Stages of the conflict. Development of the conflict, its main stages Variants of development, periods and stages

Any conflict is primarily a process that develops in a certain sequence. There are five stages of conflict development.
The first stage is called latent. Conflict always has reasons, it does not arise out of nowhere, although the presence of conflicting interests is not always immediately recognized. At this stage, the contradictions are not recognized by the parties to the conflict. Conflict manifests itself only in explicit or implicit dissatisfaction with the situation. The inconsistency of values, interests, goals, means of achieving them does not always translate into direct actions aimed at changing the situation: the opposite side sometimes either resigns itself to injustice, or is waiting in the wings, harboring resentment.
The second stage is the formation of the conflict. At this stage, the claims that can be expressed to the opposite side in the form of demands are clearly understood. Groups that take part in the conflict are formed, leaders are nominated in them. The arguments are expressed to the opposite side, the arguments of the opponents are criticized. Provocation is also used, that is, actions that are focused on the formation of a beneficial one side of public opinion.
The third stage is the incident. At this stage, some event occurs, which transfers the conflict to the stage of active actions, then the gnawing parties decide to enter into an open struggle. This event can be both significant and insignificant, especially in a situation where opponents for a long time do not show feelings about the touch of the enemy.
The fourth stage is the active actions of the parties. Conflict requires a lot of energy, so it quickly reaches a maximum of conflict actions - a critical point, and then quickly subsides well.
The last stage is called the end of the conflict. At this stage, the conflict ends, which, however, does not mean that the claims of the parties are satisfied. In reality, there may be several outcomes of a conflict. In general, we can say that each of the parties either wins or loses, and the winning of one of them does not always mean that the other has lost. Any conflict has three outcomes: "win - loss", "win - win", "loss - loss". However, such a representation of the outcome of the conflict is rather imprecise. For example, a compromise may not always be considered a victory for both sides; a party often achieves a compromise only so that its opponent cannot consider himself the winner, and this happens even if the compromise is just as unprofitable for it as the loss.
As for the “lose-lose” scheme, Art. it does not fully fit the cases when both parties become victims of some third party, which takes advantage of their strife for gain. In addition, it is not difficult to imagine a situation in which the head of the enterprise refuses two employees in the position they contested and gives it to a third party only because, in his opinion, these duties can only be performed by a person who does not enter into conflicts.

1. The emergence and development of a conflict situation. A conflict situation is created by one or more subjects of social interaction and is a prerequisite for a 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 an awareness and associated emotional experiences can be: a change in mood, critical and unfriendly statements about your potential enemy, limitation of 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 realizes that these actions are directed against him, and, in turn, takes active retaliatory actions against the initiator of the conflict.

4. 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 not understand the essence and subject of the conflict.

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

The main phases of the conflict are:

1) initial phase;

2) lifting phase;

3) the peak of the conflict;

4) the decay phase.

It is important to remember that the phases of conflict can be repeated cyclically. For example, after the decay phase in the 1st cycle, the rise phase of the 2nd cycle may begin with the passage of the peak and fall phases, then the 3rd cycle may begin, etc. In this case, the possibilities of resolving the conflict in each subsequent cycle are narrowed. 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.

Correlation of phases and stages of the conflict

Table 2.3

The aim of the game. The development of students' ability to analyze the conflict based on their understanding of the basic conflictological concepts; the formation of skills in the use of the simplest methods of studying and assessing conflict situations.

Game situation. The firm's management received a complaint from one of the employees *.

The CEO of the firm appoints a working group to study the complaint and develop proposals for a decision. The composition of the working group: HR manager - head; public relations specialist; lawyer of the firm.

Conflict situations in society are the norm. Sociologists say that even when relationships are built harmoniously and taking into account social rules and norms of behavior, it is still sometimes impossible to avoid disagreements. They were at all times and are now. "Popularly About Health" will tell you about the main stages of the conflict and give examples to facilitate understanding.

Why you need to know the main stages of conflict development?

Understanding how a critical situation arises helps to avoid or resolve it as smoothly as possible. This is necessary to protect social relations and society as a whole. Psychologists strongly recommend learning how to analyze the conflict, which will help you identify yourself and your own role in any dispute and conflict and resolve it correctly.

The main stages of the development of the conflict

Sociologists and psychologists identify 4 stages in the development of conflict situations. Let's consider them:

* Pre-conflict;
* Directly the conflict itself (boiling point);
* Resolution of the situation;
* Post-conflict stage.

The pre-conflict stage is characterized by growing tension. It always arises when the values ​​and interests of a person or a group of people are violated.

Psychological stress grows due to the dissatisfaction of any of the needs of individuals. The feeling of dissatisfaction and tension causes a desire to look for the culprits in the current situation, moreover, it is not always possible to find the real culprits, sometimes their role is assigned to alleged or fictional subjects.

