Put the stages of conflict in the correct order. The main stages of development and dynamics of the conflict. Stages of conflict development

Consider the stages of development of the conflict.

Causes of interpersonal conflicts.

1. Subject - business disagreements. For example: students had disagreements about how to conduct the Last Call - in the style of the nobility of the 19th century or a fantastic story. This conflict does not lead to a break in interpersonal relationships and emotional hostility.

2. Divergence of personal interests. When there are no common goals, there is a situation of competition, each pursues personal goals, where the gain of one is the loss of the other (often these are artists, athletes, artists, poets).

Sometimes long subject-business disagreements lead to personal conflicts.

3. Communication barriers(see lecture No. 3) + semantic barrier, when an adult and a child, a man and a woman do not understand the meaning of the requirements, therefore they are not fulfilled. It is important to be able to put yourself in the place of another and understand why he acts the way he does.

Stage 1: Conflict situation - it is a positional difference in the perception of objectivity. For example: a student does not go to class and thinks that there is nothing to worry about. The teacher knows for sure that the student has the right to skip classes, but he has no right not to know the material. Until the positions are discovered, each hopes that the other will understand his position.

Stage 2: Incident- this is a misunderstanding, an unpleasant incident in the current situation. For example: a student missed class and then came back with an unprepared assignment. Here the parties clearly reveal their positions . It may be the other way around: first the incident, and then conflict situation.

Stage 3: Conflict - clash of parties, clarification of relations.

What is the solution to this conflict, what should be done in this situation?

We can talk about the solution of the conflict only if both sides have won, or at least no one has lost.

1.conflict detection. The perceptual side of communication works. One notices a change in attitude towards himself on the part of another person. As a rule, the first signs are not captured by consciousness and rather they can be felt by barely noticeable signs (dryly greeted, closed, does not call, etc.)

2. Analysis of the situation. Identify an empty conflict or a meaningful one. (If empty, then see above for ways to solve it or redeem it). If informative, then plan further actions:

Determine the interests of both parties

The prospect of personal development as a result of conflict resolution (what I lose, what I gain)

The degree of development of the conflict from simple discontent(ooh-ooh) disagreement ( when no one listens to anyone, everyone speaks his own) opposition and confrontation(open call, wall to wall) to breakup or coercion take the side of the other.

3. Direct conflict resolution:

- Removing psychological stress(a request for forgiveness: “Forgive me…”, a joke, an expression of sympathy, granting the right to disagree: “Maybe I’m wrong” or “You can disagree with me…”, intonation of tenderness: “When you are angry, I I especially love you ... "," It always happens to me: the one I love the most, that gets the most from me "

Requesting a service (E. Osadov "He was a thunderstorm in our area ..."

The use of positive interaction skills in communication (I-concept, skills of confident behavior, the position of an “adult” in interaction, skills active listening etc.)

Compromise is a mutual mutual or temporary concession of one person for the sake of settling relations with another. This is the most common and effective form of conflict resolution. It is always an expression of respect for the other.

Unexpected reaction (For example, a man's teacher and a woman's teacher to a child's complaint, the mother's actions after being called to the school to the director)

Delayed reaction (wait, give time. And then use other methods)

Arbitration - when conflicting parties turn to a third party to resolve the problem. Moreover, to the one who is respected by both sides and not often

An ultimatum, coercion in extreme cases, when it is impossible to change the behavior of another in another way (A.S. Makarenko). However, adults very often use this method: “If you don’t do it, you won’t get it.”

If the conflict is not resolved after using all possible ways, perhaps parting, as the only way to resolve a protracted conflict. This method is often used by children and teenagers when running away or leaving home.

The ability to resolve conflicts is formed both in the process of life and in specially organized forms of training, which are practical exercises we are partially trying to implement.

On house: choose your own examples of conflicts, identify the cause of their occurrence, find ways to resolve them.

Dynamics of the conflict

An important characteristic of the conflict is its dynamics. The dynamics of conflict as a complex social phenomenon is reflected in two concepts: stages of conflict and phases of conflict.

Stages of conflict reflect the essential moments characterizing the development of the conflict from its inception to resolution. Therefore, knowledge of the main content of each of the stages of the conflict is important for its forecasting, evaluation and selection of technologies for managing this conflict.

1. The emergence and development of a conflict situation. A conflict situation is created by one or more subjects social interaction and is a source of conflict.

