Classification of conflicts: essence, causes and types

Essence and classification of conflicts

Most experts define conflict as a way of resolving certain contradictions that are the result of disagreements, divergent interests, worldviews, and so on. Tension and negative emotions inevitably arise between the participants in this process.

Each of the parties to the conflict firmly defends its position, not wanting to make concessions or reconsider its opinion. In this case, a prerequisite is the incompatibility of the parties’ points of view or their complete contradiction. It is also worth noting that such situations can arise not only between individuals, but also between their groups, as well as within one individual.

The presence of a conflict can be determined by its main features, namely:

• contrasting two points of view regarding the same issue;
• active opposition, accompanied by emotional tension;
• the presence of active subjects who constantly maintain the conflict situation in the active phase.

It is worth noting that the variety of situations that cause contradiction is reflected in the classification of types of conflict. It can be based on the following features:

• duration (long-term, short-term, one-time);
• volume (personal, local, global);
• source (false, subjective, objective);
• means (violent, passive);
• form (internal, antagonistic, external);
• character (spontaneous, intentional);
• by spheres of life (family, ethnic, political, economic).

The concept and classification of conflicts are the subject of study of such a science as conflictology. Psychology, sociology, philosophy and other areas of knowledge are inextricably linked with it.

Technologies for working with conflicts

Conflict management algorithm

Search for solutions:

• Establishing common goals for conflicting parties;
• Providing information that may not have been available previously;
• Reducing emotional stress;
• Involvement of third parties in the search for a solution;
• Proposing solutions to each party.

Selecting the optimal solution:

• Estimation of required time;
• Assessment of possible results;
• Assessing the level of relationships.

Perception of the conflict situation

The problem of images (information models) of a conflict situation available to each of the participating parties began to be considered in conflictology relatively recently, since the late 60s. The image of a conflict situation is understood as a subjective picture of a given situation that develops in the psyche of each participant. It includes:

• opponents’ idea of ​​themselves (their goals, motives, Values, capabilities, etc.);
• about the opposing side (its Goals, motives, values, capabilities, etc.);
• each participant about how the other perceives him; about the environment in which specific relationships develop.

It is the ideal pictures of the conflict, and not the reality itself, that determine the behavior of the parties. As noted by N.V. Grishin, a person not only reacts to a situation, but “defines” it, while simultaneously “defining” himself in this situation, and thereby he creates, “constructs” a conflict situation. The degree to which the image of a conflict situation corresponds to reality may vary. Based on this, four cases are distinguished:

1. The conflict situation objectively exists, but is not realized or perceived by the participants. There is no conflict as a socio-psychological phenomenon.
2. An objective conflict situation exists and the parties perceive the situation as a conflict, but with certain significant deviations from reality (the case of an inadequately perceived conflict).
3. There is no objective conflict situation, but nevertheless, the relations of the parties are mistakenly perceived by them as conflicting (a case of false conflict).
4. The conflict situation objectively exists and, according to its key characteristics, is adequately perceived by the participants. Such a case can be called an adequately perceived conflict.

Factors of distortion of perception in a conflict situation:

• The influence of negative emotions on perception;
• Availability of objective information about the situation;
• The significance of the subjects’ goals in the context of the situation;
• Psychological characteristics of the subjects (temperament type, character traits, inclinations, and so on);
• Mental state (stress, health problems, frustration, alcohol or drug intoxication);
• The degree of misunderstanding between people;
• Dominance in the minds of opponents of the “aggressive concept of the environment”;
• Negative attitude formed towards the opponent;
• Stereotypes and irrational ideas, our expectations of what others and the world in general should be like.

Types of conflicts

Psychologists have developed the following classification of types of conflicts:

• genuine - actually exists and is formed on the basis of real problems or around specific things;
• random - occurs spontaneously and is not thought out in advance (can be resolved at lightning speed or develop into a serious problem);
• displaced - when during the conflict it is not the problem that is on the surface that is being solved, but hidden or veiled issues;
• incorrect - when a conflict arose for no apparent reason due to misunderstanding or inattention of one of the parties;
• latent - actually exists, but is not fully realized by individuals, which is why it does not turn into open confrontation;
• false - has no objective reasons, but arises on the basis of emotional tension or personal hostility.

Each of the above types can be applied to one or another classification criterion. They are found both in private and public life, as well as in political and economic life.

