(Conflicts and ways to resolve them). Treat others the way you would like others to treat you. Presentation "conflict and ways to resolve it" Presentation on how to avoid conflict
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“Those who cannot cook soup make porridge” Have you ever boiled porridge?
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The topic of the class hour is “Conflicts. How to overcome them? Conflicts are the norm. If there are no conflicts in your life, check if you have a pulse? C. Lixon.
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Test to determine the conflict of PPP. They avoid conflicts, but still go for them. In conflicts, they are consistent, strive to bring them to resolution. Carefully correlate the end with the means. Not supporters of conflict resolution at any cost. Think first, then make decisions. They show a lack of flexibility. PPPL. Strive to avoid conflict. They prefer to resolve them by any means. Often they can abandon their previous position. Can make decisions quickly. Fairly flexible, but not always consistent. Very resourceful in repayment of the conflict. PPLP. They do not like to conflict, but they do not avoid conflicts. Enter them willingly. They behave freely, resourcefully. They resort to humor, find non-standard ways to resolve conflict situations. They don't always get things done.
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Test to determine the conflict PPLL. Avoid conflicts. But when faced with them, they behave firmly. Decisions are made after serious deliberation or advice from intermediaries and loved ones. Touchy, to a certain extent vindictive. Never act as the initiators of collisions. Ready to make concessions. External softness is combined with internal hardness. PLPL. Very noticeable aversion to conflict. The constant desire to get out of it. Attempts to make amends, obscure the conflict. The way out of the conflict can be carried out by renouncing their own demands. Decisions are made by succumbing to emotional rather than rational states. It is better for them not to enter into conflict than to leave it. Most often they leave with the loss of their own interests, they do not find ways to justify their actions. Seek to make decisions after discussing the situation with experienced trusted friends or relatives.
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PLPP. Ready for conflict. They clearly understand their interests, find the most rational ways to protect them. They are good at estimating their abilities. In resolving a conflict, the means are not always considered. Refuse to compromise. Willingly enter into conflict. Often act as its initiator. Exaggerate subject to the dominance of their interests. In conflict, they feel confident, comfortable. Sometimes they themselves can provoke a conflict, but not so much because they cannot do without it, but for the purpose of self-affirmation. PLLP. They don't like conflict. Easy character. They tend to exaggerate their own and underestimate the capabilities of others. Quickly and well oriented in the situation. Many friends. They react emotionally to events, but make fairly well-considered decisions. They strive to bring them to the end, but do not rule out compromises, possibly due to the rejection of some requirements. Not always the goal is commensurate with the means of achievement. Find unexpected solutions. They act flexibly but consistently. They listen to advice.
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PLLL Willingly enter into conflict. Often act as its initiator. They exaggerate their own capabilities, but in case of failure they do not retreat. Not prone to compromise. Act in a conflict deliberately, consistently. The conflict is terminated only if their requirements are met. The means are not always commensurate with the ends. A favorite technique is the “psychological attack”. They act on their own initiative, do not really like to consult, listen to other people's advice. LPPP. Conflicts are avoided, they feel insecure in conflict situations. Show great flexibility in their resolution. Achievement of goals is correlated with real means. Inclined to compromise, ready to give up protecting part of their interests. The decision is made more emotionally than after serious deliberation. They tend to listen to advice, but do not always follow it. There is a tendency to exaggerate one's own abilities.
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LPPL. Avoid conflicts. But in those cases when they consider their interests affected, they go into conflict without much hesitation. Hold the position firmly, not very inclined to compromise, They can turn to the help of intermediaries, but the decision is made independently. Questions of self-assertion are in the background. First and foremost are the interests of the business. LPLP. They consider conflicts inevitable, boldly go to solve them. In conflicts, they firmly achieve their goals. When goals are achieved, the means are not considered. Sometimes great importance is attached to insignificant, secondary sides of the conflict. They are not inclined to compromise if they do not solve all the tasks set. They can create the appearance of concessions, but the internal position remains unchanged. The rational side prevails. Secretive, not inclined to seek advice, although outside help is not ruled out.
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LPLL. internally aggressive. Constantly looking for a reason for conflict. They are not always guided by essential points. Conflict is covered by external softness. Consistent in achieving goals. The line of conduct is skillfully carefully calculated. They are not inclined to compromise, regardless of the satisfaction of their own interests. They show great flexibility and ingenuity in resolving the conflict from their own positions. Often the interests of the cause cannot be separated from the internal psychological position. LLPP. Avoid conflicts. They prefer to resolve disputes peacefully. Ready to give up protecting their own interests, but consistently protect the interests of others. The goal is always sought to be combined with the corresponding means. Their strongest side is the desire to prevent conflicts or nip them in the bud.