2. Awareness of the conflict situation by at least one of the participants in social interaction and his emotional experience of this fact. The consequences and external manifestations of such awareness and the emotional experiences associated with it can be: mood changes, critical and unfriendly statements about your potential enemy, limiting contacts with him, etc.

3. The beginning of open conflict interaction. This stage is expressed in the fact that one of the participants in social interaction, who has realized the conflict situation, proceeds to active actions (in the form of a demarche, statement, warning, etc.) aimed at causing damage to the “enemy”. At the same time, the other participant is aware that these actions are directed against him, and, in turn, takes active retaliatory actions against the initiator of the conflict.

4. The development of open conflict. At this stage, the parties to the conflict openly declare their positions and put forward demands. At the same time, they may not be aware of their own interests and may not understand the essence and subject of the conflict.

5. Conflict resolution. Depending on the content, conflict resolution can be achieved by two methods (means): pedagogical(conversation, persuasion, request, clarification, etc.) and administrative(transfer to another job, dismissal, decisions of commissions, order of the head, court decision, etc.).

The phases of the conflict are directly related to its stages and reflect the dynamics of the conflict, primarily from the point of view of the real possibilities for its resolution.

The main phases of the conflict are:

1) initial phase;

2) lifting phase;

3) the peak of the conflict;

4) decline phase.

It is important to remember that the phases of the conflict can be repeated cyclically. For example, after the decline phase in the 1st cycle, the rise phase of the 2nd cycle may begin with the passage of peak and decline phases, then the 3rd cycle may begin, etc. At the same time, the possibilities for resolving the conflict in each subsequent cycle narrow. The described process can be depicted graphically (Fig. 2.3):

The relationship between the phases and stages of the conflict, as well as the manager's ability to resolve it, are shown in Table. 2.3.

Rice. 2.3. Phases of conflict

Table 2.3. The ratio of phases and stages of the conflict

Also distinguished are the following three main stages of conflict development:

1) latent stage ( pre-conflict situation)

2) the stage of open conflict,

3) the stage of resolution (completion) of the conflict.

1. Hidden (latent) stage, all the main elements that form the structure of the conflict, its causes and main participants, i.e. there is the main base of prerequisites for conflict actions, in particular, a certain object of possible confrontation, the presence of two parties capable of simultaneously laying claim to this object, the awareness by one or both parties of the situation as a conflict.

At this “incubation” stage of the development of the conflict, attempts can be made to resolve the issue amicably, for example, to cancel the order for disciplinary action, improve working conditions, etc. But in the absence of a positive reaction to these attempts, the conflict turns into open stage.

2. A sign of the transition of the latent (latent) stage of the conflict to the open is the transition of the parties to conflict behavior. As noted above, conflict behavior represents the outwardly expressed actions of the parties. Their specificity as a special form of interaction lies in the fact that they are aimed at blocking the achievement of the enemy's goals and the implementation of their own goals. Other signs of conflict actions are:

expanding the number of participants;
an increase in the number of problems that form a complex of causes of the conflict, the transition from business problems to personal ones;
bias emotional coloring conflicts towards the dark spectrum, negative feelings such as hostility, hatred, etc.;
an increase in the degree of mental tension to the level of a stressful situation.

The whole set of actions of the participants in the conflict at its open stage is characterized by the terms escalation, which is understood as the intensification of the struggle, the growth destructive actions sides against each other, creating new prerequisites for a negative outcome of the conflict.

The consequences of the escalation, which entirely depend on the position of the parties, especially the one that has large resources and strength, can be two types.

In case of incompatibility of the parties, the desire to destroy the other side, the consequences of the open stage of the conflict can be catastrophic, lead to the collapse of good relations or even to the destruction of one of the parties.

Not everyone knows the art of conducting conflict-free negotiations and conversations. But the causes of conflicts are extremely diverse, but the only common thing that is inherent in every disagreement is its stages of occurrence and resolution.

Main stages of the conflict

First of all, there is a moment of origin of the conflict situation. So, its occurrence can be provoked by one or more people by their actions.
Then there is an awareness of the existing situation by one of the "heroes of the occasion". Then his emotional experience, reaction to this fact is noted. So, it can be expressed by changing, limiting contacts with the enemy, critical statements addressed to him, etc.
The next stage of the conflict develops into a period of open confrontation. It is expressed by the fact that the one who first realized the conflict in the situation proceeds to active actions. The latter may be in the form of a warning, some kind of statement. This action is carried out in order to offend, harm the opposite side, the interlocutor.
He, in turn, takes note that the actions of his opponent are directed against him. Active actions are also being taken, but in the direction of the initiator of the conflict situation.
There is a development of a conflict that has an open character, because the participants boldly declare their positions. They put forward certain requirements. But it is important to take into account the fact that not always the participants are able to fully understand their personal interests and understand the cause of the conflict.
The stage of resolution, the finale of disagreements. It is achieved either through a conversation, request, persuasion, or by an administrative method (court decision, dismissal, etc.)