What is conflict

There is an idea that conflict is always a negative phenomenon, and the organizations or individuals in which it arises suffer from poor management or self-control, but in fact, many use conflict for their own purposes and thereby try to benefit themselves.

Conflict is a lack of agreement between two or more parties when each party tries to get its point of view or goal accepted and prevents the other party from doing the same.

• A type of social interaction aimed at resolving contradictions;
• Contradictions arise as a result of a clash of different (multidirectional) interests.

The conflict consists of two elements:

1. The subject of the conflict is objectively existing or imaginary interests that serve the main conflict. This is a contradiction, because of which and for the sake of resolving which the parties enter into confrontation.
2. Conflict actions - This is the form and content of interaction between interlocutors, their actions to resolve the conflict, aimed at preventing the opposite party from achieving its goals.

Causes of conflicts

The emergence of a conflict situation is always preceded by some kind of push. It can provoke a clash of interests, which in the future will develop according to a certain scenario. The most common classification of causes of conflict is as follows:

• Objective reasons: distribution of material or other resources (each party strives to obtain the greatest benefit, as a result of which a contradictory situation arises);
• task intersection (when people perform certain functions that may overlap or contradict each other);
• contradiction of goals (people, teams or departments that interact with each other may set guidelines that may contradict each other);
• ways to achieve goals (individuals interacting within the same team may have different views on achieving results);
• disruption of communications (as a result of improperly organized connections, contradictions and inaccuracies may arise).

Knowing the main reasons that lead to conflict situations, you can timely take appropriate measures to prevent or eliminate them.

Where do conflicts come from?

There are only two reasons for conflicts:

Objective factors:

• Conflict of interests – Lack of time, limited resources, opposing goals;
• Action of third parties;
• Lack of information.

Subjective factors:

• Personal relationships – One-sided or mutual hostility, mistrust.
• Unfounded suspicions;
• Gossip.

Categories of conflicts

Conflicts can be external and internal. We consider external disagreements to be those that occur outside of your work or personality. But internal ones are the opposite. See the picture below.

Conflict functions

Every year the classification of conflicts becomes more and more broad. The functions of conflicts can be both positive and negative. The first include the following:

• during the conflict, the problem may be resolved or the contradiction between the parties may end;
• in the process of confrontation, hidden personality traits may appear that others were not previously aware of;
• due to the fact that negative emotions are given vent, tension subsequently weakens;
• conflict is a kind of step to a new stage of interpersonal relationships;
• in the event that an individual defends public opinion during a confrontation, his authority can increase significantly;
• For an individual, participation in a conflict can be useful in terms of finding one’s place in society, as well as self-realization.

The classification of conflicts shows us their prevalence, as well as their inevitability. But, unfortunately, among their functions there are also negative ones:

• creating psychological tension in the team;
• high risk of violence as the controversy escalates;
• stressful situations have a negative impact on health;
• as a result of the conflict, strong interpersonal and other connections may be destroyed;
• decrease in the effectiveness of collective and individual work;
• a habit of quarrels and violence develops.

We can conclude that the conflict cannot be regarded as an exclusively negative or exclusively positive phenomenon. This is a rather multifaceted situation, which, with proper management, can be translated into a constructive direction.

Tips for Conflict-Free Selling

1. You should see personality and individuality in each client;
2. Try to understand the client's personal needs by asking open-ended questions. For example, “What is important to you when choosing this service or product? What are you paying attention to?” By answering these questions, the client will definitely show his individual needs, without knowing which, you will not be able to convince him of anything;
3. Before you start making a presentation, make sure you have correctly identified the client's needs. To do this, it is enough to clarify or summarize his answers;
4. Don't try to convince a person if you don't understand or know what he really wants to get from the product or service;
5. Don't rush anywhere, be consistent. When interacting with a client, the sale should first of all be in the form of a dialogue. Don't try to tell the client everything you know. You will make a favorable impression only if you listen to the client, understand and tell him what he wants to hear.

If we talk about conflicts that arise in work processes, then try to think and act several steps ahead. The basis of any conflict situation lies in a disagreement of interests. Try to understand what your opponent needs and compare it with your interests.

Thanks to this work done in advance, you can be prepared for the development of any situation and will most likely be able to avoid conflict.

