In real life, sometimes it is not so easy to establish the true cause of the conflict. And without this, it is impossible to find the optimal solution to pay it off. It is for such difficult cases that it is useful to know the styles of behavior in a conflict that interlocutors can use. Depending on the circumstances, it is necessary to choose a certain strategy of action. How to act in a given situation, you will learn in the article.
Main models of behavior in conflict
The predictive style is distinguished by the avoidance of unwanted conflicts. A person with such a model of behavior tries not to succumb to provocations. Previously, he will conduct an analysis of hazardous areas, weigh the pros and cons. If at the same time the conflict is the only way out of the situation, then he will decide to start a dispute. With a predictive model, all options for their actions are thought out and the possible actions of the interlocutor are calculated. This style of behavior in conflict is characterized by the absence of emotional reactions or their weak expression. The preferred outcome is a compromise.
Corrective style can be characterized by a lag in assessing the situation. That is why the reaction to disagreements occurs immediately - immediately after the start of the conflict. At the same time, a person with such a model of behavior does not believe that there is a problem, but behaves very emotionally and unrestrainedly. Actions are characterized by fussiness, especially at the beginning of the conflict.
Destructive style is distinguished by the denial of the possibility of mutual concessions. Compromise is regarded only as a sign of weakness. Therefore, such a way out of the situation is considered unacceptable. A person with such a model of behavior constantly emphasizes the fallacy of the opponent's positions and his own correctness. At the same time, the interlocutor is accused of malicious intent, selfish motives and personal interest. A controversial situation with this way of behavior will be extremely emotionally perceived by both parties.
These were the main styles of behavior in the conflict. Within them, strategies can be distinguished.
Strategies of behavior
Researchers in the field of psychology identify five styles of behavior in a conflict situation.
- Cooperation.
- Compromise.
- Ignore.
- Rivalry.
- Adaptation.
Let's take a closer look at each style of behavior.
Cooperation
This is the most difficult behavior, but along withthe most efficient of all. Its meaning is to find a solution that would satisfy the interests and needs of all participants in the conflict. To do this, the opinion of everyone is taken into account and all the proposed options are listened to. The discussion proceeds calmly, without negative emotions. In conversation, evidence, arguments, and beliefs are used to achieve a result. This style of conflict resolution is based on mutual respect and therefore contributes to maintaining strong and lasting relationships.
However, you need to be able to restrain emotions, clearly explain your interests and listen to the other side. The absence of at least one factor makes this model of behavior ineffective. In what situations is this style best suited?
- When a compromise doesn't work, but a common solution is needed.
- If the primary goal is a shared work experience.
- There is an interdependent and long-term relationship with the conflicting party.
- We need to exchange points of view and strengthen the personal involvement of opponents in the activity.
Compromise
This is a less constructive style of behavior in conflict. Compromise nevertheless takes place, especially when it is necessary to quickly remove the accumulated tension and resolve the dispute. The model resembles "collaboration", but is performed at a superficial level. Each side is inferior to the other in some way. Therefore, as a result of a compromise, the interests of opponents are partially satisfied. Skills are required to reach a common solutioneffective communication.
When is compromise effective?
- When the interests of both parties cannot be met at the same time. For example, opponents apply for one position.
- If it's more important to win something than to lose everything.
- The interlocutors have equal power and make equally convincing arguments. Then collaboration turns into compromise.
- Need a temporary solution as there is no time to find another.
Ignore
This style of behavior of people in conflict is characterized by conscious or unconscious avoidance of showdown. A person who has chosen such a strategy tries not to get into unpleasant situations. If they arise, then he simply avoids discussing decisions that are fraught with disagreements. The most common is unconscious ignorance, which is a protective mechanism of the psyche.
Some people use this model quite consciously, and this is a justified move. Ignoring is not always shirking responsibility or running away from a problem. Such a delay may be appropriate in certain situations.
- If the problem that has arisen is not important for the party, and there is no point in defending their rights.
- There is no time and effort to find the best solution. You can return to the conflict later, or it will resolve itself.
- The opponent has a lot of power, or the other person feels they are wrong.
- If there is a possibility of opening dangerous parts indiscussion, after which the differences will only intensify.
- Other styles of behavior in conflict proved to be ineffective.
- Relationships are short-lived or unpromising, there is no need to maintain them.
- The interlocutor is a conflict person (rude, complainer, and so on). Sometimes it is better not to have a dialogue with such people.
Rivalry
This strategy is typical for most people, in which the interlocutor tries to pull the blanket over to his side. Only their own interests are valued, other people's needs are not taken into account, and opinions and arguments are simply ignored. The rival side is trying to force them to accept their point of view in all sorts of ways.
For coercion, position and power can even be used with this style of behavior. The parties to the conflict representing the opponent are often unhappy with the solution and may sabotage it or withdraw from the relationship. Therefore, rivalry is inefficient and rarely fruitful. Moreover, the decision made in most cases turns out to be wrong, since the opinion of others is not taken into account. When is competition effective in conflict?
- When there is authority and sufficient power, and the proposed solution seems obvious and the most correct.
- There is no other choice and nothing to lose.
- If interlocutors (often subordinates) prefer an authoritarian style of communication.
Adaptation
This strategy is characterized by giving up the fight and changing one's own position. The situation is smoothing outthe pliability of an opponent who believes that it is better to maintain a relationship than to quarrel and seek the right. With this style of behavior of the parties, the conflict is forgotten, but sooner or later it will make itself felt. It is not necessary to give up your interests. You can return to the discussion of the problem after a while and in a more favorable environment try to find a solution.
When is it best to make concessions?
- When the other person's needs seem more important, and their feelings about it are very strong.
- The subject of the dispute is not significant.
- If the priority is to maintain a good relationship, and not defend your opinion.
- There is a feeling that there is not enough chance to convince the interlocutor that one is right.
Types of people in conflicts
The style of behavior in conflict situations can be considered a little from the other side. Psychologists also identify the types of "difficult" people that can be encountered in a controversial situation.
"Steam boiler". These are unceremonious and very rude people who are afraid of losing their authority and believe that everyone should agree with them. If it is not so important to win the dispute, then it is better to give in. Otherwise, you first need to wait for the person to let off steam, and only then defend the rightness.
"Explosive Child". Such people are not evil by nature, but are extremely emotional. They can be compared to babies who are in a bad mood. The best solution would be to let them shout out, and then calm the interlocutor andmove on to finding a solution.
"Complainers". They complain about real or imagined circumstances. It is better to listen to such people first, and then repeat the essence in his own words, thus showing his interest. After that, you can deal with the conflict. If the opponent continues to complain anyway, then the optimal solution is to adopt a strategy of ignoring.
"Non-Conflict". Such people always give in to please others. But words can be at odds with deeds. Therefore, the emphasis should not be on agreement with the decision, but on the fact that the opponent will keep his promise.
"Silent". Usually these are extremely secretive people who are difficult to bring to dialogue. If avoiding the problem is not an option, then you need to try to overcome the isolation of the opponent. To do this, you need to reveal the essence of the conflict, asking only open questions. It may even take some persistence to keep the conversation going.
Conclusions
It can be summarized that there are different styles of behavior in conflict and types of "problem" people. The most correct and universal model does not exist. It is necessary to adequately assess the situation and communicate with the opponent depending on it. Only in this way will it be possible to mitigate the unpleasant consequences of the conflict in advance.