Stages of conflict resolution

Creating a friendly atmosphere by having an informal conversation lasting a couple of minutes before the main conversation.
The desire of both parties to bring clarity to communication with each other. The necessary material is being prepared for the negotiations. There are cases when opponents agree on a common terminology in order to eliminate the ambiguous meaning of the same words.
At least one side acknowledges the existence of a conflict. This can open the way to peace talks.
Both sides discuss all the details that contribute to the resolution of the conflict situation (place, time and under what conditions a truce will begin). It is negotiated who exactly will take part in the discussions.
The boundaries of the disagreement are defined. Each side voices its point of view as to what exactly this is manifested for them, what it recognizes and what it does not.
Various options for resolving misunderstandings are analyzed. There is no criticism of the methods of peaceful conclusion proposed by the enemy.
The stage of conflict regulation is characterized by an agreement found by both parties. Proposals are discussed that can improve the relationship of former opponents.

Stages of family conflicts

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federal state budgetary educational institution higher education

"Nizhny Novgorod State University of Architecture and Civil Engineering"

Department of Environmental, Land and Urban Planning Law

ESSAY

in the discipline "Conflictology"

on the topic: "Characteristics of the stages of the conflict"

Completed by: student Konyaeva E.A.

Checked by: Professor of the Department of Ecology,

land and town planning

rights Dryagalova E.A.

N. Novgorod

Introduction

1. Conflict and its essence

2. Classification of conflicts

3. Stages of the conflict and their characteristics

3.1 Pre-conflict situation

3.2 Period of open conflict

3.3 Post-conflict period

Conclusion

Bibliographic list of references

Introduction

Any of us throughout life is faced with conflicts and conflict situations in different areas society: at work or school, in family life, in communication with friends and colleagues. It is unlikely that there are absolutely conflict-free people in nature, because even the most compromise person cannot even constantly sacrifice his own interests.

Conflicts arise on the basis of daily differences of opinion, disagreements and confrontations of different opinions, motivations, desires, interests, lifestyles and personal characteristics. Where there is a person, there are always conflicts, for they are a constant companion of being and social development. Whether we like it or not, conflict is a reality that we face almost every day. Some rather frivolous conflicts are easily resolved. However, others, more significant, require the use of a strategy for their successful resolution, or, otherwise, they can lead to tension in relations, arouse hostility. Undoubtedly, conflicts play a greater role in the lives of people, countries and peoples than people themselves would like.

Conflict is not always bad. If you model a conflict situation well, you can even benefit from it. Don't forget that conflict always brings change and allows people to learn and improve.

1. Conflict and its essence

There are many terms and definitions of "conflict". A more common approach is to define conflict in terms of a certain contradiction as more general concept most often through social contradiction. Conflict is a process in which two or more individuals (persons) or groups seek to interfere with each other, prevent the satisfaction of the needs of the opponent, achieve a certain goal and change his views and social positions. The term "conflictology" also applies to other public and physical phenomena up to the fight with inanimate objects. But it is worth noting that in social conflict all parties are represented by groups of people or specific characters. Social conflict should be understood as the type of confrontation in which the parties try to seize territories, resources, threaten individuals or a group of people, their property or culture, in such a way that the struggle takes the form of defense or attack. Social conflict also includes the activity of groups and individuals that unintentionally block the functioning of or harm other people and groups. The conflict, for many researchers, is associated with historical and large-scale changes. Many consider the conflict of man with nature or with himself. In these cases, the word "conflict" is not always suitable for such situations, because it is inadequate to the generally accepted idea.

2. Classification of conflicts

All conflicts can be classified depending on the subjects and areas of disagreement:

1. Intrapersonal conflict. This conflict includes those conflicts that occur within the personality, at the level of individual consciousness. This type of conflict does not meet the generally accepted definition of conflict, but its potential dysfunctional consequences are exactly the same as those of other types of conflict. Intrapersonal conflict can take many forms. The most common form is role conflict, when conflicting demands are made on one person about what the result of his work should be. Intrapersonal conflict can also arise as a result of the fact that production requirements are not consistent with personal values or needs. Intrapersonal conflict can also be a response to work overload or underload. Such intrapersonal conflict is also associated with a low degree of job satisfaction, low self-confidence and organization, as well as with stress.