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Classification of social conflicts

Social conflict arises as a result of disagreements between individuals living or carrying out their activities within a certain social framework. The reason may be a divergence of interests, opposing goals, as well as incompatibility of beliefs and values. The classification of social conflicts is as follows:

• In accordance with the number of participants: intrapersonal - arise when an individual is faced with a dilemma regarding making an important decision;
• interpersonal - a clash of interests of several people;
• intergroup - a discrepancy in points of view on certain issues among several groups.

The category of social conflicts is one of the most important for study, because it permeates all spheres of human life. In addition, these situations can be projected onto more serious problems in order to develop similar solutions for them.

Interpersonal conflicts

Interpersonal conflict refers to a clash between individuals that arises as a result of certain disagreements. The stumbling block in this case may be the opposition of interests, goals or worldview. The classification of interpersonal conflicts is as follows:

• In the direction: horizontal conflicts - arise between people of the same status who are not bound by relationships of subordination;
• vertical - can develop between individuals due to class or service inequality.

The classification of interpersonal conflicts can be considered both independently and in interaction and intersection with other varieties.

General conflictologyVladimir Speransky, 2015

1.1. The concept of conflict, its types and types

A conflict is a confrontation between two or more parties that are interconnected but pursuing their own goals. Conflicts can arise wherever there is development, both in living and inanimate nature, and accordingly the term “conflict” is used in the analysis of biological, physical and social phenomena.

In accordance with the subject of consideration, we are interested in conflict not just in living nature, but specifically in society. Conflict appears where mutual agreement cannot be reached. If tension arises between the parties that does not have an antagonistic basis, it can be overcome. Even if it is not possible to reach complete agreement on all issues, then quite often the parties do not move to the level of escalation of the conflict. That is, even in this case, tension does not develop into conflict, since a certain agreement promotes a tolerant attitude of the parties towards each other even on issues on which disagreements remain.

Conflict

(from Latin
conflictus
- collision) - the process of development and resolution of inconsistency of goals, states, relationships and actions of people, communities, determined by objective and subjective reasons. Conflict is a manifestation of connections and relationships between people, an individual and a social group, as well as between different groups.

The classification of the main types of conflicts is a theoretical, purely abstract procedure. As G.V. Plekhanov noted at one time, thanks to the process of abstraction, various aspects of the social whole take the form of separate categories, and various manifestations and expressions of human activity turn in our mind into special forces, supposedly causing, conditioning this activity, being its last reasons. Only in theory is it possible to isolate one or another type of conflict relations, and even more so their certain aspects, from a single social whole.

There have been many attempts to create a typology of conflicts. The complexity of typologization from a theoretical point of view is caused by the lack of uniform generally accepted scientific principles and the strong difference in cognitive prerequisites among different authors. From a practical perspective, typology can help in developing specific criteria for intervention in conflict situations. Typology is no less important from the point of view of analyzing the causes of a particular conflict. The organizational and technological complexity in this case is that the classifications already created by well-known and recognized scientists make it difficult to introduce new bases, which will certainly lead to some overlap with the criteria of other authors.

Doctor of Political Sciences, Professor at Salzburg and a number of other European universities, head of the consulting firm TRIGON

(Vienna) Friedrich Glasl outlined the purpose of typologization as follows: “Typology should help us first to outline the main elements of the conflict and roughly localize them, for example, to exclude in advance certain issues and possible actions. By identifying the type, it is possible to decide in advance in which field it is appropriate to carry out an intervention so that it does not cause harm... In most cases, rapid intervention in a conflict situation is required, which brings quick relief or, at least, prevents further spread of harm. But every diagnostic intervention is at the same time an introduction into a conflict situation.”

F. Glasl conventionally divided conflicts into three categories: by the subject of the dispute, by the forms of manifestation, by the properties of the conflicting parties, their positions and mutual relations. In addition, he compiled typologies focused on action and conflict frames.

In this textbook we consider only conflicts that are social in nature.

Social conflict

most scientists interpret it as “the highest stage of development of contradiction in the system of relations between people, social groups, social institutions, and society as a whole, which is characterized by the strengthening of opposing tendencies and interests of social communities and individuals.” These are conflicts between social actors: individuals, groups, organizations. The subject of study of the sociology of conflict can be the causes and dynamics of social conflicts, ways of resolving and preventing them.

