Dear students! We have come to the last module of the online course "Conflict and stress management in the organization." Within the framework of this module, we will recall what happened during the previous 5 modules, and we will also go through a short video clip on the movie “The Devil Wears Prada,” which will also help us consolidate the material we have covered. We already know that modern ideas about conflicts are distinguished by a variety of knowledge, developing practices, and the struggle between opinions. And there are aspects that are currently considered generally accepted and established in the theory and practice of modern conflictology. 1. In the modern psychology of conflict, there has been a clear preference for practical areas of work. In the publications of recent years, analyses of specific cases, descriptions of therapeutic work, or conflict analysis are more common than theoretical research results. 2. From the humanistic tradition, there is also a change in the attitude to conflict as a phenomenon not only natural, but also performing important functions in the human mental life. According to one of the founders of humanistic psychology, R. May, the mistake of the psychoanalytic approach was the recognition of the contradiction of the soul as a sign of disintegration, if not personality pathology. The goal of conflict management today is a new, constructive redistribution of stress, not absolute harmony. The complete elimination of conflicts will lead to stagnation; the primary concern is the transformation of destructive conflicts into constructive ones. The experience of conflict is a difficult and painful process, but it is part of our life, and a person should not feel guilty in this regard. Conflict is normal and necessary both for our inner life and for interactions with other people. "People should stop considering conflicts as an anomaly, something wrong ", because, believing so, they will demand obedience from children, obedience from others and suppress conflicts in themselves." We have also said that conflicts are divided into constructive and destructive, while both of them have their own functions for the organization. 3. Modern psychology is characterized by recognition of the dual nature of conflict, which in human life performs not only negative, but also positive functions. Conflict, as a form of contradiction, is a source of development for both the individual and the group. Conflict is a signal for change. It signals the objective contradictions in life relations and gives a chance to resolve them before a real conflict of these relations is fraught with pernicious consequences. Similarly, conflicts indicate the need for changes in interpersonal relations. For example, a constructive reaction of adults to teenage riots should be perceived as not disobedience, but as a signal of the need to change their behavior, their requirements and expectations to a new level of child development. Conflict is an opportunity to reduce tensions between people, contributing to their rapprochement. However, emphasizing the positive possibilities of effective conflict resolution does not exclude a real understanding of its probable destructive function. Thus, the uncertainty of the conflict when using psychologically ineffective strategies aimed at mitigating and weakening the overwhelming contradiction, can be destructive for a healthy person.