2. Interpersonal conflict. This conflict includes disagreements between two or more people of one or more groups (two parties). The parties oppose each other, individuals who do not form groups can also connect to them. This type of conflict is the most common. It manifests itself in organizations in different ways. Most often this is a conflict between the heads of neighboring departments (divisions). Interpersonal conflict can also manifest itself as a clash of personalities. People with different personality traits, attitudes and values are sometimes just not able to get along with each other. The views and goals of such people differ radically. In all situations of interpersonal conflicts, two interrelated aspects stand out:

The psychological side of the conflict associated with the personal characteristics of its participants, with their personal relationships, with their emotional reactions to the causes of the conflict, to its course and to each other. It is this side that distinguishes interpersonal conflict from all other cases of human interaction, and it is she who often overshadows the content, making the intensity of passions very high. On a subjective basis, the following types of interpersonal conflicts can be distinguished in the internal life of each organization:

Conflicts between managers and managed within the organization.

· Conflicts between ordinary employees.

· conflicts at the managerial level, i.e. conflicts between leaders of the same rank.

3. Conflict between the individual and the group. At the heart of the conflict between the individual and the group , as a rule, there are attempts of changes in the group and outside it. Even if the majority of group members understand the need for these changes and approve of them, individual members of the group, for one reason or another, may find themselves in opposition and even leave the group.

The very membership of an individual in a group is a conflict. On the one hand, a person needs others to realize his personal goals and interests, and on the other hand, he is forced to obey group norms and requirements that do not always correspond to his personal plans and desires. Therefore, the violation of group norms is the most characteristic cause of intra-group conflicts. We can identify the main reasons why a group member violates group norms and requirements:

pursuing your personal goals

· accidentally or because they have not yet fully mastered these norms, the individual is not able to fulfill the requirements prescribed by the group.

There are a number of reasons underlying the conflict between the individual and the team:

The expectations of the individual are in conflict with the expectations of the group

contradictions between the individual and the group in terms of goals, values, interests, positions, etc.,

struggle to improve their status in the group,

conflict between the governing bodies and the informal group,

search and finding the real and imaginary culprit of failures.

An attempt to change one's place in the group generates structural or status-role changes. Such changes may be due to role conflicts that arise due to the discrepancy between the role accepted (voluntarily or under pressure) by a member of the group with group norms or expectations. Most often, such conflicts occur when a vacant position is occupied by a new member of the group.

Adaptation and socialization are always fraught with conflicts. Firstly, the requirements of the group for newcomers, as a rule, are too high. Secondly, the new member of the group usually does not fully own all the intricacies of intra-group interaction.

Structural and status-role changes can also be associated with a change in group goals and activities that involve a redistribution of roles, functions, means, rights, responsibilities, responsibilities and power.

4. Intergroup conflict. This is a conflict between social communities of people and social groups with different interests. This is one of the most common conflicts. Organizations are made up of many groups, formal and informal. Even in the best organizations, conflict can arise between such groups. A striking example of intergroup conflict is the ongoing conflict between trade unions and management. Unfortunately, disagreements between line managers and administrative staff are a frequent example of intergroup conflict. This is an example of dysfunctional conflict. The administrative staff is usually younger and more educated than the line staff and likes to use technical vocabulary when communicating. These differences lead to clashes between people and difficulty in communication. Line managers may reject the advice of management specialists and complain about their dependence on them for everything related to information. AT extreme situations line managers may deliberately choose to implement the specialists' proposal in such a way that the whole undertaking will end in failure. And all this in order to put specialists "in their place." The administrative staff, in turn, may be indignant that their representatives are not given the opportunity to implement their decisions themselves, and try to maintain the informational dependence of the line staff on them.

5. Interstate conflict. If you think about this or that conflict, you can come to the conclusion that every small or local conflict is part of a large, and sometimes global conflict. Moreover, every time you analyze a conflict, you should keep in mind what part of the larger one it is. Is it not a part and at the same time a consequence of a large, global conflict? It is always necessary to look for the cause-and-effect relationships of the conflict - this is, first of all, to search for the causes of a large conflict, which, as a rule, gives rise to a series of small conflicts.