The definition of the main types of social conflicts depends on what will be taken as the basis for the classification. A. G. Zdravomyslov considers needs, interests, and values ​​as the driving forces of conflict, cross-analyzing them in the main spheres of life: economics, politics and spiritual life. V.N. Amelin also classifies conflicts according to a cross-sectional scheme, taking as a basis the forms of conflicts (role, administrative, political) and their participants (interpersonal, intergroup, institutional).

N. F. Fedorenko and V. P. Galitsky consider the duration of the flow, the content of the conflict, its object, the force of influence on the participants, the form of manifestation, the source of occurrence, consequences, etc. as signs of typology. O. N. Gromova classifies conflicts “depending on a number of factors: the method of their resolution, the scope of manifestation, the direction of the impact, the degree of expression, the number of participants, the presence of an object of conflict, the needs affected.”

Conflicts in society can be divided simultaneously depending on the interests of the parties involved in the conflict, and on the spheres of society in which they arise and develop. For example, both conflicts that arise in politics and conflicts that arise for political reasons can be called political. Similarly, conflicts developing in the economic sphere of society and those caused by economic reasons are called economic. All conflicts that exist in society are social in nature, because they arise and develop on a social basis - between specific people or their various formalized or informal groups. However, the concept of “social conflict” should be analyzed in a narrower interpretation, considering the social as part of the public sphere along with other areas: economic, political, spiritual and cultural. Let us examine in more detail the main types and types of conflicts that arise in society.

Social conflicts

arise both in the sphere of work and during non-working hours in the process of communication between people and social groups. The authors of the textbook agree with the broadest definition of social conflict given by the already mentioned Friedrich Glasl: “Social conflict is an interaction between parties (individuals, groups, organizations, etc.), in which at least one party is aware of incompatibility in thinking/perception/ perception, and/or in feeling, and/or in will with the other party (other parties) in such a way that in implementation it encounters opposition from the other party (other parties).”

A. Ya. Antsupov and A. I. Shipilov “social conflicts include: interpersonal, between an individual and a group, between small, medium, large social groups, interstate.”

An important role in the analysis of conflicts is played by the question of the motivation of the conflicting parties. Depending on motivation

Researchers identify three blocks of social conflicts:

1) arising in connection with the distribution of power and positions;

2) regarding material resources;

3) regarding the values ​​of the most important life attitudes.

Determining the main types of social conflicts is necessary not to differentiate them in practice according to some special specific characteristics, but in order to take into account as much as possible the reasons for its occurrence and possible options for its development when overcoming a specific conflict. Specific conflicts and their system for a particular social group are a single whole because the active stage of a social conflict is preceded by social tension, which manifests itself primarily at the socio-psychological level. As the conflict situation develops, the state of tension between the parties can change both upward and downward. In every social group, even in societies at a low level of development, a more or less dynamic process of social stratification can be found. Various contradictions appear between the emerging layers, which can cause various conflicts. Conflicts that arise between individual segments of society involve not only economic, but also social interests, such as considerations of prestige. The subject of a separate conflict may be everything that concerns the life of a particular social stratum.

Economic conflicts

represent a certain set of conflicts based on the economic interests of individuals, groups, and organizations. The economic activities of people, especially the production of goods that satisfy multiple needs, influence the development of production relations and certain social structures within which various interests collide. In this interaction of interests one can find the sources of many conflicts that play a significant role in the life of society, which is clearly confirmed by historical material. Economic conflicts arise, for example, in areas related to economic renewal, where there is a struggle for property, various resources, loans, and benefits received from the state. Economic conflicts arise both at the federal, regional and local levels of government.

Political conflicts

— a clash between political actors regarding the distribution of the sphere of political influence. These include, for example, confrontation between political parties, groups, movements, organizations, as well as individual politicians. The existence of such complex social organisms as the state, as well as peoples with their inherent special aspirations and inclinations (the idea of ​​a special “historical mission”, “chosenness”, etc.) creates conditions for the emergence of various political conflicts of an international nature. Thus, in addition to class conflicts of a political nature that occur within states, one can also distinguish various interstate conflicts, which often result from a significant expansion of contradictions between states.

Conflicts in the sphere of culture.

