How to decide “who you are in life” and stop role conflict?

Role conflict is closely related to social role, which in turn implies the presence of certain requirements and obligations. In the process of life, people participate in the process of socialization, which implies the presence of a social role. A person can have several social roles, which often contradict each other. The conflict is formed as a result of the fact that a person endowed with a social role cannot fulfill it, does not meet society’s expectations, or has just begun the process of mastering a new role. So what is role conflict, and can it be resolved or avoided completely?

Role conflict is

Intra-role conflict. When different representatives of social groups have different requirements for the performance of one role. The presence of intra-role conflict is very dangerous for the Personality.

Types of roles:

• - psychological or interpersonal (in the system of subjective interpersonal relationships). Categories: leaders, preferred, not accepted, outsiders;

• — social (in the system of objective social relations). Categories: professional, demographic.

• - active or current - currently being executed;

• - latent (hidden) - a person is potentially a carrier, but not at the moment

• — conventional (official);

• - spontaneous, spontaneous - arise in a specific situation, not determined by requirements.

27. Concept, structure and process of socialization.

Socialization — the formation of personality — is the process of an individual’s assimilation of patterns of behavior, psychological attitudes, social norms and values, knowledge, and skills that allow him to function successfully in society. Human socialization begins at birth and continues throughout life. In its process, he assimilates the social experience accumulated by humanity in various spheres of life, which allows him to perform certain, vitally important social roles. Socialization is considered as a process, condition, manifestation and result of the social formation of personality. As a process, it means the social formation and development of personality depending on the nature of human interaction with the environment, adaptation to it, taking into account individual characteristics. As a condition, it indicates the presence of the society that a person needs for natural social development as an individual. As a manifestation, it is a person’s social reaction, taking into account his age and social development in the system of specific social relations. It is used to judge the level of social development. As a result, it is a fundamental characteristic of a person and his characteristics as a social unit of society in accordance with his age. A child may be behind or ahead of his peers in his development. In this case, socialization as a result characterizes the child’s social status in relation to his peers.

With a broader interpretation (Ilyasov F.N.), socialization is understood as the process of including an individual in the system of social relations. In this case, socialization can be considered as a combination of the following processes:

1. internalization of social norms;

2. mastering social functions;

3. joining a social group (social mobility).

28. The theory of the “mirror self” by C. Cooley and the “social self” by J. Mead.

Cooley's main concept is called the "mirror self" theory. Its origins go back to pragmatism, in particular the ideas about the “social self” of W. James and the views of J. Dewey. Cooley's concept received its final completion later from J. Mead. According to William James, a person has as many “social selves” as there are individuals and groups whose opinions he cares about. Continuing the ideas of James, Cooley called the most important sign of a social being the ability to distinguish oneself from a group and to be aware of one’s “I”. This happens through communication with other people and assimilation of their opinions about themselves.

Cooley proposed that the self consists of self-feelings that are formed through relationships with others. We see ourselves through the reflection of our feelings in the realities of others. They are a mirror for us. Our ideas about ourselves come: 1) through our imagination of how we appear to others; 2) we think they are holding us back; 3) how we feel about all this. In other words, our understanding of ourselves is a process, not a fixed state, it always develops as we interact with others, whose opinions of us are constantly changing. A person is not a passive receiver; on the contrary, he actively manipulates the decisions of others, selecting them, which one should be followed or not, and evaluates the roles of partners. Not all information we receive from others affects us. We tend to accept only those perspectives that confirm our own self-image and resist all others.

He emphasized the fundamental role of consciousness in shaping social processes. “Human life” is the integrity of the individual and the social. Cooley is the creator of the theory of primary groups, which embody the universal character of human nature, and the theory of the “mirror self.” Cooley defined human nature as biological and social, developed through interaction in primary groups and being a complex of social feelings, attitudes, and moral norms.

What is a social role?

Social role

(French role – person portrayed by an actor; text of the character of the play) – 1) expected behavior of an individual with a certain status; 2) a set of specific actions that a person occupying a certain position (status) in a given society must perform; 3) a normatively approved, relatively stable pattern of behavior (including actions, thoughts and feelings), reproduced by an individual depending on social status or position in society.