Types of interstate conflicts:

conflict of ideologies

conflict over political dominance,

territorial conflict,

religious conflict.

Interstate conflict often takes the form of war. It is necessary to draw a clear line between war and interstate conflict: - military conflicts are less large-scale. Goals are limited. The reasons are debatable. The reason for the war is the deep economic and ideological contradictions between the states. Wars are bigger; - war is the state of the whole society participating in it, military conflict is the state of a social group; - war partially changes the further development of the state, a military conflict can lead to only minor changes.

3. Stages of the conflict and their characteristics

One of the ways in which society develops, oddly enough, is conflict, which is a certain process consisting of certain stages. The dynamics of conflict is the process of its change.

Any conflict in the proper sense of the word can be represented by three stages:

1) start,

2) development,

3) completion.

Two more periods adjoin the conflict itself: pre-conflict and post-conflict.

The general scheme of the dynamics of the conflict consists of the following periods:

1) pre-conflict situation (latent period);

2) open conflict (actual conflict):

3) post-conflict period.

3.1 Pre-conflict situation

A pre-conflict situation is a possibility, not the reality of a conflict that does not arise from scratch, but matures gradually, as the contradictions that cause it develop and become aggravated.

These contradictions and facts leading to confrontation are not at first revealed clearly and distinctly, they are hidden behind a multitude of random and secondary phenomena. In a pre-conflict situation, the future opponents of the conflict are not yet fully aware of the consequences of the differences and even conflicts of interests that have already emerged in reality.

The pre-conflict situation is characterized by the fact that it creates a real possibility of conflict. But it can also be resolved in a "peaceful", conflict-free way, if the conditions that gave rise to it disappear on their own or are "removed" as a result of realizing the situation as a pre-conflict situation.

Understanding the causes of conflict.

At the same time, it should be borne in mind that the very awareness of the causes of a potential conflict in a pre-conflict situation can be both adequate (correct) and inadequate. In the latter case, the conflict cannot be completely eliminated, because the true causes of the conflict will sooner or later make themselves felt, and a delay in resolving the conflict can only increase its severity. What usually precedes conflict? Two groups of phenomena can be distinguished here: the objective life situation in which the opposing sides find themselves, and these sides themselves - people who have certain interests and values. Actually, this is the structure of a contradiction that has not turned into a conflict. life situations in which people find themselves are extremely diverse. The circumstances of the life of an individual or an entire social group can be fleeting, transient, or, on the contrary, long-term, stagnant. They can be characterized by a certain spiritual atmosphere and one or another level of material wealth. They are associated with the territorial distribution of subjects, various social hierarchies, and many other factors. A conflict situation should be understood as such a combination of circumstances that objectively creates the basis for a real confrontation between social actors. A conflict situation can develop objectively against the will and desire of potential warring parties, or it can be caused or created by one of the parties or both. At the same time, it is extremely important to note that each situation has an objective content (it is determined by the events that actually occur) and a subjective meaning (it depends on what interpretation of these events each side gives), in accordance with which the subject begins to act in conflict. The impossibility of peacefully resolving the situation and the unwillingness to enter into conflict on this issue can lead to the so-called psychological substitution (transfer) of the goals of unsatisfied needs. Often such substitution is expressed in drunkenness and other forms of socially condemned behavior, which, in turn, can cause conflict.

3.2 Period of open conflict

If the conflicts of interest emerging at the pre-conflict stage cannot be resolved, sooner or later the pre-conflict situation turns into an open conflict. The presence of confrontation becomes obvious to everyone. The conflict of interests reaches such a degree of maturity that it is no longer possible to ignore or hide them. They become a factor interfering with normal interaction, the sides of which turn from now on into open opponents opposing each other. Each side begins to openly defend its own interests.

At this stage of the development of the conflict, his opponents begin to appeal to a third party, apply to legal authorities to protect or assert their interests. Each of the subjects of the confrontation is trying to attract to its side as many allies and means of pressure on the other as possible, including material, financial, political, informational, administrative and other resources. Not only "permissible", generally accepted, but also "dirty" means, methods and technologies of pressure on the opponent, who from now on is considered nothing more than an "opponent", an "enemy", are used.

At the stage of an open conflict, it also becomes obvious that none of the parties wants to make concessions or compromise, on the contrary, the orientation towards confrontation, to the assertion of their own interests, dominates. At the same time, interpersonal tensions and differences are often superimposed on objective contradictions in groups, which aggravate the situation.