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LLPL. They strive to avoid conflict, although they do not know how to warn. Very prone to compromise. They yield to the demands of the conflicting parties if the enemy is strong. However, in relation to the weaker, they show intransigence. They cannot correctly calculate their strength, they tend to exaggerate the strength of the enemy. Unable to weave a thread of intrigue. Willingly listen to the advice of others, follow their recommendations. They tend to hide the presence of a conflict situation, sincerely believing in its absence. Not principled enough. LLLP. Conflicts are not avoided, although they rarely initiate them. Weakly think over the line of behavior in resolving conflicts, they are more guided by emotions. In conflicts, they act boldly, decisively, but make rash decisions. Tend to compromise. They clearly think over the possible consequences of the conflict, strive to prevent them. They often act as the initiators of a compromise. They deeply experience the undesirable consequences of conflicts.
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LLL. Conflict is avoided. They have a great ability to warn them. However, taking part in conflicts, they are able to impress the enemy, using the technique of demonstrating non-existent capabilities. They know how to exploit the weaknesses of the other side. They well calculate the possible consequences of the conflict and are able to correct their behavior in time. Stubborn, secretive.
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What is conflict? Conflict is a clash, a contradiction that gives rise to hostility, fear, hatred between people.
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Conflicts are the fear of at least one side that its interests are violated, ignored, or infringed on by the other side. William Lincoln
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For a conflict to arise, it is enough: Two people Two points of view The subject of the dispute
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Conflicts can be: Within a person (associated with contradictions between “I want”, “can” and “should” in a person) Between individuals Within a group Between groups Within an organization
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There are types of conflicts: Conflict of goals - the situation is characterized by the fact that the parties involved in it differently see the desired state of the object in the future. Conflict caused by the fact that the parties involved disagree in their views, ideas and thoughts on the problem being solved. A sensory conflict that occurs when participants have different feelings and emotions that underlie their relationship with each other as individuals.
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What would you do? Situation 1. You want to walk longer today, but your parents do not allow you, a conflict situation has arisen between you. Situation 2. At one of the breaks, a high school student approached you, asked you to look at your mobile phone and started calling from it without permission, which is why a conflict arose. Situation 3. You like to watch loud music, and your parents prefer silence in the house, and you often have conflicts with them about this. Situation 4. Before going to bed, you often look through your favorite magazines. This occupation captures you so much that you cannot tear yourself away and finally lie down to sleep. Because of this, you have conflicts with your parents.
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A - a hard type of conflict resolution and disputes. You stand your ground to the last, defending your position. You want to win. This is the type of person who always thinks he is right.
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B - democratic style of behavior. You are always trying to reach an agreement. During a dispute, you are trying to offer an alternative, looking for solutions that would satisfy both parties.
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G - soft style. You will “destroy” your opponent with kindness. Readily accept the enemy's point of view, abandoning your own.
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D - outgoing style. Your motto is "leave on time". You try not to aggravate the situation, not to lead to an open clash.
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What should be done to avoid conflict? Adaptation Avoidance Competition Collaboration (compromise) Sacrificing one's own interests for the interests of the other Decision avoidance Seeking to get one's own at the expense of the other Finding a solution that suits both sides Peaceful, compliant people People who are insecure Self-confident, aggressive, ambitious people Strong, mature, self-confident people
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What is the harm of conflicts? First, human dignity suffers from conflict. Secondly, for every minute of the conflict, there are 20 minutes of subsequent experiences, then the work does not go well, and in general, everything falls out of hand. Thirdly, physical health suffers - nerves, heart, blood vessels are affected. Therefore, it is necessary to learn how to prevent such conflicts.
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The Golden Rule of Communication Always treat others the way you would like others to treat you.
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Workshop for teachers
"Ability to resolve conflict situations"
MOU DOD "Center for Children's Creativity in Balashov, Saratov Region"
Prepared by: teacher-psychologist Kalashnikova O.A.
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Purpose: formation and development of skills of constructive behavior in conflict situations
Tasks: To develop an understanding of the essence of conflicts, an understanding of the naturalness of their occurrence in everyday life; Contribute to the acquisition of knowledge and skills necessary for the effective resolution of problems of interpersonal interaction; Develop strategies for resolving everyday conflicts
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Conflict is a clash of interests, confrontation, the desire to acquire values at the expense of infringing the interests of others.
Greater emotional cost Decreased health Decreased performance Facilitates the acquisition of new information Relieves tension Stimulates positive change Helps clarify relationships
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Exercise "Apple and worm"
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You need to find a solution to the conflict that takes into account the interests of all parties as much as possible. What is the best way to resolve conflicts? What should the parties to the conflict take into account?