Role set

– a set of roles associated with one status.

A social role is divided into role expectations - what, according to the “rules of the game”, is expected from a particular role, and role behavior - what a person actually performs within the framework of his role.

Role behavior

– the actual behavior of the person playing the role. No two individuals play a given role in exactly the same way.

Classification of conflicts by the nature of the participants

According to the nature of the participants, conflicts are divided into intrapersonal, interpersonal, conflicts between the individual and the group, and intergroup conflicts.

Intrapersonal conflict - occurs when there is no harmony between various factors of a psychological nature in a person’s inner world, for example, his feelings, values, motives, needs, etc. For example, intrapersonal conflict associated with human activity can be expressed in various forms. But in most cases, this is a form of role conflict - when a person's different roles require him to fulfill different requirements.

EXAMPLE: A person who is an exemplary family man needs to be at home in the evenings, but his position as a manager obliges him to often stay late at work in the evenings. The intrapersonal conflict here is caused by a mismatch between personal needs and the requirements of his activities.

Interpersonal conflict is the most common type of conflict. It may appear differently in different situations. But the reasons for such a conflict can be not only differences in people’s behavior, their manners, views, opinions or characters, which are subjective reasons, but also objective reasons, and they are the basis of interpersonal conflicts most often.

EXAMPLE: One of the most common causes of interpersonal conflicts is the limitation of any resources, such as labor, production space, equipment, money and all kinds of vital goods. For example, one person believes that he, and not someone else, needs resources most of all, while this other person thinks the same way.

Conflict between an individual and a group - the presented conflict appears in cases where one of the members of a group or organization violates the norms of behavior established in it or the laws of communication adopted in informal groups.

EXAMPLE: The conflict between an individual and a group is clearly illustrated by the example of a conflict between subordinates and a leader who adheres to an authoritarian leadership style; Also, similar conflicts can be observed in youth parties, where one of the members of the party suddenly behaved not according to the laws of the “pack.”

Intergroup conflict is a conflict that arises between formal and/or informal groups that are part of a society or organization. It is interesting that during periods of intergroup conflict, people can unite into various close-knit communities. However, this cohesion often disappears immediately after the desired result is achieved.

EXAMPLE: An intergroup conflict may arise between employees of any division of an organization and its administration, for example, due to a sudden reduction in staff; A similar situation is often observed between opposition political parties or religious denominations.

Why does role conflict occur?

The clashes between people, their expectations and ideas, largely depend on the formed norms and rules of society. If a person does not conform to established stereotypes and rules, as well as legal norms for regulating behavior, he experiences a role conflict. You need to understand that it does not appear out of nowhere. First, a person’s action occurs (within the framework of his activity), then his behavior is analyzed from the outside based on the listed mechanisms, then an assessment is given.

Types of role conflicts with examples

Varieties of role conflicts with examples will help you understand the meaning of the clash of social roles:

• The conflict between different social roles is illustrated by the position of the mother of the family. She is respected in the profession, consulted with, and promoted. In a family, immersed in the household routine, a business woman becomes a typical housewife.
• For a conflict within one social role, an example is the situation: a school graduate with a humanitarian mindset, at the insistence of relatives, goes to study at a technical university. Of course, he will feel out of place. And such a student will not succeed in his studies, there will be no true interest, since everything is subordinated to the word “should”. Conflict: for his family, he is the pride of the family, since he studies at a prestigious university, but is not the most diligent student in his studies.

Status-role

When classifying the types of role conflicts, they are first of all called status-role conflicts. It is also considered interpersonal because the object is either intergroup positions or status in interpersonal relationships.

Status-role conflict often arises in family relationships and becomes the cause of discord between spouses

An example of this type of clash is typical for rivalry in the family, when spouses fight for dominance. Psychologists say that the most acceptable resolution to this conflict situation will be adaptation, when one side makes concessions to the other. It is useful to use a compromise when the parties agree among themselves, peacefully distributing responsibilities.