Takova general characteristics the second stage of the development of the conflict. However, even within this open period, one can single out its own internal stages, characterized by varying degrees of tension, which in conflictology are referred to as:

1) incident,

2) escalation,

3) the end of the conflict.

Incident

The transition of a conflict from a latent state to an open confrontation occurs as a result of one incident or another. An incident is a case that initiates an open confrontation between the parties. The conflict incident will be different from its motive. Reason - this is a specific event that serves as an impetus, a subject for the beginning of conflict actions. In this case, it may arise by chance, or it may be specially invented, but in any case, the reason is not yet a conflict. In contrast, an incident is already a conflict, its beginning.

If after the incident it was not possible to find a compromise and prevent the further development of the conflict, then the first incident is followed by the second, third, etc. The conflict enters the next stage - it escalates (grows). Escalation of the conflict- this is its key, most intense stage, when there is an aggravation of all contradictions between its participants and all possibilities are used to win the confrontation. conflict confrontation communication life

The only question is: "who wins", because this is no longer a local battle, but a full-scale battle. There is a mobilization of all resources: material, political, financial, informational, physical, mental and others.

At this stage, any negotiations or other peaceful means of resolving the conflict become difficult. Emotions often begin to drown out the mind, logic gives way to feelings. The main task is to cause as much damage as possible to the enemy at any cost. Therefore, at this stage, the original cause and main goal of the conflict may be lost and new causes and new goals come to the fore. During this stage of the conflict, a change is also possible. value orientations, in particular, values-means and values-goals can change places. The development of the conflict acquires a spontaneous uncontrollable character.

Among the main points characterizing the stage of the escalation of the conflict, the following can be distinguished first of all:

1) creating an image of the enemy,

2) demonstration of force and threat of its use,

3) the use of violence,

4) the tendency to expand and deepen the conflict.

End of the conflict- this is the last stage of the open period of conflict. It means any of its endings and can be expressed in a radical change in values by the subjects of the confrontation, the emergence of real conditions for its termination or the forces capable of doing so. Often the end of the conflict is characterized by the fact that both sides realized the futility of continuing the conflict. Although the end of the conflict may be associated with the destruction of one or even both of its subjects. At this stage of the development of confrontation, a variety of situations are possible that prompt both sides or one of them to end the conflict. These situations include:

• a clear weakening of one or both sides or the exhaustion of their resources, which does not allow further confrontation;

· the obvious futility of the continuation of the conflict and its awareness of its participants. This situation is connected with the conviction that further struggle does not give advantages to either side and the end of the edge of this struggle is not visible;

· the prevailing superiority of one of the parties and its ability to suppress the opponent or impose its will on him;

The emergence of a third party in the conflict and its ability and desire to end the confrontation.

The ways of ending the conflict are also associated with these situations, which can also be very diverse. The most typical of them are the following:

1) elimination of the opponent or both opponents of the confrontation;

2) elimination (destruction) of the object of the conflict;

3) change in the positions of both or one of the parties to the conflict;

4) participation in the conflict of a new force capable of ending it by coercion;

5) the appeal of the subjects of the conflict to the arbitrator and its completion through the arbitrator;

6) negotiations as one of the most effective and common ways to resolve the conflict.

By its nature, the end of the conflict can be:

1) from the point of view of realizing the goals of confrontation:

victorious,

a compromise,

defeatist;

2) in terms of the form of conflict resolution:

peaceful,

· violent;

3) in terms of conflict functions:

constructive,

· destructive;

4) in terms of efficiency and completeness of the resolution:

fully and fundamentally complete,

postponed for any (or indefinite) time.

It should be noted that the concepts of "conflict termination" and "conflict resolution" are not identical. There is conflict resolution special case, one of the forms of ending the conflict, and is expressed in a positive, constructive solution to the problem by the main participants in the conflict or a third party. But in addition to this, the forms of ending the conflict can be:

attenuation (extinction) of the conflict,

elimination of conflict

escalation of a conflict into another conflict.

3.3 Post-conflict period

The post-conflict period includes two stages: partial normalization of relations between opponents and complete normalization of their relations. Partial normalization of relations occurs in conditions when the negative emotions that took place in the conflict have not disappeared. The stage is characterized by experiences and understanding of one's position. Feelings of guilt for their actions in the conflict are aggravated. Negative attitudes towards each other do not make it possible to immediately normalize relations. Full normalization of relations occurs when the parties realize the importance of further interaction. This is facilitated by overcoming negative attitudes, productive participation in joint activities, and the establishment of trust. The main way to regulate and reliably eliminate confrontation is the joint activity of people aimed at achieving a common goal. Where there are common interests and tasks, differences and contradictions recede into the background, friendly relations and a favorable psychological environment are established.