The contact of people representing different cultures gives rise to various conflicts aimed at “containing” foreign cultures that differ in ideals and lifestyles. For example, we can name the conflicts that arise on this basis between residents of cities and villages, between the indigenous population and immigrants, between the old intelligentsia, especially the humanitarian ones, and the new, technical one. Often the initiators of conflicts are marginalized people. The subject of these conflicts are various values, or rather, their recognition by one or another carrier.

In the four areas described, other conflicts appear that are of a public nature and simultaneously cover all spheres of society. For example, these are ideological, national-ethnic, axiological, etc.

Ideological conflicts

can arise both between classes and within the same class, for example, ideological conflicts between believers and non-believers, as well as between separate groups, for example, on a religious, racial, ethnic basis. The subject of such conflicts is the different ideological values ​​of social groups.

Differences that exist between social classes cause class conflicts

, or class struggle, which can manifest itself in economic, political and ideological areas. These are the most important social conflicts among all that take place in class societies, because they determine social development. These conflicts reflect different class interests.

Both in each individual type of conflict in society, and in their intersection, communities of people united on one or another basis can be involved. Thus, conflicts can arise both within national-ethnic formations and between different ethnic groups and/or nations.

National-ethnic conflicts

arise due to differences in language, economic and psychological structure, religion among different peoples and ethnic groups and other reasons. Within family, clan, religious and other associations formed on the basis of common values, so-called axiological conflicts arise.

Axiological conflicts.

Opposing values ​​and goals realized by different social groups (family, clan, religious, etc.) can also be sources of social conflicts. And since in every developed society a person participates in the life of many social groups, he may find himself in a conflict situation arising from the difficulties of coordinating opposing values ​​and goals programmatically implemented by individual groups. Internal conflicts arise between individuals, the subjects of which can be very diverse.

Various types of conflicts that arise in the process of life.

There are a huge number of reasons that cause conflicts; accordingly, many conflicts can be identified. Let us consider the main ones that are most widespread or of greatest importance in society. The most common conflicts that arise during work activities (social and labor conflicts).

Social and labor conflicts

, arising in the sphere of labor activity, represent a confrontation between participants in the labor process (employers and employees, as well as employee(s) with other employee(s)) in the course of performing labor operations and other official duties, i.e. in the process professional activity. Their reasons may be business conditions, a confluence of unfavorable circumstances for the functioning of organizations, problems of labor motivation associated with remuneration, the content and prestige of work, relationships that arise in the process of work between individuals and social groups, structural inconsistencies, dissatisfaction with decisions made, psychological emotional and other features.

Environmental conflicts

appear as a result of divergence of goals and interests of various groups, layers, personalities that arise in the process of life activity that violates the natural environment. Environmental actions of human communities are carried out in opposition to man-made pressure on the environment. The placement and organization of work of an increasing number of people in areas with an artificially created environment (technosphere) increases the potential for conflict in the sphere of relations between man and nature, which requires not only a careful attitude towards nature, but also the constant reproduction of the natural environment.

Organizational-hierarchical (positional) conflicts

are types of conflicts caused by divergence of goals and interests that objectively appear due to the organizational regulation of the life of an individual, the hierarchy of relationships, i.e., the functional assignment of rights and responsibilities to employees and departments of enterprises, organizations, institutions.

Classification of conflicts according to the method of their resolution, degree of expression and communicative orientation, composition, interests of the conflicting parties.

Well-known conflictologist in our country E. A. Utkin divides conflicts according to the method of their resolution

:

• antagonistic - can be resolved only by destroying the structures of all conflicting parties, except one, or by refusing to participate in the conflicts of all parties, except one. This side wins (war to victory, complete defeat of the enemy in the dispute);

• compromise - they allow several options for their resolution due to mutual changes in the goals of the parties to the conflict, terms, and conditions of interaction. For example, the supplier does not deliver the ordered product to the plant on time due to lack of funds for transportation of the goods. The plant has the right to demand compliance with the delivery schedule, but the conditions of the subcontractor have changed. If there is mutual interest, it is possible to reach a compromise: change the delivery time, help with a loan, enter into negotiations.

Antagonistic conflicts are characterized by instability and irreconcilability of the parties, while compromise ones allow for several options for their resolution by bringing together the views and interests of the parties.

According to the severity of the confrontation

conflicts can be open (dispute, quarrel, etc.) and hidden (not manifested externally). Some conflicts can be prepared, pre-planned or provoked, others arise spontaneously. Moreover, the first of them may either have no expediency or turn out to be inevitable and, to a certain extent, natural.