Self-concept

The reason for this type of role behavior is to overcome the contradictions that arise in the individual due to the discrepancy between the expectations of society and personal abilities. It happens that it is difficult for a person to cope with fulfilling a new role for the reason that he has not yet “grown up” to it. For example, a young specialist finds himself in a large company in a responsible position. A role crisis can occur from the realization that there is not enough experience and it is difficult to fulfill the requirements. In such a situation, a change in self-concept is required. It is always painful because it is associated with emotional experiences.

Ambiguous conditions

This type of intrapersonal contradiction is ready to arise when different demands are placed on a person within the same role. For example, there is no workflow development at the enterprise. At the same time, work can only be done with the help of certain rules. Such an ambiguous situation causes role stress in the employee due to different requirements, since the conditions are ambiguous.

For your information. To follow a social role means to have a certain degree of lack of freedom. We have to act not as individuality requires, but as prescribed by the norms. For example, an assembly line worker is so regulated that almost every action he takes is limited. Such performance often causes a feeling of psychological oppression and alienation.

The social role requires a person to behave in a regulated manner, which can cause a feeling of psychological stress

Based on insufficient resources

No less common are situations when a professional position does not allow one to reveal and demonstrate one’s abilities and realize one’s life aspirations due to insufficient resources, for example, there is no motivation, not enough education, or little time to realize a goal.

The optimal relationship between personality and role will be one in which feasible demands are made on the person, tasks that can be solved for him are offered, and he himself has the necessary resources for this.

For your information. Psychological comfort and the quality of fulfilling role responsibilities are related to the extent to which the position corresponds to the personal characteristics of the individual, and his skills and abilities to the role requirements.

Content

• 1 What is a social role?
• 2 Classification of roles
• 3 Role difficulties 3.1 Role tension and role conflicts
• 3.2 Types of role conflicts
• 3.3 Ways to resolve role conflicts

Resolution Methods

From a scientific point of view, there are specific methods for resolving conflict:

Structural

Most often used in the professional field. These include:

1. Clarification of requirements. Participants in the confrontation receive clear instructions as to whose competence this or that issue is. The possibility of a conflict is excluded due to the absence of common interests between which a clash could occur.
2. Use of special control mechanisms. A clear system of actions is developed and applied in practice when a negative situation arises that can turn into a conflict. The system allows you to identify an emerging dispute at an early stage and eliminate it before moving on to the next stage.
3. Setting goals.
   Bringing parties together to achieve a common goal will require complete reconciliation and the elimination of any differences. The desire for such a union for the sake of a common goal is observed only with a high level of motivation. That is, the goal must be of high significance for all parties to the conflict.
4. Application of rewards. The absence of conflicts, the ability to find a common language and reach compromises can be encouraged by a specially designed reward system.

Constructive

How to resist aggression and successfully resolve conflict? Similar methods of conflict resolution are more used in interpersonal communication.

To successfully resolve the situation using constructive methods, it is necessary to form an adequate perception of the situation among the participants, to dispose them to open interaction, to create an atmosphere of goodwill and trust, and to jointly determine the root of the problem.

Construction styles include:

1. Liberation from negative emotions. You can free yourself from a negative attitude by using various relaxation techniques, briefly leaving the room, openly expressing your experiences, calmly listening to the opinions of third parties, etc.
2. Building a dialogue. Calmed interlocutors share their experiences. Everyone calmly listens to the opponent’s position and then retells in his own words what he heard. This is how a person tries to objectively assess the position of the other side and look at the situation from a different angle.
3. Demonstrating a positive attitude. It is necessary to show the other party that, despite the situation that has arisen, there is respect for the opinion of the other person and acceptance of his point of view.
4. Analysis of your behavior.
   You should frankly evaluate the motives of your own behavior, and adequately determine the degree of significance of your own position for yourself. Often such an analysis leads a person to the conclusion that the essence of the conflict is not so significant for him, and he can easily abandon the dispute that has begun without suffering any losses.
5. Joint resolution of the situation. The parties together decide to end the dispute (come to a compromise, find ways to solve the problem, etc.).

Integral

Allows each side to feel like a winner. A similar effect is achieved when the parties agree to abandon their original positions, reconsider the situation and find a solution that satisfies everyone.

The method can only be used if the parties to the dispute demonstrate flexibility of thinking and the ability to adapt to new circumstances.