Realization of the insolubility of the problem leads to even greater discontent. Such tension can persist for a long time, until, finally, it does not develop directly into the conflict itself. However, for the transition of the first stage to the second one needs a push, an incident. Sometimes it is provoked by the parties to the conflict themselves, sometimes it arises by chance, against the background of the natural course of events.

The second stage is the collision itself. It starts in different ways - it can be provoked by one of the parties, or it can arise spontaneously as a result of circumstances. Counteraction is often a response to a challenge from an opponent or a group of people. The conflict does not always proceed clearly, since its manifestation directly depends on the behavior style and reaction of the participants. Each opposition is unique in its own way. It is not uncommon for the counteraction to avoid escalation, that is, the active phase of the confrontation.

In the overwhelming majority of cases, conflicts nevertheless enter the stage of escalation. Resistance reaches its "boiling point", develops into open confrontation. If the participants continue to fuel the conflict, it reaches such proportions that it may involve actors who were not previously involved in it. The developing confrontation sometimes draws in opponents so much that they forget about the primary causes of discontent and concentrate entirely on the conflict, not disdaining any means of struggle. The main goal of the opposing forces is to inflict the greatest harm on opponents. Popular uprisings, national conflicts, as well as quarrels between ordinary people often proceed according to this scenario.

Conflict resolution is the next stage. The duration of the confrontation depends on various factors and external conditions, as well as on the behavior of the participants in the process themselves. It is not uncommon for opponents to rethink the situation, as well as their own resources and the potential of other participants. The understanding of the impossibility of solving the problem by force comes, it is necessary to look for other methods of solution. The resolution of the conflict is possible thanks to the neutral side, outside interference. Gradually, the "heat of passions" subsides, which still does not exclude the possibility of a new confrontation in the future.

The post-conflict stage is characterized by a complete fading of the confrontation between the parties. However, the relations of conflicting subjects can remain tense for a long time. It depends on how satisfied their goals and needs are, what methods of influence they used during the conflict, what damage was done to the parties.

Examples of conflict development

A simple example is family breakdown. If a husband and wife accumulate dissatisfaction for a long time, then over time a situation will occur when a conflict will mature. One of the parties can declare its claims, while the other will defend its interests. There are two ways to solve the problem - to sit down at the negotiating table or to destroy the family. If none of the spouses takes the path of reconciliation, then insults and sometimes assault will soon go into the course, which will eventually be resolved by divorce.

For schoolchildren, the example of two guys in love with one girl is more understandable. On the basis of jealousy, they conflict, fight, after which they either understand the meaninglessness of this situation, or overestimate their capabilities and the potential of their opponent. The conflict fades away, but may soon escalate again.

Any conflict situation has 4 stages of development. The same applies to nationalist confrontations, political differences. It is important to understand what precedes the development of confrontation and at this stage try to prevent its further progression.

A complex multifaceted phenomenon, which has its own dynamics and structure, is usually denoted by the concept of "conflict". The stages of the conflict determine the scenario of its development, which may consist of several corresponding periods and phases. This article will discuss this complex socio-psychological phenomenon.

Definition of the concept

The dynamics of the conflict can be viewed in both a narrow and a broad sense. In the first case, this state is understood as the most acute stage of opposition. In a broad sense, the stages of the development of a conflict are a long-term process in which the phases replace each other in space and time. There is no unambiguous approach to the consideration of this phenomenon. For example, L. D. Segodeev identifies three stages of the dynamics of the conflict, each of which he breaks down into separate phases. Kitov A.I. divides the process of confrontation into three stages, and V.P. Galitsky and N.F. Fsedenko - into six. Some scholars believe that conflict is an even more complex phenomenon. The stages of the conflict, in their opinion, have two variants of development, three periods, four stages and eleven phases. This article will set out precisely this point of view.

Development options, periods and stages

The stages of the development of a conflict can unfold according to two different scenarios: the struggle enters the stage of escalation (the first option) or bypasses it (the second option).

The following states can be called periods of conflict development:

1. Differentiation - the opposing sides separate, try to defend only their own interests, use active forms of confrontation.
2. Confrontation - the participants in the conflict use tough forceful methods of struggle.
3. Integration - opponents go towards each other and start looking for a compromise solution.

In addition to options and periods, the following main stages of the conflict can be distinguished:

1. Pre-conflict (latent stage).
2. Conflict interaction (counteraction in the active stage, which, in turn, is divided into three phases: incident, escalation, balanced interaction).
3. Resolution (end of confrontation).
4. Post-conflict (possible consequences).

Below we will consider in detail the phases into which each stage of conflict interaction is divided.