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Compromise -
a decision where each side makes partial concessions for the sake of common convenience. Compromise is possible if both sides show a desire to resolve the conflict peacefully.
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Cooperation is an activity based on solving problems according to the principle “I am not against you, but we are against problems”
The game "The Tale of the Troika" Task: work out a common solution - what color to paint the fence A - blind, but hears and speaks B - deaf, but can see and move C - paralytic, he sees everything and hears everything, but cannot move
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Ways to get out of a conflict situation
Compromise - achieving a "half" benefit for each party Cooperation - a strategy that takes into account the interests of both parties Competition - involves focusing only on one's own interests, completely ignoring the interests of a partner Avoidance is characterized by a lack of attention to both one's own interests and the interests of a partner Adaptation involves increased attention to the interests of another person to the detriment of their own
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Conflict Exit Styles Exercise
Assignment: You need to write a letter to Dunno from Znayka with a refusal to fly to the moon, in the style of behavior in the conflict that you came across
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Conclusions:
Disagreements turn into conflict when parties are not flexible Conflicts are resolved amicably when parties are willing to make concessions It is often difficult to find a solution that satisfies everyone, but this is the only way to resolve the conflict
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Parable "Labyrinth"
One day a teacher brought his student to a park with a labyrinth and told him to find a way out. The student strayed in the labyrinth all day and all night, could not find a way out, despaired and fell asleep tired. In the morning the teacher found him, woke him up and told him to follow him. Coming out of the labyrinth, they climbed the mountain, to the very top. There, the labyrinth was visible at a glance. Look down! - said the teacher - Can you find the path leading out of the labyrinth? This is not difficult! You just need to look closely - the student replied. The student remembered the way and confidently passed the labyrinth without getting lost. - The lesson that you received today concerns one of the main secrets of the Art of Living - having met the student, the teacher said. The further you move away from the situation, the higher you rise above it, the more surface your eyes cover, the easier it is to find the right solution.
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Slides captions:
Teacher-psychologist Baichorova M.B. How to avoid conflict?
Tasks of the class hour 1 2 3 Clarify the concept of conflict Expand understanding of the main types and causes of conflicts Get acquainted with various ways to resolve conflict situations
Count to ten before you speak, Count to a hundred before you hurt, Count to a thousand before you hit. old folk wisdom
Individual work 1 2 Choose association words for the word " conflict" On the cloud-sheet, write one conflict in which you were a participant Associative series Situational workshop
Psychological test Sociological survey Develop in yourself Text See in others decisiveness - 46%, endurance - 30% willpower - 30% tolerance - 12%, goodwill - 10% kindness - 50% honesty - 30% sympathy - 22% tolerance - 16 % generosity - 12%
On the definition of the word "conflict" Conflict (according to the explanatory dictionary) is an intractable contradiction associated with confrontation and emotional experiences. Conflict (in literature) is a contradiction between characters, characters and circumstances, different sides of character. Conflict (in psychology) is the lack of agreement between two or more parties - individuals or groups. Conflict (in corporate ethics) is a contradiction due to lack of agreement, which leads to the transformation of relations
Clash of personalities with different views, values, character traits Personal doubts of a person, dissatisfaction with himself and his life Many groups between which conflicts can arise Types of conflicts Intrapersonal Interpersonal Intergroup
Growing conflict Respect for each other decreases, the measure of tension increases Aggression Counteraction Disagreement Gap Discontent Humiliation
The harm of conflicts Human dignity suffers For 1 minute of conflict 20 minutes of subsequent experiences Physical health suffers Mood deteriorates, everything falls out of hand
Mini-quiz You've been called. What is your reaction? a) I’ll get away with a joke (I defiantly bow and thank you for the “good” words) b) I’ll thank you in kind (I’ll call you back) c) I’ll complain to the elders www.themegallery.com
Ways to resolve the conflict Hard Neutral Soft Destructive threat, violence, rudeness, humiliation, becoming personal, breaking off relations Ignoring avoiding solving the problem Constructive humor, concessions, compromise, cooperation, awareness of the position of the parties
Ways to resolve the conflict of adaptation Strategy of avoidance Strategy with rivalry Strategy of cooperation Strategy
Outcomes of the conflict Win-lose Win-win One side is satisfied, but the other is not Defeat-lose Both sides are not satisfied with the result Both sides come to an agreement
Conflict Management Rules B E C D A Don't interrupt. Listen Don't make assumptions Don't get personal or insulting Offer multiple solutions to the conflict End on a positive note
Objective of the project: explore the causes of conflicts and ways to resolve them.
- Objective of the project: explore the causes of conflicts and ways to resolve them.