Compromise

The most peaceful, mature way to resolve the situation.

The parties decide on mutual concessions in order to eliminate the negative factors that caused the dispute.

Such behavior of people allows not only to peacefully resolve emerging contradictions without harm to anyone, but also to build long-term communication ties.

Techniques for reducing role tension

At the psychological level, separation is considered as a technique aimed at reducing role tension. It provides for the individual's ability to ignore the corresponding problem of consistency and consistency. When formulating demands on others, an individual considers them justified only for specific situations. Then role tension is determined by the sayings “To each his own.”

The process of separation depends on the context of a particular situation. It is described as a kind of mechanism of role autonomy. In a situation of inter-role conflict, an individual strives to fulfill a more important role to the detriment of a secondary one. At the same time, he becomes independent in relation to the latter. The individual exhibits a certain autonomy towards it. The same mechanism is also triggered during intra-role conflict.

Delegation involves the ability to distribute role responsibilities. For example, the function of the head of a laboratory is to assign some responsibilities to subordinates. Moreover, he appoints someone responsible for a specific section of the plan, or the amount of work. The manager himself acts as a coordinator. But this technique is limited to a certain limit. Some roles cannot be transferred. The manager will not be able to delegate the function of making decisions, and the student will not be able to delegate exams.

Reducing role connections is one of the most difficult techniques. It is difficult to implement. This is due to the fact that role responsibilities are directly related to the corresponding position. Therefore, if a role set seems difficult for an individual to implement, it is advisable to change jobs. In some cases, institutionalized role reduction is appropriate. We are talking about retirement, or looking for another, simpler role. In this case, you can find executive work instead of management.

Expanding role connections involves a technique that is the opposite of the previous one. It is paradoxical and original. Expansion of role connections is simply to refer to another, more specific role responsibilities, as possible justifications, excuses. An increase in role set leads to a decrease in feelings of tension. But this cannot last long.

Evasion is also an option to avoid the imposition of beginning or ongoing role connections. For example, being in a high position, someone hires a deputy, or in a critical situation decides to take a vacation or simply go on a business trip. In essence, the techniques described actually reflect effective manipulation of the role structure.

Conflict culture of personality

Regardless of whether there are international conflicts, examples of which most clearly demonstrate the destructive nature of the conflicting behavior of the parties; or we are talking about a minor quarrel between work colleagues, the optimal way out seems extremely significant. The ability of the opposing parties to find compromises in a complex disputed situation, to restrain their own destructive behavior, to see possible prospects for further cooperation with real opponents - all these factors are the key to a possible favorable outcome. At the same time, no matter how important the total role of state policy, economic and cultural-legal systems in society is, the origins of this trend are in certain specific individuals. Just like a river begins with small streams.

We are talking about a conflictological culture of personality. The corresponding concept includes the ability and desire of an individual to prevent and resolve social conflicts (Samsonova N.V.). In this case, it is advisable to recall the concept of “constructive conflict”. Examples of modern conflicts (given their aggravated and large-scale nature) demonstrate, rather, the absence of any constructiveness in conflict interaction. In this regard, the concept of conflictological culture of the individual should be considered not only and not so much as one of the conditions for the optimal resolution of controversial situations in society, but also as the most important factor in the socialization of the personality of every modern individual.

The difference between tension and conflict within a role

We all go through a certain process of socialization. From a young age, children repeat the actions of adults, thereby adopting experience and role-playing behavior. Everyone goes through the process of socialization differently, some have had good experience since childhood, others have not seen anything positive. When a person grows up, he begins to behave according to his position and role. And here role tension can arise - the subject is simply not ready for the demands that the public places on him. To eliminate such tension, students undergo practical training, teenagers learn household management skills, and so on.

Tension increases and leads to conflicts when opposing roles are layered on top of each other. For example, a girl is passing exams, being a successful student, and trying to care for a child, having recently taken on the role of mother.

How does personality conflict manifest itself?

Psychological science identifies four main types of indicators of intrapersonal conflict. They relate to the emotional sphere, the cognitive sphere, the behavioral sphere, and the fourth type is integral indicators.

Emotional sphere. In the emotional sphere, intrapersonal conflict manifests itself through serious negative experiences and psycho-emotional stress.