Pre-conflict (main phases)

The following phases can be distinguished in development:

1. Emergence At this stage, a certain contradiction arises between the opponents, but they do not yet realize it and do not take any active actions to defend their positions.
2. Awareness At this time, the opposing sides begin to understand that a clash is imminent. In this case, the perception of the situation that has arisen is usually subjective. Awareness of a conflicting objective situation can be both erroneous and adequate (that is, correct).
3. An attempt by the opponents to resolve the painful issue in communicative ways, by competently arguing their position.
4. Pre-conflict situation. It arises if the methods of peaceful resolution of the problem have not brought success. The opposing sides realized the reality of the threat and decided to defend their interests by other methods.

Conflict interaction. Incident

An incident is the deliberate actions of opponents who wish to single-handedly take possession of the object of the conflict, regardless of the consequences. Awareness of the threat to their interests forces the opposing sides to use active methods of influence. An incident is the beginning of a collision. It concretizes the alignment of forces and exposes the positions of the conflicting parties. At this stage, opponents still have little idea of ​​their resources, potentials, forces and means that will help them gain the upper hand. This circumstance, on the one hand, restrains the conflict, and on the other hand, makes it develop further. In this phase, opponents begin to turn to a third party, that is, to appeal to legal authorities to assert and protect their interests. Each of the subjects of the confrontation is trying to attract the greatest number of supporters.

Conflict interaction. Escalation

This stage is characterized by a sharp increase in the aggressiveness of the opposing sides. Moreover, their subsequent destructive actions are much more intense than the previous ones. The consequences are difficult to predict if the conflict goes so far. The stages of the conflict in its development are divided into several stages:

1. A sharp decrease in the cognitive sphere in activity and behavior. The subjects of confrontation are switching to more aggressive, primitive methods of confrontation.
2. Displacement of the opponent's objective perception by the universal image of the “enemy”. This image becomes the leading one in the information model of the conflict.
3. Increased emotional stress.
4. A sharp transition from reasonable arguments to personal attacks and claims.
5. The growth of the hierarchical rank of prohibited and violated interests, their constant polarization. The interests of the parties become bipolar.
6. Uncompromising use of violence as an argument.
7. Loss of the original collision item.
8. Generalization of the conflict, its transition to the global stage.
9. Involvement of new participants in the confrontation.

The above signs are typical for both interpersonal and group conflicts. At the same time, the initiators of the collision can in every possible way support and shape these processes by manipulating the consciousness of the opposing sides. It should be emphasized that in the process of escalation, the conscious sphere of the psyche of opponents gradually loses its significance.

Conflict interaction. Balanced interaction

In this phase, the subjects of the conflict finally understand that they cannot solve the problem by force. They continue to fight, but the degree of aggressiveness is gradually decreasing. However, the parties have not yet taken real actions aimed at a peaceful settlement of the situation.

Conflict resolution

The stages of conflict resolution are characterized by the termination of active confrontation, the awareness of the need to sit down at the negotiating table and the transition to active interaction.

1. The end of the active phase of the collision can be provoked by several factors: a radical change in the conflicting parties; a clear weakening of one of the opponents; the obvious futility of further action; overwhelming superiority of one of the parties; the appearance in the confrontation of a third party capable of making a significant contribution to solving the problem.
2. The actual resolution of the conflict. The parties begin to negotiate, completely abandon the use of forceful methods of struggle. The methods of resolving the confrontation can be as follows: changing the positions of the conflicting parties; elimination of one or all participants in the confrontation; destruction of the object of the conflict; effective negotiations; the appeal of opponents to a third party playing the role of an arbitrator.

The conflict can end in other ways: fading (extinction) or growing into a confrontation of another level.

Post-conflict stage

1. Partial permission. The stages of social conflict end at this relatively peaceful stage. This state is characterized by the preservation of emotional tension, negotiations take place in an atmosphere of mutual claims. At this stage of confrontation, post-conflict syndrome often arises, which is fraught with the development of a new dispute.
2. Normalization, or complete resolution of the conflict. This phase is characterized by the complete elimination of negative attitudes and reaching a new level of constructive interaction. The stages at this stage are fully completed. The parties restore relations and begin productive joint activities.

Conclusion

As mentioned above, the conflict can develop according to two scenarios, one of which implies the absence of an escalation phase. In this case, the confrontation between the parties proceeds in a more constructive way.

Each conflict has its own boundaries. The stages of the conflict are limited by temporal, spatial and intrasystemic frameworks. The duration of a collision is characterized by its time duration. Intra-system boundaries are due to the separation of the subjects of confrontation from the total number of participants.

Thus, conflict is a complex interaction between aggressive opponents. Its development is subject to certain laws, the knowledge of which can help the participants in the collision avoid possible losses and come to an agreement in a peaceful, constructive way.

