Dear students! My name is Kulchitskaya Elena, I am a candidate in economic sciences, and senior lecturer in the Department of Management and Planning of Socio-Economic Processes. I take the baton from my colleagues whom you’ve already met, and I will lead the remaining 4 modules of this course. We are going to study the 3rd module of our course “Conflict and stress management in an organization”, which will be devoted to information about the conflict: what is a conflict, what is its structure, why is it happening, what is happening, and how can it be overcome. We are used to the fact that the word conflict usually refers to negative situations. When we hear about conflict, we imagine two people who shout at each other, perhaps fight. But according to sociologists, psychologists, and managers, a conflict is a normal manifestation of social ties and relationships between people, a way of interacting in a clash of incompatible views, positions and interests, a confrontation of two or more parties that are interconnected but pursue their own goals. We live in a society, and a clash of interests is natural. Moreover, we all remember the saying, “Truth is born in a dispute.” Another issue is that conflicts should be as constructive as possible and not bring about any destruction. And our main goal as leaders is to create such an organizational culture, such a climate in the team and such an attitude between people that conflicts in the organization do not interfere with its normal functioning. In order to learn how to manage conflicts, it is necessary to study the entire theoretical basis of this concept. The main properties of the conflict include the following: • Conflict is a social phenomenon generated by the very nature of public life. Disharmony and contradictions are constant and inevitable components of social development, and the conflict should be perceived as a completely normal process and way of interaction between people. • Conflict is a conscious phenomenon, a deliberate action. Possessing intelligence and self-consciousness, a person is freer in the choice of areas of activity and can regulate his relations. Being potentially rational, he is inclined to reckon with the written and unwritten rules of behavior that are acquired by him in the process of socialization and familiarization with the achievements of culture. • Conflict is a widespread, ubiquitous phenomenon. Conflict situations arise in all areas of public life - economics, politics, everyday life, culture, ideology. The opposition of the parties is present not only in interpersonal and intergroup conflicts, but also in the process of a person’s auto-communication, in his communication with himself. Conflict interaction, if it takes place in creative rather than destructive forms, carries a constructive, productive beginning. • Conflict is a predictable phenomenon that is subject to regulation. This is explained by the very nature of the occurrence of conflict clashes, the forms of interaction of the parties involved, their interest in the outcome and consequences of the confrontation. Firstly, the conflict interaction is different in that the confrontation in it of the actors with diverging interests and goals serves for them at the same time as a connecting link. Secondly, any participant in the conflict should argue their position, justify claims and mobilize forces to implement the demands put forward. For all the variety of causes, external forms of manifestation, ambiguity of their consequences, and a large share of subjective perception, conflicts in real life are a way of communication and interaction between people, an effective tool for the development of any social system, including organizations. Any conflict is unique and unfolds in its own way. But at the same time, all conflicts have one basis - their constituent elements. In their nature, all elements of the conflict can be divided into two types: objective (extrapersonal) and subjective (personal). The objective elements of the conflict include its components that do not depend on the will and consciousness of a person, his personal qualities, namely: • object of conflict - the value over which the conflict participants clash; • subject of conflict - contradictions that arise between the interacting parties and which they are trying to resolve through confrontation; • parties to the conflict - warring parties, third parties, accomplices and instigators; • conflict environment - a set of objective conflict conditions (physical, socio-psychological). The subjective elements of the conflict include the psychophysiological, psychological, ethical and behavioral properties of an individual: • value orientations, goals, motives, interests, needs; • traits; • personality attitudes forming an individuality type; • inadequate assessments and perceptions; • manners of behavior. The functions of the conflict are the role that the conflict plays in relation to society and its various structural entities - social groups, organizations, individuals. The functions of the conflict are manifested in the nature of significant changes - the consequences of the conflict. Conflict refers to those phenomena that cannot be unambiguously assessed. It acts as a way of social interaction in conditions of exacerbation of tensions between people, when incompatible views, positions and interests are discovered, there is a confrontation between the parties pursuing far-reaching goals. It should also be emphasized that evaluating the functions of the conflict as positive or negative is always specific. From the point of view of one of the participants in the conflict, it can be considered as positive, from the point of view of the other - as negative. The positive, functionally useful results of the conflict are considered to be the solution to the problem that created the contradiction and caused the clash, taking into account the mutual interests and goals of all parties, as well as achieving understanding and trust, strengthening partnerships and cooperation, overcoming conformism, humility, and striving for superiority. The negative, dysfunctional consequences of the conflict include people's dissatisfaction with the common cause, avoiding solving urgent problems, growing hostility in interpersonal and intergroup relations, weakening cohesion of employees, etc. In content, the functions of the conflict cover both the material sphere (associated with economic interests, profit or loss), and the spiritual and moral sphere (capable of increasing or weakening social activity, encouraging or suppressing optimism, inspiring people). All this emotionally affects the effectiveness of joint activities, can facilitate or complicate the process of managing the organization. Life presents countless facts confirming the functional variety of conflicts in their orientation, useful and harmful consequences. A number of functions can be distinguished, which, in particular, have the most significant significance in the matter of managing the organization and the behavior of personnel. But only a thorough understanding of the conflict process and its results can more accurately indicate the leading vector of ongoing changes. It is only through the prism of careful analysis and awareness of the consequences that the predominant function of a particular conflict is determined. Moreover, the consequences of the conflict depend on many factors of an objective and subjective order, the nature of the parties' behavior, methods of overcoming differences, and the skills of those who controlled the conflict. It is important, observing the scientific approach and objectivity, to avoid exaggeration in the assessment of both the positive and negative consequences of the conflict. The main task is to make the conflict as functional and positive as possible and minimize the inevitable damage from its negative consequences.