By communication focus

conflicts are divided into vertical, horizontal and mixed. Vertical conflicts (“top-down”, “bottom-up”) - conflicts between workers of different hierarchical levels and influence. Horizontal conflicts involve people who are not subordinate to each other. A mixed conflict is a situation where its participants in some cases are not bound by one or another type of subordination, but in others such subordination arises. Mixed conflicts also include conflicts that have both vertical and horizontal directions. For example, a scientist from one university, who is not subordinate to a scientist from another university, is a member of the dissertation council, which the latter heads. During the period of his duties as a member of the council, he reports to its chairman, and while leading the work of the city duma committee to which both scientists were elected, their roles change.

Conflicts classified according to the composition of the conflicting parties

. These include intrapersonal, interpersonal, intragroup, and intergroup conflicts. Intrapersonal conflicts are a clash of different motives, needs and interests of an individual due to the impossibility of satisfying them at the same time or the need to make a choice between opportunities and desires. Interpersonal conflicts arise between people or when an individual clashes with a group. These conflicts most often involve intimate problems that concern only one of the conflicting parties. Their resolution means ending the confrontation or localizing the contradiction. Intergroup conflicts affect two or more groups or units involved in the conflict. During the period of conflict itself, groups most often manifest themselves as a single whole.

When classifying conflicts, the question of the balance of interests of the parties

. It is customary to distinguish between two types: zero-sum conflict and non-zero-sum conflict. If the interests of the parties to the conflict are completely opposite, i.e., the realization of the interests of one participant means that the interests of the other will not be realized at all, then such conflicts are called zero-sum conflicts. In them, the gain of one side is exactly equal to the loss of the other, and in the end the sum of the gains turns out to be zero. Hence the name “zero-sum conflict.” The most striking examples of situations in which the interests and goals of the parties are opposite, and the result of resolving the contradictions is zero, are sports games: chess, football, tennis, etc. If we are talking about major social, political, international conflicts, then some researchers are inclined believe that civil wars are described by a situation with a sum close to zero. In civil wars, as a rule, the participants either win or lose completely. Similar to these conflicts are conflicts related to territorial disputes or determination of the status of a particular territory.

And yet, for the most part, political, ethnic, and international conflicts are described as non-zero-sum situations. The goals and interests of the parties in them, although contradictory, are not absolutely opposite, i.e., when they are implemented, the final sum will not be equal to zero. These types of conflicts are sometimes called mixed-interest conflicts.

There are conflicts with a negative sum, when there is neither a winner nor a loser. The most striking example here is a hypothetical global nuclear conflict, which cannot end except in the mutual destruction of all parties.

There are as many conflicts as there are us, and even more, since most people are somehow involved in a number of conflicts at the same time. A person, when involved in a conflict situation, introduces new features into it. The types and manifestations of conflicts are diverse, as are the forms of organizing the life of society.

Classification of conflicts taking into account motivation, perception of the situation, environment of manifestation.

Taking into account the motivation of the conflict and subjective perceptions of the situation

There are three types of conflicts:

1. False conflict - the subject perceives the situation as a conflict, although there are no real reasons.

2. Potential conflict - there are real grounds for a conflict to arise, but so far one of the parties or both, for one reason or another (for example, due to lack of information), has not yet recognized the situation as a conflict.

3. True conflict is a real clash between the parties. In turn, true conflict can be divided into:

• constructive - arising on the basis of really existing contradictions between subjects;

• accidental - arising from a misunderstanding or coincidence;

• displaced - arising on a false basis, when the true cause is hidden. For example, a student, dissatisfied with a low assessment of his knowledge, looks for any reason to enter into confrontation with the examining teacher;

