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There are different points of view in determination of the concept of a conflict and its classifications. The concept chart of description of a conflict is worked out in psychology. One concept contains four category groups: structure of conflict, its dynamics, functions and typology; the other one includes essence of conflict, classification, evolution of conflict, its genesis, reasons, structure, functions, information in a conflict, dynamics, methods of diagnostics and research of a conflict warning, permission (completion) of a conflict.
Rahim (2001) determines conflict as a realized contradiction between communicating personalities, which is accompanied by the attempts of its solution on a background emotional relations. Starks (2006) determines a conflict as an action of opposite, incompatible in the given situation reasons, interests, types of conduct. Also a conflict can be examined as a realized obstacle in the achievement of aims of joint activity, as a reaction on the base of incompatibility of characters, dissimilarities of cultural bases and necessities. In other words, we can name a conflict as the collision of interests, looks, options, aspirations of personality.buy term paper
Gross (2002) considers that a conflict – is the phenomenon of intrapersonal and group relations, it is a display of opposing, active collision of estimations, principles, opinions, characters, standards of conduct. A conflict is the destruction of these relations on emotional, cognitive or behavioral levels. From the point of view of mental condition of the opposing parties, a conflict comes forward simultaneously as a protective reaction and as a return emotionally painted reaction.
The single nature of conflicts of different levels supposes the presence of general attributive signs of the phenomenon, enabling to give its high-quality specific. The analysis of present determinations and descriptions at all distinction of approaches allows to distinguish as invariant the next signs of a conflict:
1. The presence of contradiction (often specified on incompatibility) in aims, interests, reasons etc.
2. Representation of this contradiction in consciousness or realization of presence of contradiction, incompatibility of aims, interests.
3. Activity (in the form of corresponding actions, “fight”), sent to overcoming of this contradiction.
For example, contradictions of search, when an innovation clashes with conservatism; contradictions of group interests, when group interests are defended only at ignoring of general interests; contradictions, related to the personal, egoistical motives, when profit, a careerism repress all the other reasons; contradictions of insolvent expectations; political contradictions (antisocial acts). Contradictions result in conflicts only when they affect the social status of a group or personality, material or spiritual values of people, their prestige, and moral dignity of personality. Such contradictions not only cause a negative estimation but also are accompanied by different emotional affects, such as offense, anger, contempt, indignation, fear. Emotions often push a man on a fight, and in this case there is opposing instead of contradiction. Thus, a conflict is the realized contradiction which is characterized by opposing of conflicting parties. Conflicts arise up on the basis of opposition of interests, social options and orientation of personalities, engaged in the conflict of people.
The information in a conflict characterizes basic informative streams, related first of all to the forming of informative models of a conflict for its participants and their informative co-operation in the process of development of a conflict.
Managing conflict it is necessary to remember about main concepts. Concepts ‘subject and participant’ of a conflict are not always identical. A subject is an active side, able to create a conflict situation and influence on the motion of a conflict depending on the interests within an organization. The participant of conflict can consciously (or not realizing up to the end the aims and tasks of the opposition) take part in a conflict, and can by chance or besides the will be engaged in a conflict. During development of a conflict the statuses of participants and subjects may switch places.
It is also necessary to distinguish the direct and indirect participants of a conflict. The latter present certain forces, pursuing their interests in a stranger conflict. In the real conflict each of the parties aims to lower the grade of the opponent and to promote its own.
Social status is a general position of a personality or a social group in the society, connected with a certain aggregate of rights and duties.
Force in a social conflict is possibility and ability of the parties of a conflict to realize the aims despite counteraction of an opponent. It includes all the aggregate of means and resources, both directly and potentially involved in the counteraction.