Control of Conflictology

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Control of Conflictology

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Question 1. Stages of conflict development in the organization.
Answer: Usually there are four stages of conflict development in the organization:
1. Pre-conflict. It, in turn, is split into two phases. The initial phase in which the conflict situation is formed, otherwise the accumulation and exacerbation of contradictions in the system of interpersonal and group relations due to the emerging divergence of interests, values, etc. The second phase begins with an occasion or incident. At this phase, the conflicting parties realize the opposition of their interests, goals, etc.
2. Conflict, the main stage of the conflict, which is characterized by conflict behavior. For entry into this stage, it is necessary to have opposites in the interests, goals and formation of the setup to fight. The first phase of conflict behavior gives rise to a tendency to intensify the conflict. But it can encourage participants to find ways to resolve the conflict. The second phase is a maturing crisis in the development of the conflict, as it were, a "reassessment of values". The "revaluation of values" phase is also the "choice" phase.
3. Conflict resolution.
4. Post-conflict stage. At this stage, efforts should be made to finally eliminate the contradictions of interests, goals, etc.

Question 2. What is the difference between the intrapersonal and the interpersonal conflict?
          Answer: The difference between interpersonal and interpersonal conflict is the following: if an intrapersonal conflict arises in the event of conflicting demands on the worker or is a response to an overload or underload, an interpersonal conflict arises in the case between people with different points of view, characters, etc. Or between leaders as a struggle for limited resources.

Question 3. Describe the main types of behavior of the leader in the conflict.
Answer: The main types of conduct of a leader in a conflict are:
- Competition or rivalry. It is most typical for behavior in a conflict situation. It is inherent in the desire for unilateral victory, for victory, satisfaction primarily of their own interests. The desire to press on a partner, impose their interests, ignoring the interests of the other party. The leader must have strong will, sufficient authority, authority. It can be used if it makes a big bet on its solution to the problem, because the outcome of the conflict is very important for him.
- Cooperation. The most difficult, but most effective in resolving conflict situations. To be the most acceptable solution for both sides. This approach leads to a hurry in business and personal life.
- Compromise. The parties are trying to resolve the differences by going on mutual concessions. Some skills are required in negotiating.
- Evasion. If the conflict does not affect the direct interests of the parties, or the problem arises, it is not so important for the parties. When a leader has to deal with a conflict person.
- Adaptations. The leader acts together on the other hand, but does not try to lag behind his own interests in order to smooth the atmosphere and restore the normal working environment.


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