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Presentation on the topic of conflicts and their resolution. Presentation on the topic “Topic: “Conflict and the main ways to resolve it

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The purpose of the project: to investigate the causes of conflicts and ways to resolve them. Tasks: 1) Identify the causes of conflicts. 2) Explore the conflict situation in the gymnasium 3) Show ways to resolve conflicts (video) 4) Give general recommendations for preventing conflicts in the team. Relevance: Conflict is inevitable social life. How to solve the problem of emerging and brewing conflicts, how to prevent them, how to manage them - this is the question facing modern man. Work plan: 1. What is conflict and its types. 2. Causes of conflicts. 3. Conflict situation and its participants. 4. Techniques necessary to prevent conflicts.
socially significant project"My place in society"

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Conflict and ways to resolve it
The survey involved: 5-8kl.

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Survey of students in grades 5-8 of the gymnasium

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How do you understand what conflict is?

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Do you consider yourself a conflict person?

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How often do you become a participant in a conflict?

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What do you think is the most common cause of conflict?

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Choose provisions that will help you get out of the conflict?

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Do you think there are winners in the conflict?

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Survey results: In the gymnasium, 50% of students are conflict people or are prone to it; 40% do not know effective ways to get out of the conflict; 43% say that the main reason for the conflict is the difference in opinions and tastes, which indicates a lack of tolerance
Conclusion:

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the most acute way of resolving contradictions, usually accompanied by negative emotions, going beyond the rules and norms.
The conflict is

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Subject Subject Subject of the conflict Opponent - the opposing side in a conflict situation The cause of the conflict is the circumstances that are related to the needs of the conflicting parties. A cause for conflict is a minor incident that contributes to the emergence of a conflict, but the conflict itself may not develop.

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Positive Removal of tension between the conflicting parties, there is a release of negative emotions; The conflict reveals the positions, interests and goals of the participants, and thereby contributes to the solution of emerging problems; Conflicts allow you to identify problems in relationships, contributes to the changes that need to be made;
Functions of interpersonal conflicts
Negative Large emotional costs of participation in the conflict, experiences. Conflict can lead to deterioration of relationships in the group, with other people. Excessive passion for conflict harms studies and business. Difficult recovery of interpersonal relationships (“conflict trail”)

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Stages of conflict

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Styles of behavior in a conflict situation

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Styles of behavior
Behavior style Characteristic
Competition, rivalry ("shark") The desire to achieve satisfaction of one's interests to the detriment of another
Cooperation (“owl”) Choice of an alternative that best meets the interests of both parties
Compromise ("fox") A choice in which each side gains something, but also loses something
Avoidance, evasion (“turtle”) Avoidance of conflict situations, the absence of both the desire for cooperation and attempts to achieve their own goals
Adaptation ("bear cub") Sacrificing one's own interests for the interests of another

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Consider conflict situations, determine the causes of their occurrence

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The most common reasons

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Consider conflict situations, determine the causes of their occurrence.
1. Brother and sister yell at each other: both are hungry, tired, and they have one left, the last cake or the last sip of lemonade, and everyone wants to take it for themselves. 2. Two boys quarreled: one believes that friends should tell each other all the secrets, and the second argues that friends can have secrets from each other. 3. Two friends argued over the color of the dress: one believes that white and gold is better, the other - that black and blue. 4. The girl told her mother that she went to the gym, but instead went out with friends.

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1. Before you enter into a conflict situation, think about what ...... . 2. Be……. And …… . In a conflict, recognize not only your interests, but also the interests of the other side. Put yourself in the other's place. 3. Think beyond your own……., force yourself to hear your opponent's arguments. Try to figure out what he disagrees with. 4. Not ... ... another person, so that later you do not burn with shame when you meet him and do not suffer from remorse. 5. Treasure your own respect for yourself by daring to go into conflict with someone who……. 6. Remember: “…… there is no conflict!”
Rules of "non-conflict people"

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1. Before you enter into a conflict situation, think about what result you want to get from this. 2. Be fair and honest. In a conflict, recognize not only your interests, but also the interests of the other side. Put yourself in the other's place. 4. Think beyond your own interests and feelings, force yourself to hear your opponent's arguments. Try to figure out what he disagrees with. 5. Do not humiliate or insult another person, so that later you do not burn with shame when you meet him and do not suffer from remorse. 6. Cherish your own self-respect by daring to go into conflict with someone who is weaker than you. 7. Remember: “There is no winner in the conflict!”
Rules of "non-conflict people"

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1. Before you enter into a conflict situation, think about what result you want to get from this. 2. Be fair and honest. In a conflict, recognize not only your interests, but also the interests of the other side. 3. Think beyond your own interests and feelings, force yourself to hear your opponent's arguments. Try to figure out what he disagrees with. 4. Do not humiliate or insult another person, so that later you do not burn with shame when you meet him and do not suffer from repentance. 5. Treasure your own self-respect by daring to go into conflict with someone who is weaker than you. 6. Remember: “There is no winner in the conflict!”
Rules of "non-conflict people"