• an incorrectly attributed conflict is a conflict in which the true culprit, the subject of the conflict, is “behind the scenes” of the confrontation, and the conflict involves participants who are not related to it. For example, a person is accused of a crime that he did not commit. Of course, the above classifications, like any attempt to dissect social phenomena, are conditional. In real life, everything is interconnected. Conflicts in the world of work may arise due to national reasons or due to different political positions. Confrontation between different individuals in the family and everyday sphere, in ideological and interethnic relations is often due to different levels of culture, the degree of assimilation and acceptance of generally valid norms and traditions. In the newly independent states that formerly made up the USSR, all social conflicts, as a rule, have a political overtones. Society seemed to be divided into several militant subsystems, depending on the attitude towards the past of the country and its leaders, towards the current situation and direction of social development. Analysis and assessment of conflicts, development of measures to resolve them require their classification not only by the nature of their occurrence, but also on other significant grounds. All of the above types of conflicts can occur in territories of different size and location, have different scales (local, general) and duration (short-term, medium-term, long-term, or, in other words, protracted), involve different numbers of people and groups in the process of confrontation, arise for objective and subjective reasons (outside the will and desires of the participants or because of the deliberate aspirations of a particular subject of social relations).

In the literature one can find classification on other grounds, and within each type of conflict further classification is also possible. The task of the discipline being studied does not include a detailed examination of all types of conflicts, but only consideration of those that mainly affect social development, social mobility, social and social-labor relations, and social management.

The variety of types and types of conflicts is determined by the very structure of the social elements of society that interact and, in certain cases, find themselves in a conflict situation.

Of great importance when analyzing social conflicts and determining their main types is the question of their social consequences, that is, the impact of conflicts on the environment where they occur. According to this criterion, conflicts can be divided into successful and unsuccessful. The first includes conflicts, as a result of which the goals of all parties are achieved to some extent. A conflict is called unsuccessful when at least one of the parties exceeds the permissible “price” for victory. Depending on the social environment of manifestation

Stuart Chase back in the early 50s. last century identified the following types of conflicts:

• individual quarrels occurring between husband and wife, servant and master, etc.;

• conflicts between families;

• confrontation between clans and similar communities;

• disputes between different communities: villages, cities, etc.;

• disputes between regions (eg northern and southern regions in many countries);

• conflicts between employees and managers of enterprises - disputes may take place here between different categories of workers and managers at different levels;

• electoral struggle between political parties;

• racial conflicts, for example between whites and blacks;

• religious conflicts, for example, between Protestants and Catholics;

• anti-Semitism as a manifestation of antagonisms arising from religious, cultural and racial aspects;

• ideological struggle that arises between representatives of different ideologies;

• disputes between professional groups: between workers and technicians, between engineers and technicians;

• competition within one industry, for example, among textile and automobile manufacturers;

• competition within different industries, for example, between oil producers and automakers;

• rivalry between individual nations, which can take place in different areas: struggle for markets, spheres of influence, rivalry in the field of weapons, sports, etc.;

• conflicts between different cultures, for example, between the culture of different regions, the culture of the city and the countryside;

• cold war, carried out without weapons as opposed to conventional war;

• the struggle between East and West or North (developed capitalist countries) and South (third world countries).

Armed conflicts

An armed conflict, as its name implies, is a confrontation using weapons of one kind or another. They can be of different directions, localization, and also have other differences. The classification of armed conflicts can be presented as follows:

• In accordance with the goals: fair (when the feasibility of using weapons is recognized by international organizations);
• unfair (when weapons are an unnecessary and unjustified measure).

Armed conflicts require, first of all, forecasting, which will make it possible to make timely decisions to prevent or eliminate them.

Conflicts within the organization

The work collective is perhaps the most favorable environment for disputes and disagreements to arise. The classification of conflicts in an organization is as follows:

• according to the levels of organization, confrontations can be horizontal, vertical or mixed;
• in accordance with the area of ​​origin, they can be of both a business and personal nature (they can also combine these two characteristics);
• in terms of the degree of manifestation, conflicts can be both hidden and overt, having a real manifestation (the second option is more preferable, since it speeds up the resolution of the situation);
• based on the character, one can distinguish both objective (having a real reason) conflicts and subjective ones, based solely on individual views;
• According to the consequences, conflicts can be constructive or destructive.

What actions can lead to conflict

The causes of conflicts are as numerous as the conflicts. The main causes of conflicts in organizations are as follows:

1. Limited resources distributed in the organization. As you know, resources in any economic system are limited, but people’s needs have no limitations. Therefore, even the largest and richest organizations always experience a shortage of resources. The need to distribute them inevitably leads to conflicts. People want to get more and more and are looking for ways to satisfy their own needs that seem quite reasonable to them. What is an obstacle to accessing resources will be a cause of conflict for them.

