Styles of behavior in conflict and their characteristics

In real life, sometimes it is not so easy to establish the true cause of the conflict. And without this it is impossible to find the optimal solution to pay it off. It is for such difficult cases that it is useful to know the styles of behavior in the conflict that the interlocutors can use. Depending on the circumstances, you must choose a specific strategy for action. How to act in this or that situation, learn in the article.

Basic Models of Conduct in Conflict

отличается избеганием нежелательных конфликтов. The prognostic style is distinguished by avoiding undesirable conflicts. A person with this model of behavior tries not to succumb to provocations. Previously, he will conduct an analysis of dangerous areas, weigh the pros and cons. If this conflict is the only way out of the situation, it will decide to start a dispute. With the prognostic model, all the variants of their actions are thought through and the possible actions of the interlocutor are calculated. This style of behavior in the conflict is characterized by the absence of emotional reactions or their weak expression. The most preferable outcome is a compromise.

можно охарактеризовать отставанием в оценивании ситуации. Corrective style can be characterized by a lag in assessing the situation. That is why the reaction to disagreement arises immediately - immediately after the conflict begins. At the same time, a person with such a model of behavior does not think that there is a problem, but behaves very emotionally and unrestrainedly. Actions are characterized by fussiness, especially at the beginning of the conflict.

отличается отрицанием возможности взаимных уступок. The destructive style is distinguished by the denial of the possibility of mutual concessions. Compromise is regarded only as a manifestation of weakness. Therefore, such a way out of the situation is considered unacceptable. A person with this pattern of behavior constantly emphasizes the erroneousness of the opponent's positions and his rightness. At the same time, the interlocutor is accused of malicious intent, selfish motives and personal interest. The controversial situation in this way of behavior will be extremely emotionally perceived by both sides.

These were the main styles of behavior in the conflict. Within them, one can single out strategies.

Behavior Strategies

Researchers in the field of psychology distinguish five styles of behavior in a conflict situation.

• Cooperation.
• Compromise.
• Ignoring.
• Rivalry.
• Adaptation.

Let's consider in more detail each style of behavior.

Cooperation

This is the most difficult model of behavior, but at the same time the most effective of all. Its purpose is to find a solution that would satisfy the interests and needs of all parties to the conflict. For this, the opinion of everyone is taken into account and all the proposed options are heard. The discussion is calm, without negative emotions. In a conversation, to achieve a result, evidence, arguments and beliefs are used. This style of behavior in resolving the conflict is based on mutual respect and therefore contributes to the preservation of lasting and lasting relations.

However, you need to be able to restrain emotions, clearly explain their interests and listen to the other side. The absence of at least one factor makes this model of behavior ineffective. In what situations is this style the most suitable?

• When a compromise is not suitable, but a common solution is needed.
• If the main goal is a joint work experience.
• With the conflicting side, there are interdependent and long-lasting relationships.
• It is necessary to exchange points of view and strengthen the personal involvement of opponents in the activities.

Compromise

This is a less constructive style of behavior in the conflict. Compromise nevertheless takes place, especially when it is necessary to quickly remove the accumulated stress and resolve the dispute. The model reminds of "cooperation", but it is carried out on a superficial level. Each side is in some way inferior to the other. Therefore, as a result of compromise, the interests of opponents are partially satisfied. To achieve a common solution, effective communication skills are required.

In which cases is a compromise effective?

• When the interests of both parties can not be fulfilled simultaneously. For example, opponents claim one position.
• If it's more important to win something than lose everything.
• The interlocutors have equal power and lead equally convincing arguments. Then cooperation is replaced by a compromise.
• You need a temporary solution, because there is no time to look for another.

Ignoring

This style of people's behavior in the conflict is characterized by conscious or unconscious evasion from clarifying the relationship. A person who has chosen such a strategy, tries not to get into unpleasant situations. If they arise, it simply shies away from discussing decisions that are fraught with disagreements. Most often there is unconscious ignoring, which is the protective mechanism of the psyche.

Some people use this model quite consciously, and this is a justified move. Ignoring is not always an avoidance of responsibility or an escape from the problem. Such a delay may be a suitable solution for certain situations.

• If the problem is not important for the party, and there is no point in defending your rights.
• There is no time and effort to find the best solution. The conflict can be returned later, or it will be resolved by itself.
• The opponent has a lot of power, or the other person feels that he is not right.
• If there is a possibility of opening dangerous details during the discussion, then the disagreement will only intensify.
• Other styles of behavior in the conflict proved to be ineffective.
• The relationship is short or unpromising, there is no need to support them.
• The interlocutor is a conflict person (rude, complainer and so on). With such people it is sometimes better not to conduct a dialogue.

Rivalry

This strategy is typical for most people, in which the interlocutor tries to pull the blanket over to his side. Only their interests are valued, other people's needs are not taken into account, and opinions and arguments are simply ignored. The competing party tries to force to accept the point of view in every possible ways.

For coercion, even position and power can be used with this style of behavior. Participants in the conflict representing the opponent, the decision is often not satisfied, and they can sabotage it or abandon the relationship. Therefore, rivalry is inefficient and rarely fruitful. And the decision taken in most cases is incorrect, because someone else's opinion is not taken into account. When is competition effective in the conflict?

• When there is authority and sufficient power, and the proposed solution seems to be obvious and the most faithful.
• There is no other way out and there is nothing to lose.
• If the interlocutors (often subordinates) prefer an authoritarian style of communication.

Adaptation

This strategy is characterized by a rejection of the struggle and a change in one's own position. The situation is mitigated by the pliability of the opponent, who believes that it is better to keep the relationship than quarrel and seek the rightness. With this style of behavior, the conflict is forgotten, but sooner or later it will make itself felt. Refusing their interests is not necessary. To discuss the problem, you can return after a while and in a more favorable situation try to find a solution.

In what situations is it better to make concessions?

• When the needs of another person seem more important, and his experiences in this regard are very strong.
• The subject of disagreement is not significant.
• If the priority to maintain a good relationship, and not defend their opinion.
• There is a feeling that there is not enough chance to convince the interlocutor to be right.

Types of people in conflict

The style of behavior in conflict situations can be examined a little from the other side. Psychologists also distinguish the types of "difficult" people that can be encountered in a controversial situation.

"Steam boiler". They are unceremonious and very rude people who are afraid of losing their credibility and believe that everyone should agree with them. If it is not so important to win the dispute, it is better to give in. Otherwise, you first have to wait for the person to release the steam, and only then defend the rightness.

"Explosive child." Such people are not evil by nature, but extremely emotional. They can be compared to kids who have a bad mood. The best solution would be to scream, and then calm the interlocutor and move on to finding a solution.

"Complainants". They complain about realistic or imaginary circumstances. It is better to listen to such people first, and then repeat the essence of it in the same words, thus showing your interest. After that, you can deal with conflict. If the opponent continues to complain, the optimal decision is to adopt an ignoring strategy.

"Non-conflicting." Such people are always inferior in order to please others. But the words may differ from the case. Therefore, the emphasis should be made not on the consent with the decision, but on the fact that the opponent will keep the promise.

"Silent". Usually these are extremely secretive people, which are difficult to bring to a dialogue. If avoiding the problem is not an option, then one must try to overcome the opponent's isolation. To do this, we need to reveal the essence of the conflict, asking only open questions. Maybe even have to show some perseverance in order to keep the conversation going.

conclusions

It can be summarized that there are different styles of behavior in the conflict and the types of "problem" people. The most correct and universal model does not exist. We need to adequately assess the situation and communicate with the opponent, depending on it. Only this way it will be possible in advance to mitigate the unpleasant consequences of the conflict.