Often, conflicting parties see struggle as the only possible way of being. They forget about other opportunities, lose sight of the fact that they can achieve more if they solve problems in a constructive way. The end of the conflict is sometimes achieved simply because opponents get tired of enmity and adapt to coexistence. Having shown sufficient tolerance, if contacts are inevitable, they gradually learn to live in peace, not demanding from each other the complete agreement of views and habits.

However, much more often the end of the conflict becomes possible to achieve only through special efforts aimed at resolving it. Such an effort can require a lot of art and a lot of ingenuity.

It is quite difficult to resolve interpersonal conflict, since usually both opponents consider themselves to be right. Rational, objective assessment of the conflict situation by each opponent is very difficult due to the negative emotions of the conflicting people.

Solomon's Court, Peter Paul Rubens, 1617

Consider the sequence of actions of one of the opponents, who decided to take the initiative to resolve the conflict on himself.

Step 1. Stop fighting your opponent.

To understand that through a conflict I will not be able to protect my interests. Assess the possible immediate and future consequences of the conflict for me.

Step 2. Who is smarter is wrong.

Internally agree that when two people are in conflict, then the one who is smarter is wrong. It is difficult to wait for the initiative from this stubborn opponent. It is much more realistic for me to change my own behavior in the conflict. I will only benefit from this, or at least I will not lose.

Step 3. Reduce the negative.

Minimize my negative emotions towards my opponent. Try to find a way to reduce his negative emotions towards me.

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Step 4. Cooperation or compromise.

Tune in that it will take some effort to solve the problem through cooperation or compromise.

Step 5. Hear your opponent.

Try to understand and agree that the opponent, like me, pursues his own interests in the conflict. The fact that he defends them is as natural as the defense of many of his own interests.

Step 6. Evaluate from the outside.

Evaluate the essence of the conflict as if from the outside, presenting our counterparts in my place and in the place of an opponent. To do this, it is necessary to mentally get out of the conflict situation and imagine that exactly the same conflict is taking place in another team. It involves my double and my opponent's double. It is important to see the strengths, partial correctness in the position of the opponent's double and weaknesses, partial incorrectness in the position of my double.

Step 7. Reveal the interests of the opponent.

Find out what my opponent's true interests are in this conflict. What he ultimately wants to achieve. To see its hidden essence behind the reason and the external picture of the conflict.

Step 8. Understand your opponent's main concerns.

Determine what he is afraid of losing. Reveal what possible damage the opponent is trying to prevent for himself.

Step 9. Separate the problem of conflict from people.

Understand what is the main reason for the conflict, if you do not take into account the individual characteristics of its participants.

Step 10. Develop a maximum program.

To think over and develop a maximum program aimed at the optimal solution of the problem, taking into account the interests of not only mine, but also of the opponent. Ignoring the interests of the opponent will make the conflict resolution program a good wish. Prepare 3-4 options for solving the problem.

Step 11. Develop a minimum program.

Think over and develop a minimum program aimed at mitigating the conflict as much as possible. Practice shows that the mitigation of the conflict, reduction, acuteness create a good basis for the subsequent resolution of the contradiction. Prepare 3-4 options for a partial solution to the problem or mitigation of the conflict.

Step 12. Identify opportunities.

Determine, if possible, objective criteria for resolving the conflict.

Step 13. Predict the response.

Predict the possible response of the opponent and my reactions to them as the conflict develops: if my forecast of the development of the conflict is correct, this will make my behavior more constructive. The better the forecast for the development of the situation, the less the losses of both sides in the conflict.

Step 14. Open conversation.

Conduct an open conversation with an opponent in order to resolve the conflict.

The logic of the conversation could be as follows:

You will have to work and live together, it is better to help, not harm;
- I propose to discuss how to peacefully solve the problem;
- Admit your mistakes that led to the conflict;
- Concede to the opponent in what is not the main thing in this situation;
- Gently express a wish for concessions on the part of the opponent;
- Discuss mutual concessions;
- Completely or partially resolve the conflict.

If the conversation did not work out, do not aggravate the situation, but offer to return to the discussion of the problem again in 2-3 days.

Naturally, the open conversation technique is most often based on the idea of ​​reaching a compromise, in which we follow the path of gradual rapprochement. The decision made on the basis of the proposed technique, in most cases, carries a constructive component, and most importantly, it allows you to get away from opposition and resolve the contradiction, moving towards mutual agreement.

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Step 15. Try to resolve the conflict.

Try to resolve the conflict, constantly adjusting not only tactics, but also the strategy of your behavior in accordance with a specific situation.

Step 16. Identify errors in case of failure.

Once again assess your actions at the stages of the emergence, development and end of the conflict. Determine what went right and where the mistakes were made.

Step 17. Assess the behavior of other participants in the conflict.

Evaluate the behavior of other participants in the conflict, those who supported me or the opponent. The conflict itself tests people and reveals those features that were previously hidden.