- Tasks:
- 1) Identify the causes of conflicts.
- 2) Investigate the conflict situation in the gymnasium
- 3) Show ways to resolve conflicts (video)
- 4) Give general recommendations for preventing conflicts in the team.
- Relevance:
- Conflict is an inevitable phenomenon of social life. How to solve the problem of emerging and brewing conflicts, how to prevent them, how to manage them - this is the question facing modern man.
- Work plan:
- 1. What is conflict and its types.
- 2. Causes of conflicts.
- 3. Conflict situation and its participants.
- 4. Techniques necessary to prevent conflicts.
- The survey involved: 5-8kl.
- Poll results:
- In the gymnasium, 50% of students are conflict people or are prone to it;
- 40% do not know effective ways to get out of the conflict;
- 43% say that the main reason for the conflict is the difference in opinions and tastes, which indicates a lack of tolerance
- the most acute way of resolving contradictions, usually accompanied by negative emotions, going beyond the rules and norms.
- Subject Subject
- The subject of the conflict
- Opponent- opposing party in a conflict situation
- Cause of conflict- circumstances that are related to the needs of the conflicting parties.
- Reason for conflict- a minor incident that contributes to the emergence of a conflict, but the conflict itself may not develop.
- positive
- Removal of tension between the conflicting parties, there is a release of negative emotions;
- The conflict reveals the positions, interests and goals of the participants, and thereby contributes to the solution of emerging problems;
- Conflicts allow you to identify problems in relationships, contributes to the changes that need to be made;
- Negative
- Large emotional costs of participating in the conflict, experiences.
- Conflict can lead to deterioration of relationships in the group, with other people.
- Excessive passion for conflict harms studies and business.
- Difficult recovery of interpersonal relationships (“conflict trail”)
- Pre-conflict stage
- Conflict stage
- Post-conflict stage
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- 1. Brother and sister yell at each other: both are hungry, tired, and they have one left, the last cake or the last sip of lemonade, and everyone wants to take it for themselves. 2. Two boys quarreled: one believes that friends should tell each other all the secrets, and the second argues that friends can have secrets from each other. 3. Two friends argued over the color of the dress: one believes that white and gold is better, the other - that black and blue. 4. The girl told her mother that she went to the gym, but instead went out with friends.
- 1. Before you enter into a conflict situation, think about what ...... .
- 2. Be……. and …… . In a conflict, recognize not only your interests, but also the interests of the other side. Put yourself in the other's place.
- 3. Think beyond your own……., force yourself to hear your opponent's arguments. Try to figure out what he disagrees with.
- 4. Not ... ... another person, so that later you do not burn with shame when you meet him and do not suffer from remorse.
- 5. Treasure your own respect for yourself by daring to go into conflict with someone who…….
- 6. Remember: “…… there is no conflict!”
- 1. Before you enter into a conflict situation, think about what result you want to get from this.
- 2. Be fair and honest. In a conflict, recognize not only your interests, but also the interests of the other side. Put yourself in the other's place.
- 4. Think beyond your own interests and feelings, force yourself to hear your opponent's arguments. Try to figure out what he disagrees with.
- 5. Do not humiliate or insult another person, so that later you do not burn with shame when you meet him and do not suffer from remorse.
- 6. Cherish your own self-respect by daring to go into conflict with someone who is weaker than you.
- 7. Remember: “There is no winner in the conflict!”
- 1. Before you enter into a conflict situation, think about what result you want to get from this.
- 2. Be fair and honest. In a conflict, recognize not only your interests, but also the interests of the other side.
- 3. Think beyond your own interests and feelings, force yourself to hear your opponent's arguments. Try to figure out what he disagrees with.
- 4. Do not humiliate or insult another person, so that later you do not burn with shame when you meet him and do not suffer from repentance.
- 5. Treasure your own self-respect by daring to go into conflict with someone who is weaker than you.
- 6. Remember: “There is no winner in the conflict!”
- 1st group
- Parents do not let their son go outside in the evening, as he returns late from a walk and does not have time to learn his lessons.
- 2nd group
- Find ways to resolve conflict through compromise.
- Brother and sister quarrel over watching TV: brother wants to watch sports, and sister wants to watch cartoons.
- 3rd group
- Find ways to resolve conflict through compromise.
- Friends quarreled over the ball. Everyone wants to play with them, but there are two friends, and only one ball.
- 4th group
- Find ways to resolve conflict through compromise.
- The teacher allowed two girls to take a book, on which they should prepare a report for the next lesson. The girls argue over who should take the book home.
- It was interesting, but not everything is clear!
- Boring, incomprehensible, uninteresting!
- It was interesting, understandable, useful!