EXAMPLE: Depression, stress, apathy, loss of interest in life, etc.

Cognitive sphere. In the cognitive sphere, intrapersonal conflict manifests itself through disturbances in a person’s perception of himself.

EXAMPLE: Decreased self-esteem, difficulties in choosing and making decisions, doubts about one’s motives, aspirations and principles, inconsistency of one’s own image, etc.

Behavioral area. In the behavioral sphere, intrapersonal conflict manifests itself through negative changes in human behavior.

EXAMPLE: Negative background of communication, decreased productivity and quality of activity, dissatisfaction with one’s own activities, etc.

Integral indicators. Complex disorders in the human psyche.

EXAMPLE: Increased emotional and psychological stress, disturbances in the adaptation mechanism, long-term disturbances in a person’s ability to adapt to circumstances, etc.

But, in addition to the fact that intrapersonal conflict can manifest itself in different areas (and even in several at once), it itself is also divided into several types, which significantly complicate both its definition and the development of ways to resolve it. Let's look at them in more detail.

Why and when may it occur

Experts identify the main reasons why role conflict arises. The main reason is considered to be a situation in which the intended status-role development of the individual does not occur. A typical example is that a person is ready to defend his dissertation, but he is not allowed to do so, believing that it is too early. In addition, role conflict may be due to the following reasons:

• Conflicting roles and needs;
• Mismatch between abilities and role;
• Inadequate performance of the role.

The cause of the conflict may be a mismatch between abilities and role

Role conflict.

· Personal role conflict: conflict I role, where differences arise between the requirements of the role and the capabilities and ideas of the individual about it. Here the problem of choice arises from the inability to meet the requirements of the role, or from the unwillingness to meet it. In this situation, a person can refuse to perform a role or choose a role and change himself; Some kind of compromise option for resolving this contradiction is also possible.

· Interrole conflict involves a contradiction between different role positions, which for some reason turn out to be incompatible (family work).

Typical factors that determine the strength of this type of conflict are:

1. the degree of incompatibility of different role expectations;

2. the severity with which these requirements are imposed;

3. personal characteristics of the individual himself, his attitude to role expectations.

Particularly tragic are conflicts that affect the zone of standard roles, since the resolution of such a conflict is associated with the need to change the self-concept of the individual, which is accompanied by rather painful experiences. Here, too, a non-constructive way out of the conflict is possible through the use of intrapersonal defense mechanisms that delay the solution of the problem or block its awareness.

Thus, in domestic and Western psychology we see radically different attitudes: if our authors strive to consider the mental world of the individual as an integrity and define conflict as an element of difficult situations for the psyche, then Western conflictologists follow the path of structuring conflict into specific specific types and try to work with each form in its own way. Each of the described paradigms has its own strengths and weaknesses, and, apparently, they would only benefit from trying to find a common methodological platform for interaction.

In addition to the problem formulated in terms of what conflict is, psychologists answer the question about the nature of relationships

conflicting parties. It breaks down into three sub-questions:

· The comparative intensity of the opposing forces in the conflict: this sub-question, since the time K. Levin posed the problem, has been solved unambiguously and presupposes their approximate equality.

Determination of the relative direction of these forces relative to each other:

opposition, which leads to the internal impossibility of a solution (neurosis in the terms of K. Horney);

the difference is less than 180° and therefore behavior can be found that more or less satisfies both impulses;

· the content of the relationships between conflicting tendencies:

· seems internally contradictory;

· is incompatible only situationally, i.e. not fundamentally, but only according to the conditions of a particular place and time.

In general, it is worth noting that conflict, and especially intrapersonal conflict, is a complex phenomenon that is difficult to classify. But, nevertheless, there are two approaches to the typology of this kind of conflict. 1 system uses the language of a person’s experience of a difficult situation for him. An example of this approach is the classification of Antsupov and Shipilov, based on the Freudian theory of describing the human psyche:

Motivational conflict is a clash of motives, unconscious aspirations (see above: Z. Freud, K. Horney, K. Levin). Between I want and I want.