Conflict A clash of opposing goals, interests, positions, opinions of people, a serious disagreement between the subjects of interaction a contradiction between two or more parties, when each party makes sure that its point of view or goal is accepted, and prevents the other party from doing the same

Two approaches to conflicts Conflicts are an undesirable phenomenon (school scientific management. Conflicts destroy resources, primarily human resources) - dysfunctional conflicts are desirable. Allows you to identify alternatives and find best solutions. Functional conflicts

Positive and negative aspects of the conflict De-escalation identification of different points of view new information about the opponent Stimulation for change and development Team building against an external enemy High emotional and material costs Passion for the process to the detriment of work Dismissal of employees Decrease in discipline Deterioration of the SEC Decrease in the degree of cooperation Difficult recovery business relations(trail of conflict)

Causes of conflicts Distribution of power Limitation of resources Differences in goals and their inconsistency (purchasers and financiers) Interdependence of tasks Poor communication Psychological incompatibility (M and X hurt each other) Differences in behavior and life experience Differences in assessment of the situation and opinions

Stages of conflict management Determining the essence of the problem Determining the root cause Analysis of the previous relationships of the participants Searching for possible ways to resolve the conflict Acceptance joint decision on the way out of the conflict implementation of a jointly planned method evaluation of the effectiveness of efforts taken to resolve the conflict

Conflict management This is a targeted impact to eliminate (minimize) the causes that gave rise to the conflict, or to correct the behavior of the participants in the conflict, change their goals Ways to resolve conflicts: Administrative pedagogical structural interpersonal

Pedagogical persuasion, mutual reconciliation of the parties admission of guilt by one of the participants normative method divide and conquer scapegoat method Choice of the lesser of two evils give the person the opportunity to speak mediation of a third person increase the distance between the participants

Structural Clarification of job requirements Use of special coordination and integration mechanisms for conflicting parties Establishment of comprehensive goals that unite conflicting parties Use of a reward system. Do not encourage non-constructive behavior of certain groups or individuals

Destructive conflict management strategies Rivalry (competition, opposition) - the desire to achieve satisfaction of one's interests to the detriment of another Adaptation - compliance based on sacrificing one's own interests for the sake of another (this differs from cooperation)

Conflict resolution options Complete resolution, partial extinction of the conflict, only conflict behavior is excluded, but the causes are not eliminated - decline, transition to a chronic state (smoldering conflicts) - return to a state of readiness for conflict - an imaginary way out of the conflict - distraction from the problem without overcoming it

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Conflicts and ways to resolve them. Prepared by: Deputy Head of VMR L.G. Verkhozina.

The essence of the conflict: Conflict (from Latin with onflictus - collision) - a collision of oppositely directed goals, interests, positions, opinions or views of opponents or subjects of interaction (Psychological Dictionary, L.A. Karpenko); Conflict - the struggle for values and claims to a certain status, power and resources, in which the goals of the enemy are to neutralize, damage or eliminate the opponent (L. Koser); Conflict is the most important side of the interaction of people in society, a kind of cell of social life. This is a form of relationship between potential or actual subjects of social action, the motivation of which is due to opposing values and norms, interests and needs (L.G. Zdravomyslov).

The structure and dynamics of conflicts A conflict situation is the objective basis of a conflict, fixing the emergence of a real contradiction in the interests and needs of the parties. In fact, this is not the conflict itself, since the existing objective contradiction may not be recognized by the participants in the interaction for a certain time.

The structure of the conflict situation: The object of the conflict

Incident - This is a situation of interaction that allows its participants to realize the presence of an objective contradiction in their interests and goals. That is, an incident is an awareness of a conflict situation.

Dynamics of the conflict

Causes of conflicts: Allocation of resources; Interdependence of tasks; Differences in purpose; Differences in perceptions and values; Differences in behavior and life experience; Poor communications.

Conflict functions Destructive function (negative): destruction joint activities, deterioration or disintegration of relations, deterioration in the well-being of participants, etc. Constructive function (positive): Conflict is an important source of development of an individual, a group. Interpersonal relationships, allows them to rise to new heights, expand and change the scope and ways of interaction; Through open confrontation, the conflict frees the group from factors that undermine it, reduces the likelihood of stagnation and the decline of the group; The conflict contributes to the development of mutual understanding between the participants in the interaction; False outcome (freezing) - for example, the subjects of the conflict were pulled apart by force.

Classifications: The level of conflict depends on the rank of the subject of the conflict: Intrapersonal conflict; Interpersonal (between individuals); Conflict between the individual and the group; Intergroup conflict (between members of different groups); Systemic conflict (they include “groups of groups”, state K., interethnic K.).