Conclusion

Life is a constant change of war and peace, peace and struggle, conflict and consensus - it is continuous. In it, evil does not exist without good, happiness without grief, and order without chaos. Conflict can be defined as a broken agreement, and agreement as the result of a settled conflict. Society, like the individual, is in an endless and constant development. One way of this development is conflict, which is a process consisting of certain stages. The dynamics of conflict is the process of its change.

In this paper, I have studied three stages of conflict:

1. The latent period (pre-conflict stage) is the growth of tension between potential subjects of the conflict, caused by certain contradictions.

2. The open period is called the conflict interaction or the actual conflict. It includes the following stages: incident, escalation of the conflict, balanced countermeasures and end of the conflict.

3. The post-conflict period includes two stages: partial normalization of relations between opponents and full normalization of their relations.

You need to be able to prevent conflict in order to avoid unnecessary tension, struggle and negativity. Mastering active listening skills and conflict resolution algorithms can significantly reduce the number and severity of conflicts.

Bibliographic list of references

1. Ageeva L.G. Conflictology: a short theoretical course: tutorial/ L.G. Ageeva. - Ulyanovsk: UlGTU, 2010. - 200 p.;

2. Conflictology: Textbook / Under the editorship of A.Ya. Kibanova. - Ed. 2nd, revised and additional - M.: Infra-M, 2007. - 302

3. Antsupov A. Ya., Shipilov A. I. Conflictology; Peter - Moscow, 2013. - 512 p.

4. Dmitriev A.V. Conflictology: textbook / A.V. Dmitriev. 3rd edition, revised. - M.: Alfa-M; INFRA-M, 2009 - 336s.

5. I.T. Kavetsky, T.L. Ryzhkovskaya, I.A. Koverzneva, V.G. Ignatovich, N.A. Loban, S.V. Starovoitov. Fundamentals of psychology and pedagogy - Minsk: Izd-vo MIU, 2010

6. Lazukin A.D. Social Psychology, Omega-L, 2010

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10. Characteristics of the stages (stages) of the development of the conflict.

Usually, four stages of development are distinguished in social conflict:

1. Pre-conflict stage - it is the growth of tension in relations between potential subjects of the conflict, caused by certain contradictions. But contradictions do not always develop into conflict. Only those contradictions that are recognized by potential subjects of the conflict as incompatible lead to an aggravation of social tension.

Social tension is also not always a harbinger of conflict. This is a complex social phenomenon, the causes of which can be very different. Causes, causing the growth of social tension: 1.Real infringement of the interests, needs and values of people.

2. Inadequate perception of changes taking place in society or individual social communities.

3. Incorrect or distorted information about certain (real or imaginary) facts, events, etc.

Social tension is essentially psychological condition people and before the conflict is latent (hidden) character. Group emotions are the most characteristic manifestation of social tension during this period. A certain level of social tension in an optimally functioning society is a natural protective and adaptive reaction of the social organism. However, exceeding the optimal level of social tension can lead to conflicts.

Three phases of the pre-conflict stage:

The emergence of contradictions about a certain controversial object; growth of distrust and social tension; presentation of unilateral or mutual claims; reduction of contacts and the accumulation of resentment.

The desire to prove the legitimacy of their claims and the accusation of the enemy of unwillingness to resolve disputed issues by "fair" methods; closing on their own stereotypes; the appearance of prejudice and hostility in the emotional sphere.

Destruction of interaction structures; transition from mutual accusations to threats; growth of aggressiveness; the formation of the "image of the enemy" and the setting for the fight.

Thus, the conflict situation is gradually transformed into an open conflict. But by itself, it can exist for a long time and not develop into a conflict. In order for the conflict to become real, an incident is needed.

Incident - a formal occasion, a case for the start of a direct clash of the parties. An incident can happen by accident, or it can be provoked by the subject (subjects) of the conflict, be the result of a natural course of events. It happens that an incident is prepared and provoked by some third force, pursuing its own interests in the alleged "foreign" conflict.

Three options for the behavior of the conflicting parties in the event of an incident:

The parties (side) strive to settle the contradictions that have arisen and find a compromise.

