What is a conflict? Conflict is an indelible aspect of the human experience: from the contrasts of childhood with playmates to the disagreements between lovers often accompanied by the swing of reconciliations and breakups, to the fights and problems between spouses, parents. and children, colleagues, bosses and subordinates; Conflict accompanies us throughout our entire existence.
However, conflict is not a pleasant experience: being in a state of conflict increases stress, anxiety or, at the very least, creates uncertainty, worry and discomfort; Trying to avoid it is understandable behavior. Fortunately, the conflicts to which we are exposed or that we involuntarily provoke do not have serious consequences, they can be resolved or ignored without us facing serious dilemmas; But a prolonged or serious conflict is very painful and can cause considerable damage. In this Psychology-Online article we will see 12 types of conflicts and their resolution, with examples. Keep reading to learn about the characteristics of a conflict, the definition of conflict, and the types of conflicts.
Interpersonal conflict
In the classification of conflicts, we find interpersonal and intrapersonal conflict. Interpersonal conflict occurs when people have opposing interests, when there are frustrated expectations or there are substantial differences in values and priorities. To reduce interpersonal conflict, there are two main techniques that are used together:
- The first is the technique of “throw a bridge” that blurs differences, with the aim of reducing contrasts and finding common ground (for example, by identifying common values, memories and interests).
- The second is the channeling techniquewhich directs the negative energy of the conflict (expressed with aggression, frustration, discontent and negative expectations) to change its trajectory and give it a positive arrival – an agreement or a compromise – avoiding derailments due to misunderstandings, reactions and negative projections.
This type of conflict can occur in various areas such as family, school and work, types of conflicts that we will see in later sections.
Intrapersonal conflict
On the other hand, we have intrapersonal conflict. This type of conflict is the one that occurs in a person with herselfthat is, it is an internal crisis that can be related to self-esteem problems, stressful experiences, unpleasant situations… The way to resolve intrapersonal biases is to work on the self-knowledge through introspection to increase the .
Childhood conflict
For boys and girls discussion is a natural experience: normal, physiological, certainly loaded with emotion, but easily reread a posteriori as devoid of meanings other than those experienced at that moment. It is rather the adult reaction to the children’s discussion that is disorienting: it ends up attributing presumed and often erroneous contents to marginal episodes in themselves, inevitably modifying the perception and value of the event.
The “Discuss Well” method (Novara, 2004), aimed at parents and teachers, the result of a long exploratory work on the possibility of teaching discussion, is composed of “two steps back” and “two steps forward”:
- The first step back: don’t look for the culprit because there isn’t.
- The second step back: do not impose the solution. There is no right answer, only the ability to handle the situation.
- The first step forward is let them talk among themselves about the fight.
- The second step forward: favor the agreement among them.
latent conflict
The next type of conflict is latent conflict (covert). The latent conflicts They hide due to various factors, such as the exclusion of some parties, for legitimacy, for fear of the consequences that may arise.
Latent conflicts are less “manageable” than manifest conflicts in that they do not present possibilities for direct intervention, unless they are transformed (through external intervention or an internal change in the situation; for example, one of the parties , for whatever reason, decides to make it manifest) in manifest conflicts.
Conflict of interests
The people involved have different and opposing interests that can only be satisfied to the detriment of the other. Conflicts of interest often occur when:
- One or both parties have intentions that hide the other.
- The parties have not been completely honest in their demands or in the expression of their needs and one of them has felt betrayed by the other.
- The other did not keep a promise, he did not assume his responsibility.
When the real problem is an irreconcilable conflict of interest, not a misunderstanding, and one of the parties is very competitive, disloyal and unwilling to negotiate, cooperation and dialogue are not possible.
Intergroup conflict
In the classification of conflicts we find intergroup and intragroup conflicts. We often find ourselves in situations of competition between groups, and intergroup confrontation seems inevitable. It is what would occur, for example, between companies.
People who are on the margins of the group tend to be the ones who best handle matters with the outside, so many times being in the center, at the head, turns out to be unfavorable for the management of intergroup conflicts. High levels of intergroup blocking lead to stress among members within, to the point of focusing increasingly on compliance with internal rules to avoid discomfort.