Types of conflict: Objective - Subjective - The basis is the real problem "a field for working with a psychologist": Conflict as a personal communicative style of a person; Conflict as a means of discharging negative energy.

Types of conflict: Informational; Structural; Valuable; relationship conflict; behavioral conflict.

Strategies of behavior in conflict: Avoidance (I don't want to participate in this, I can't influence the situation, etc.); Adaptation (adjust to the partner); Rivalry; Compromise (we partially satisfy my interests, partially - the interests of a partner); Cooperation.

Characteristics of the outcomes of conflicts (forms of its resolution) Removal of the incident is an attempt to extinguish the conflict, either by transferring it to the stage of awareness (without conflict actions), or to the stage of an unconscious conflict situation; Ensuring the win of one of the parties; Removal of conflict with the help of lies; Full physical or functional breeding of participants; Internal restructuring of the image of situations; Conflict resolution through confrontation to cooperation

D. Carnegie's advice “Do not allow yourself to be upset because of the little things that should be neglected and forgotten. Remember that life is too short to waste it on trifles! “The ability to distinguish the main from the secondary should help everyone find the right line of conduct in conflicts ...

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Plan 1. Concept and classification of conflict 2. Model of conflict, causes of its occurrence 3. Methods of conflict management

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Conflict = conflict situation + incident Conflict situation - a period of hidden growth of contradictions incident - a combination of circumstances that are the cause of the conflict

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Types of conflicts Between firms and government bodies, between firms Constructive and destructive business and personal intrapersonal, interpersonal, personality-group, intergroup short-term and prolonged febrile and destructive

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Two Approaches to Conflicts Conflicts are an undesirable phenomenon (school of scientific management. Conflicts destroy resources, first of all, human) - dysfunctional conflicts are desirable. Allows you to identify alternatives and find the best solutions. Functional conflicts

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Positive and negative aspects of the conflict De-escalation of tension Revealing different points of view Obtaining new information about the opponent Stimulation for change and development Team building against an external enemy Large emotional and material costs Passion for the process to the detriment of work Dismissal of employees Decrease in discipline Deterioration of the SEC Decrease in the degree of cooperation Difficult restoration of business relations ( trail of conflict)

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Conflict Model No Conflict Occurs Management situation Source of conflict Potential for conflict to escalate Reaction to situation Conflict occurs Conflict management Functional and dysfunctional consequences of conflict

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Employees with management disproportion of rights and responsibilities failure to fulfill their official duties marriage at work poor working conditions inefficient use of working time lack of creative initiative

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Signs of manifestation of a personal conflict Decreased interest in work the employee becomes critical, grouchy increases defensive reaction the employee makes more mistakes the employee begins to drink, take drugs

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Conflictogens Words, actions (or inaction) that can lead to conflict striving for superiority (condescending position, boasting, categoricalness, imposing one's advice, etc.) manifestation of aggressiveness manifestation of selfishness

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Stages of conflict management Determination of the essence of the problem determination of the root cause analysis of the previous relationships of the participants search for possible ways to resolve the conflict adoption of a joint decision to resolve the conflict implementation of the jointly planned method evaluation of the effectiveness of efforts taken to resolve the conflict

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pedagogical persuasion, mutual reconciliation of the parties admission of guilt by one of the participants normative method divide and conquer scapegoat method Choice of the lesser of two evils give the person the opportunity to speak mediation of a third person increase the distance between the participants

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Conflict Management Strategies Competition Collaboration Compromise Avoidance Accommodation

for possession of some scarce resource.

Working with the "Chrestomathy": What is the conflict E. A. Utkin is a modern Russian conflictologist. The basis of any conflict is the accumulated contradictions, objective and subjective, real and illusory. An insignificant reason is enough - and a conflict can flare up. The development of the conflict occurs according to the following scheme: Conflict situation + Cause = Conflict. A conflict is understood as a situation in which conflicting interests of one or more participants collide, and the ways and methods of achieving their goals are different for them. characteristic features conflict are: the uncertainty of the outcome, i.e. none of the participants in the conflict knows in advance the decisions that other participants make; the difference in goals, reflecting both the conflicting interests of various parties, and the multilateral interests of the same person; course of action for each party. Utkin E. A. Conflictology. Theory and practice. - M., 1998. - S. 50. 1) What is a conflict? What are its main features? 2) Evaluate two points of view on the conflict. Which one do you agree with and why? A) “For any group, conflict between two or more of its members is an obstacle to normal communication and joint work. There is a need to extinguish the conflict. At the very least, a “truce” between the warring parties is desirable, moreover, on the basis of such a compromise between them that would not run counter to the general norms of morality and would not infringe on the human dignity of both sides. B) “Conflicts have existed and will continue to exist, they are an integral part of human relationships, and one cannot say that conflicts are useless. They are a normal occurrence in our life ... "

Presentation on the topic of conflicts and their resolution. Presentation on the topic “Topic: “Conflict and the main ways to resolve it

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