Conflict is one of the unpleasant situations in any society or organization. It causes a lot of negative emotions and experiences. But psychologists believe that it simultaneously provides opportunities for new development, access to a new level of relations. It depends on both the parties and the leadership. To identify a conflict in time, you need to know its main manifestations.
Instructions
Step 1
Look for the main signs of conflict. It primarily contains subjects - groups or individuals, otherwise it cannot exist. Between them there are opposite, mutually exclusive positions, opinions about any issue, value or belief. Or disagreements arise over an object that cannot be shared between the participants. And, if at that moment, the parties did not come to any decision, then the conflict is aggravated. People have a desire to continue conflict interaction for the sake of their own interests.
Step 2
Observe the participants, employees. Confrontation usually causes an inflamed passion, increased emotional background, aggression and anxiety. Find out if there is commitment and support from other people, employees, i.e. Are groupings being formed? There is a tough confrontation, a refusal to make concessions.
Step 3
If the conflict is not resolved, but calmed down, it means that it has passed into a latent form. Look for the following signs: formality and minimization of relations between participants, reliance only on the rules and procedures adopted in the organization, silence and sabotage of public events, lack of progress in making group decisions and any interaction, covert actions aimed at compromising the enemy. With a latent form of struggle, it can be outwardly completely invisible, the parties even show goodwill, but the main sign of a conflict will be their inability to act together and come to a constructive or expected result.
Step 4
Determine if the conditions for conflict have been created. First of all, the participants proceed to conscious and active actions, seeking to cause damage to the opposing person. The action can be informational (gossip, information leakage, lies), and physical. In this case, one of the participants begins conflicting actions, the second accepts them as directed against himself, and also begins an active confrontation. There is a desire to maintain their own position and, by all means, to shake the enemy's positions. If the second did not start responding, the conflict is not considered to be deployed and is called a conflict situation.
Step 5
Analyze if the conflict has arisen on the basis of personal rejection between people. "Symptoms" will be constant discontent, teasing, mockery, mutual accusations, a sharp expression of aggression, negativity. Clashes against the background of personal rejection have a strong emotional connotation, therefore, sabotage and informal confrontation are manifested. Such conflicts rarely can be constructively resolved, but usually they constantly exist in a latent form.