Moral conflict is a clash between duty and desire, moral principles and personal attachments, desires and external demands, duty and doubt about the need to follow it (Soviet school, V. Frankl). Between want and need.

A conflict of unfulfilled desire or an inferiority complex is a conflict between desires and reality, which blocks their satisfaction, or insufficient physical capabilities (often this is a conflict between the desire to be like them - the reference group and the impossibility of fulfillment) (A. Adler; Soviet school). Between I want and I can.

Role conflict is intra-role (a person’s different understanding of himself and his role: I and the role), inter-role (the inability to combine several roles by one person).

Social adaptation

Socialization and adaptation

Social adaptation is part of socialization. And if socialization teaches, then adaptation changes what was taught. Social adaptation is a component of an individual’s socialization.

Social adaptation

(from Latin adapto - adapt) - 1) the process of a person’s adaptation to a changing social environment using various social means; 2) the process and result of adapting the behavior of a person or group of people to the norms and values ​​prevailing in a given society, class, social group; 3) the process and result of interaction and mutual influence of various social actors in a new social environment for them.

Society imposes a social role on the individual, but its acceptance, fulfillment or rejection is always personal in nature.

Levels of social adaptation

Levels of social adaptation:

1) public, 2) group, 3) individual.

1) At the level of society, social adaptation is a change in its structure and social functions under the influence of social transformations.

Signs of adaptation: the formation of a social structure of society adequate to new social relations; institutionalization of new social functions; changing the norms of social life; formation of a new living standard.

When adaptation is absent, negative phenomena arise: a drop in living standards; increased social tension; growing social polarization; increase in conflict.

In Russia, there are signs of a lack of adaptation at the societal level: criminalization of society; ignoring the law; negative demographic changes; increase in morbidity; growth of emigration.

2) At the group level, social adaptation is expressed in improving the social position of a particular social group, in increasing its role in public life.

Signs of adaptation: gaining key positions in the system of political power, influencing the formation of a standard of living.

Signs of a lack of social adaptation are: the aggravation of political struggle in society, the growth of organized crime, and the deterioration of social well-being.

3) Signs of individual adaptation: increasing the social status of the individual; satisfaction with existing relationships in society; active support and participation in social innovation.

Lack of adaptation at the personal level leads to an increase in deviations, social apathy, dissatisfaction with living conditions, uncertainty about the future and a high level of stress, a high degree of anxiety and aggressiveness of the individual, resistance to any changes, and low motivation to achieve.

Types of social adaptation

Types of social adaptation:

1) suggestibility - unconscious acceptance of a line of behavior, the opinion of a group;

2) conformism (from Late Latin coformis - similar, conformable) or opportunism (a person changing his behavior in order to outwardly meet the requirements of other people with internal disagreement);

3) active consent (consciously defending the interests of the group);

4) nonconformism (disagreement with the majority, defending one’s own interests).

Types of negative social adaptation (predominant use of other people's resources):

1) social dependency (strategy of self-restraint, passive adaptation and waiting, expectation of help from the state);

2) social parasitism (an innovative type of adaptation in which any means are used to achieve a goal).

Social adaptation in the information society

Social adaptation in the information society

In the modern information society, innovative processes occur in a continuous stream, which leads to accelerated renewal and change not only in living conditions, but also in changes in moral values ​​and life guidelines of people. This, in turn, leads to the fact that the entire society, social groups, and each individual person are forced to constantly and continuously experience the process of social adaptation.

Innovation processes are avalanche-like in nature and do not give a person the opportunity to effectively adapt to new phenomena. This is prevented by the so-called “limit of novelty,” that is, the limit of a certain amount of information that any individual or group can master in a short period of time. Consequently, the potential for a so-called future shock, or innovation shock, arises.

“The limit of novelty” is the volume of new factors and ideas that a person can learn over a certain period of time.

Edwin Toffler is considered the author of this term. In his opinion, the shock of the future (futuroshok) is experienced today by both an individual and all of humanity. And this is due to the fact that modern society is radically different from all previous forms of human existence.

The new conditions of the information society require the individual to constantly update not only knowledge, but also value attitudes. The new information society requires a transition to a new type of personality, the main characteristics of which will be: 1) inclusion in innovative processes, 2) the ability to adequately perceive information and 3) its effective use.

