We are confronted daily with situations of conflict. Indeed, tensions arise in the workplace as well as within the family. These disagreements often are due to more secret reasons and not conscious and it is sometimes difficult to terminate.
After identifying the origins of conflicts, we will focus on ways to address them. A conflict is a stalemate, an opposition between two or more people. These people, despite of a common goal, do not agree: this is called as inconsistency. This disagreement creates tension that can be presented through different emotions: anger, frustration, fear, sadness, disgust or resentment.
In more general terms, the conflict illustrated by aggression and violence represents it. We can distinguish three major forms of conflict: the conflict of objectives: the goals of people seem to be different, so they are incompatible; cognitive conflict: ideas or values of individuals are not compatible; the emotional conflict: people's feelings are incompatible; they do not support each other.
As mentioned earlier, the conflict can be illustrated in different ways, some non-verbal: anger – it seems impossible to change the situation in which the person is facing; fear – the person takes a step back to protect themselves. Fear can result in excessive attacks or, conversely, by excessive cuteness; sadness – the person needs to be heard even comforted (persecutor or victim); joy – the joy can prevent anyone from listening to each other, especially when talking about a potential change.
Some sources of conflict are not caused by a given situation but by factors either intrinsic or situational, such as:
Individual factors: the person also has specific needs that can lead to conflict if they are not respected – the territory: the person who loses his bearings becomes easily aggressive; communication: the person needs to receive clear messages; self-esteem: a person needs to feel respected and recognized for his work; security: the person needs to protect himself, particularly against the changes; autonomy: the person must feel that they can choose not to feel trapped; rhythm: The person should not feel under constant pressure and tension; identity: the person wants to be perceived as unique. Here we find the need for recognition; comfort: close to the security, the person wants to avoid suffering; understanding: the person needs to integrate socially, by sharing their emotions and finding himself among other people.
Situational factors and organizational elements are all defined by the environment of the person. They do not fire themselves into the conflict but participate in a conflict situation.
Example: lack of motivation, poor work assignments, poor communication, and power struggles or lack of leadership. In addition, the company now promotes aggressive and enterprising individuals: however, this may lead to reactions sometimes too violent, too aggressive dynamism that night in the dialogue.
Factors related to people attitudes are of three types that are conducive to the conflict: the persecutor where the person is harsh and rigid. It requires a lot of others and asking for action is too difficult, or humiliating; savior: The person is placed in the position of savior in an inappropriate situation. From a lack of gratitude, this attitude leads to excessive and misplaced kindness; victim: A person tries to protect himself by claiming, in lamenting his fate.
The unfortunate victim is trying to attract caring, they are confused and fragile.
The provocative victim draws on their troubles and puts the blame on others to escape the conflict.
Tags: conflict management, different types of conflict, attitudes of people
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