According to Sherif (1966), intergroup phenomena cannot be explained by exclusively invoking personality problems or individual frustrations, but rather it is necessary to consider the properties of groups and the consequences of group membership on individuals. Sherif’s conclusions: the conflict of interest, also represented by competitive games, is at the origin of the conflict between groups; therefore, competitive goals lead to conflicts between groups; Higher order purposes lead to cooperation between groups.
Intragroup conflict
On the other hand, we find intragroup conflict. In that case, the conflict occurs between members of the same group. It is what would occur within a company. The difference between intragroup and intergroup conflict is that one occurs within a group and the other occurs in the relationship between two groups.
family conflict
What is a family conflict? The family is the place of conflicts: in the relationship, between genders and generations, between the family and the world outside. It is in the family that you learn to manage conflict and differences, and to be in relationship with others. What is received in the family is a constitutive part of our heritage, physical and psychological, that we take to the community in which we live.
Conflict is productive and proactive if managed effectively by family members. Next we will see how to solve a family conflict:
- First of all, it is essential to create a serene climate and favorable, in which everyone can feel free to express their opinions.
- Always favor one free expression of reciprocal ideas.
- Focus on the problem at handavoiding any form of attack on the person with whom you disagree.
- It is necessary clarify the object of the discussionavoiding accusing the other in a generalized way.
- Hear always to the other and their motivations to understand and make sense of the situation.
- Formulate constructive criticism.
- Compromise, confrontation and negotiation play a fundamental role: in other words, mediation.
International conflict
The next type of conflict is international: a relationship in which interests meet of two or more States, when they are incompatible, that is, when the interests of one cannot be satisfied without harming those of the other. The function of the international order is to regulate the reciprocal conduct of States, in order to reconcile these conflicts.
In international law, States have the obligation to peacefully resolve international disputes, but they are free to choose the means of settlement that they consider most appropriate. The solution procedures are characterized by:
- Diplomatic procedures (direct negotiations), which may include the intervention of a third party (mediation, conciliation, investigation, etc.), all aimed at facilitating the achievement of an agreement between the parties (dispute settlement agreement).
- Judicial proceedings, that is, the referral of the controversy to an arbitrator (International Arbitration) or to the International Court of Justice. These means, unlike diplomatic ones, guarantee the solution of the discussion, through an arbitration award or a sentence, which are binding on the parties to the dispute.
couple conflict
In the classification of conflicts we find everyday conflicts such as those between a couple. If a person believes that love means not having problems, not having conflicts, they are very wrong: arguments, contradictions, fights are inevitable if you want to live as a couple; Furthermore, within certain limits, they are even desirable. Couple conflicts allow us to clarify one’s own positions, confront one another and grow., take successive steps in the further development of the couple, find new balances. In this article you will find more information about the .
The solution to a couple’s conflict presupposes:
- A open recognition of the conflictthat is, the approach to your own problems: a necessary step towards their solution.
- A clear identification of objectives and reasons for which there is conflict or negotiation.
- The assumption of a cooperative attitude which allows us to move from “relationship conflict” to “contrast conflict” or “confrontation of ideas.”
Power conflict
According to Touraine (1986), social conflict appears when the theme of power is inserted: those who can “dominate social relations within a social system, in particular the distribution of social goods such as authority, income and education, have power.” “. The parties in conflict can act within a logic of “I win and you lose”, a logic of power. Indeed, in these reports, one interlocutor tends to place himself in a position of superiority (one-up), a position that allows him to exercise power and, therefore, direct, while the other tends to place himself in a position of submission (one-up). -down), that is, obedience to power.
If the interlocutors remain rigid about their positions, the vicious circle and the power struggle can be considered to have begun, and what Waztslavick defines as symmetrical climbingThat is to say, continuous and strong conflicts may lead to reciprocal exclusion, mutual non-recognition, and the final breakdown of the relationship.
Job issue
Conflicts in the work environment and group dynamics between colleagues or companies are some…