Examples of conflict situations

In society

Social conflicts are best resolved using constructive methods.

For example, neighbors of an apartment building may enter into a conflict caused by the distribution of parking spaces in the courtyard area.

Some neighbors will insist on clear markings, according to which each car is assigned a specific parking space. Other residents will advocate for the possibility of free placement of cars.

In this situation, the most effective methods of resolving a dispute will be to build a dialogue and jointly resolve the situation through compromise.

Residents just need to organize a meeting and decide that part of the area in the yard is allocated for individual parking, and the other part remains for supporters of free parking.

Between employees

Disputes in the field of management are best resolved using structural methods.

For example, employees of the same team may come into conflict due to their inability to work together in the same direction.

Each person defines for himself a range of responsibilities that is not approved by his colleague. The result is the emergence of a conflict situation and ineffective teamwork.

The manager of the employees involved in the dispute needs to apply methods of clarifying requirements, setting goals and assigning rewards.

Each employee will be explained the principle of his work and a clear range of job responsibilities. Colleagues will be given joint goals, upon achieving which they will receive the promised reward (bonus, promotion, etc.).

How to resolve conflicts correctly? Find out from the video:

Types of conflicts in literature

There are different types of conflicts in the literature, which can be divided into two main categories: external and internal. A protagonist experiencing internal conflict is usually struggling with himself, trying to make some difficult decision or overcome his own weakness. External conflict is when a character struggles with the challenge of external circumstances, such as other characters, a natural element, or society.

Based on the above, we can distinguish 7 main types of conflicts in literature . Most works focus on one single conflict, but there are also combinations of several in one story. Let's look at them in more detail.

Examples and methods of resolution

There are many role conflicts that affect not only adults, but also adolescents . It is possible to resolve such situations if you make some efforts.

Careerist

An example of such a conflict is a woman who is successful in her professional activities .

She has achieved heights in her career, but when she comes home, she is completely unable to cope with the role of a wife or mother .

It is difficult for her to communicate with children, cook food, and clean the apartment. She either does not have enough time for this, or is simply lost in fulfilling the role of a mother or wife.

To solve this situation, it is necessary to distribute some responsibilities around the house between the husband and children , if the woman cannot cope alone, or the woman herself needs to see more advantages in the role of wife and mother.

She probably doesn’t really like these roles, she needs to show them in a positive light : arrange family holidays, picnics, make a gift with her own hands, show care.

Then she will like this role more, she will want to express herself more with her family.

Small victories in the role of wife or mother will especially help her , namely a deliciously prepared dinner, significant help for children with homework, and handicrafts. Relatives will definitely appreciate this, which will certainly make the woman happy.

Teenager

Another example of such a conflict is a young man growing up .

He is used to behaving like a teenager, taking liberties, having fun, not thinking about serious life issues, but a little time passes and society demands a certain seriousness from him.

The environment can exert pressure regarding the choice of profession, field of activity, or starting a family. An individual may not be internally mature for such questions, but he is forced to.

It turns out that he does not fulfill the role that age imposes on him, there is a discrepancy between internal sensations and socially established concepts.

To resolve this conflict, it is necessary to stop putting pressure on a person and give the opportunity for a certain freedom . The time will come when a person himself will unconsciously fulfill a role appropriate to his age.

He will resolve certain issues himself and avoid internal crises and stressful situations. Sometimes young people need time to find themselves and try on a certain role.

Sometimes it becomes completely unexpected even among the family. However, the choice must be made by the individual himself, without pressure exerted on him.

Change of profession

An equally interesting example is the situation when an individual changes his area of ​​professional activity .

One specialty implied certain responsibilities, but with a change of profession they also changed; the individual needs to get used to the new role.

Very often a person is not ready for such changes : he remembers the old role and does not adhere to the new one. This may give rise to certain misunderstandings on the part of society.

To solve a problem, a person is given time , so he gets used to something new and adapts to new conditions. If he does not fully understand that he needs it, he should be told about it gently, avoiding stressful situations.

Gradually the new role will be learned and accepted by the individual. He will not want to part with her and will be surprised by the fears that troubled him in the past.