.
It often happens that the result of the conflict are actions that go beyond the generally accepted rules and social norms. There is a whole science that studies conflicts. It's called conflictology.
Not only people are capable of sorting things out. In nature, collisions also occur between individuals and groups.animals. This indicates that conflict plays an important role in the interaction of all living creatures on the planet.
Causes of conflict
Among the main causes of conflict are the following:
• Distribution of resources. As a rule, in any environment, the number of resources is limited. At the same time, each individual is characterized by the desire to take possession of as many valuable assets as possible. On this basis, clashes arise, 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 departments. All of them are united by one task, however, to achieve it, each has its own roles. When someone does not cope well with 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, on the way to fulfill their task, encounter any obstacles caused by the actions of other elements.
• Differences in purpose. It often happens that the goals that people or a group of people set for themselves differ 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 experiences and values. People who differ in their level of education, age, ideas about life and theirhabits may occasionally conflict with each other.
Classification of conflicts
If you take the main causes of conflicts and combine them, you can get a classification of emerging disagreements. For example, if we consider conflicts of interest from the perspective of a party to the conflict, this suggests the following classification:
• conflicts between individuals;
• between a specific individual and a group of individuals;
• among groups;
• between social communities;
• between ethnic groups;
• interstate conflicts.
You can also highlight social conflicts based on motivation. There are three blocks in total:
• 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 life attitudes.
Classification of conflicts is a method of determining them, 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 causes of the disagreement.
Social functions of conflict
The social functions of conflict can be both positive and negative. The impact of conflict depends largely on the social system. In those groups that are freely structured, where conflict is the norm, and at the same time developedeffective mechanisms for its settlement - contradictions contribute to an increase in resilience, dynamics and progress. If the social group has a totalitarian organization, where the conflict is not allowed and is suppressed by only one method - by force, then the conflict leads to disintegration and dysfunction. When unresolved differences accumulate, they lead to serious social problems.
Positive sides of the conflict
Confrontation is an integral source of the development of society and the changes taking place in it. When properly developed, conflict has positive results. These include:
• Progressive changes. Any new undertaking presupposes the denial of the old. This is a kind of conflict between the established foundations and new trends. Since there is a human factor behind any action, the confrontation between the adherents of the old and the new is inevitable.
• Mobilization of resources and attention. The positive aspects of the conflict in this case are manifested in the fact that it provokes people to take actions that are necessary to resolve any uncomfortable situation. It is possible for a long time because of mutual respect, unwillingness to provoke scandals and other things to bypass difficult issues. But when a conflict arises, you have to solve problems, mobilizing all the necessary resources and means for this.
• Involvement of the population in urgent problems. The conflict draws public attention to difficult issues, and this, in turn, provokes people toactions that contribute to the resolution of a negative situation.
• Development of freethinking. The conflict, as a rule, exacerbates the situation and contributes to the elimination of the “submission syndrome”. The positions of the parties to the conflict are defended by its participants with great zeal, awakening in a person all his hidden resources.
Negative sides of the conflict
The negative sides of the conflict are dysfunctional phenomena that lead to a decrease in the effectiveness of the organization. If we consider in more detail the negative aspects of the contradictions, among them we can distinguish the following:
• Distracting people from real problems and goals. It often happens that the goal of defeating the enemy overshadows reasonable arguments, and selfish interests begin to prevail. In this case, the conflict does not solve pressing problems, but only diverts attention from them.
• Growing dissatisfaction, depression, distrust of others and leadership. These phenomena reduce the efficiency of labor and do not contribute to the disclosure of the potential of people.
• Fruitless waste of strength, energy and resources for the internal struggle. In conflict situations, people spend certain resources, and when these costs do not contribute to improving the unfavorable situation, this causes an unjustified loss of resources that could be used in a more necessary direction.
Characters 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 evenbe aware of the true goals and objectives of the confrontation.
The instigator is a direct participant in the conflict. It is he who initiates the showdown.
The subject of the conflict is a person or group of people who creates an opposing situation. The subject is able to sufficiently influence the course of the conflict, focusing on their interests. The subject also influences the behavior and position of the participants in the conflict, involves new actors in it and is able to cause changes in social relations.
The parties to the conflict are new entities that are capable of acting as an independent whole. The parties to the conflict include only those social entities that take active actions in relation to each other. The parties to the conflict are units that form around newly emerging issues from the remnants of old, disintegrated groups.
Indirect participants in the conflict
Indirect participants of the parties to the conflict are subjects who play an episodic role in the 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 are not directly involved in the 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 sooner or later resolved or frozen. In order to eliminate contradictions and constructively resolve the issue, it is necessary to recognizethe existence of the conflict and identify its main participants. Then it is worth organizing the negotiation procedure, discussing sensitive issues, searching for compromise solutions and putting into practice the adopted resolutions.
If such results can be achieved, the conflict can be considered a positive phenomenon with positive consequences.