2. Task interdependence. Potential for conflict exists wherever people depend on each other to perform common tasks. In organizations, line and staff personnel are closely interconnected. Failure to satisfy mutual demands leads to conflicts.

3. Differences in goals. The likelihood of conflicts of this kind increases as the organization increases and specialized units are allocated. For example, the newly created “Marketing Department” at the enterprise has the goal of ensuring the organization receives as large a volume of orders as possible with the prospect of selling products on the most favorable terms. Production divisions have their own goal - to produce products that do not require the introduction of new technologies, retraining of personnel, etc. Top management has their own goals - to update the order portfolio and spend less on innovations. Individual employees of an organization often pursue their own goals that differ from the goals of others.

4. Differences in views and ideas. Managers and executives may have different views on ways and means of achieving common goals, even in the absence of conflicting interests. Everyone defends their point of view, considering it the only correct one, and can take their opponent for an enemy.

5. Poor communications. Conflicts in an organization are often associated with inaccurate and incomplete transmission of information or the lack of necessary information or its incorrect interpretation. For this reason, it is very difficult to manage conflict.

6. Frustrated hopes. Promises made to people are not kept.

7. Differences in the psychological characteristics of people. An important cause of conflicts may be differences in temperament, character, needs, motives and other psychological characteristics of people. These differences are especially often the causes of interpersonal conflicts. Sometimes there are people who constantly show aggressiveness, hostility, and negatively perceive what they are told about. They constantly either “attack” or “defend”, challenging every word without delving into the meaning of what their opponent said.

Conflict triggers are words, actions (or inactions) that can lead to conflict. The incitement of conflicts is facilitated by the escalation of conflictogens, when a person tries to respond to any conflictogen addressed to a person with a stronger conflictogen in order to teach the offender a stronger, more painful lesson.

Classification of conflict agents

Striving for Excellence:

• Direct manifestations of superiority (orders, threats, criticism, accusations, ridicule, sarcasm);
• Condescending attitude;
• Categorical;
• Imposing your advice;
• Interrupting your interlocutor.

Manifestation of selfishness:

• Deception or attempted deception;
• Shifting responsibility to another person;
• Withholding information to “control the situation.”

Violation of ethics rules:

• Neglect of responsibilities;
• Insubordination.

Rules for eliminating conflictogens:

• A critical attitude towards yourself and your actions;
• Tolerance for the actions and words of opponents;
• Trust in the interlocutor (if there are no objective reasons for mistrust)

Conflict management

An integral part of modern reality is such a concept as conflict. Conflict classifications and conflict management are an objective necessity. This will keep them under control and resolve them effectively. The individual has the opportunity to directly influence the dynamics and course of the confrontation.

The goal of conflict management is to turn a destructive conflict into a constructive direction or to prevent a creative confrontation from becoming destructive. It is also worth noting the need to anticipate such situations in order to prevent them. In some cases, disputes can be artificially provoked to solve certain organizational problems or relieve hidden tension in the team. The classification of conflicts in this case must be taken into account.

Conflict management includes a number of concepts:

• settlement - the search for an alternative, thanks to which the interests of all warring parties will be satisfied to one degree or another, and tension will be partially or completely relieved;
• resolution is the complete elimination of the cause of a conflict situation or the search for a compromise that will make it irrelevant or insignificant;
• forecasting - the ability to foresee the onset of a contradictory situation based on available data;
• prevention - taking a set of measures to prevent the development of a conflict and its transition into an open form;
• stimulation - creating an atmosphere that would provoke constructive confrontation or dispute.

The classification of conflicts plays an important role in managing controversial situations. Sometimes the choice of a set of measures may depend on this factor.

conclusions

The classification of modern conflicts shows us their diversity and multiplicity. One or another confrontation and clash of interests occur in almost all spheres of human life. This encourages scientists and psychologists to closely study conflict situations, because a dispute that arises between several individuals can be projected onto larger-scale confrontations. This allows us to develop effective methods of settlement and resolution. The scope of conflict management can also include such actions as forecasting and anticipation, warning and intentional stimulation.

The main classifications of conflicts affect the most important areas of human life. The most important role is played by interpersonal confrontations, which occur almost everywhere. When entering the workforce, a person will certainly encounter organizational conflicts. Of more global importance are interregional and interstate confrontations, which can develop into an armed phase if measures to resolve them are not taken in time.