One of the parties pretends that “nothing special happened” (avoidance of the conflict).

The incident becomes a signal for the beginning of an open confrontation. The choice of one or another option largely depends on the conflict setting (goals, expectations, emotional orientation) of the parties.

2. Stage of development of the conflict - the beginning of an open confrontation of the parties is the result of conflict behavior, which is understood as actions aimed at the opposing side with the aim of capturing, holding the disputed object or forcing the opponent to abandon their goals or to change them. Forms of conflict behavior:

active-conflict behavior (challenge);

passive-conflict behavior (response to a challenge);

conflict-compromise behavior;

compromise behaviour.

Depending on the conflict setting and the form of behavior of the parties, the conflict acquires the logic of development. Developing conflict tends to create additional causes of deepening and expansion. Each new "victim" becomes an "excuse" for the escalation of the conflict. Therefore, each conflict is unique to some extent. Three main phases:

The transition of the conflict from a latent state to an open confrontation of the parties. The struggle is still being waged with limited resources and is local in nature. There is a first test of strength. At this stage, there are still real opportunities to stop the open struggle and resolve the conflict by other methods.

Further escalation of confrontation. To achieve their goals and block the actions of the enemy, new resources of the parties are introduced. Almost all opportunities to find a compromise are lost. The conflict is becoming more and more unmanageable and unpredictable.

The conflict reaches its climax and takes the form of a total war with the use of all possible forces and means. At this phase, the conflicting parties seem to forget the true causes and goals of the conflict. The main goal of the confrontation is to cause maximum damage to the enemy.

3. Stage of conflict resolution . The duration and intensity of the conflict depend on the goals and objectives of the parties, the resources, means and methods of waging a struggle, the reaction to the conflict of the environment, the symbols of victory and defeat, the available (and possible) methods (mechanisms) for finding consensus, etc.

At a certain stage in the development of the conflict, the opposing sides may significantly change their ideas about the capabilities of their own and the enemy. There comes a moment of reassessment of values, due to new relationships, alignment of forces, awareness of the real situation - the inability to achieve goals or the exorbitant price of success. From this moment, the process of ending the conflict actually begins, which does not exclude new aggravations. Options for the development of events:

the obvious superiority of one of the parties allows it to impose its own conditions for ending the conflict on a weaker opponent;

the struggle goes on until the complete defeat of one of the parties;

the struggle takes on a protracted, sluggish character due to lack of resources;

the parties make mutual concessions in the conflict, having exhausted their resources and not identifying a clear (potential) winner;

the conflict can be stopped under the pressure of a third force.

Ways to end the conflict:

Eliminate the object of conflict.

Replacing one object with another.

Elimination of one side of the parties to the conflict.

Change of position of one of the parties.

Changing the characteristics of the object and subject of the conflict.

Obtaining new information about an object or creating additional conditions.

Prevention of direct or indirect interaction of participants.

The arrival of the parties to the conflict to a single decision or appeal to the arbitrator, subject to submission to any of his decisions.

Negotiation- the final stage of the conflict resolution stage involves negotiations and legal registration of the agreements reached. Negotiations involve a mutual search for a compromise between the conflicting parties and include possible procedures. Recognition of the existence of a conflict.

4. Post-conflict stage . The end of the direct confrontation of the parties does not always mean that the conflict is completely resolved.

The degree of satisfaction or dissatisfaction of the parties with the concluded peace agreements will largely depend on the following provisions:

to what extent it was possible to achieve the pursued goal during the conflict and subsequent negotiations;

what methods and ways the struggle was waged;

how great are the losses of the parties (human, material, territorial, etc.);

how great is the degree of infringement of the self-esteem of one or another side;

whether it was possible, as a result of the conclusion of peace, to relieve the emotional tension of the parties;

what methods were used as the basis of the negotiation process;

to what extent it was possible to balance the interests of the parties;

whether the compromise was imposed by one of the parties or by a third force, or was the result of a mutual search for a solution to the conflict;

what is the reaction of the surrounding social environment to the outcome of the conflict.

If the parties believe that the signed peace agreements infringe on their interests, tensions will continue, and the end of the conflict may be perceived as a temporary respite. Peace, concluded as a result of mutual depletion of resources, is also not always able to resolve the main contentious problems.

The post-conflict stage marks a new objective reality: a new alignment of forces, new relations of opponents to each other and to the environment. social environment, new vision existing problems and a new assessment of their strengths and capabilities.