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Psychological aspects of conflict prevention

The emergence and development of the conflict is largely determined by its socio-psychological content. Conflictology and psychology describe specific psychological ways of preventing the collision of people associated with the observance of the basic laws of social interaction. The violation of these general patterns leads to contradictions between people, which are often resolved by conflict.

Social interaction is consistent when it is balanced. Consider the five main types of balance sheets, the conscious or unconscious violation of which can lead to conflicts. These include balance sheets of roles, interdependencies in decisions and actions, services, damage, self-assessment, and external evaluation.

The first of the main socio-psychological methods of conflict prevention is to maintain a balance of roles during interaction. Each of the servicemen can play by

in relation to another in its psychological status, the role of a senior, equal or younger. These roles are not directly related to the position, the formal status of people. If a soldier accepts the role assigned to him, then the role conflict does not occur. Therefore, it is important to understand in each situation of social interaction what role the soldier himself plays and what role he expects. If the distribution of roles expected by the partner suits him, then he assumes the role that is expected of him. If you are not satisfied, then the expectation of a partner must be adjusted without conflict.

It is important to remember that the psychologically most desirable role for a person is often the role of an older person. It is she who is potentially the most conflicting, because most often she does not like her partner. He does not want to play the role of junior, especially in situations not related to subordination to the service. Therefore, when interacting with fellow soldiers, a soldier should usually avoid significant psychological domination of partners, even if he is their boss. The most favorable, from the point of view of the prevention of role conflict and the feeling of comfort by both partners, is interaction on equal terms.

Conflict prevention is also promoted by maintaining a balance of interdependence in decisions and actions in the process of interaction of servicemen. Each person, including his subordinate, has an inherent desire for freedom and independence, which should not be at the expense of the freedom of others. Therefore, if a soldier considers his dependence on those around him more than he can tolerate, this may be the cause of his conflicting behavior as a means of reducing dependence. In the process of communication, everyone should feel that the partner’s dependence on him is not uncomfortable, maintain a comfortable balance of interdependence.

An important role in the prevention of conflicts between military personnel is played by maintaining the balance of services. As is known, in the process of joint activities and life, people provide non-normative mutual services to each other besides regulatory assistance. These include: the substitution of a colleague for a job, disinterested assistance in carrying out an urgent task, personal services, etc. An analysis of conflicts between people shows that we consciously or often subconsciously record the services that we provided and provided to us.

Imbalance of mutual services in the interaction of two people is fraught with tension in their relationship and the emergence of a possible conflict.
For example, if a soldier rendered a serviceman to a colleague, and in response, over time, the latter did not provide services of approximately the same value, then the balance of services is disturbed. This leads to disruption of harmony in the relationship, and with a significant imbalance - to conflict.

In addition to the balance of mutual services, people, interacting with each other, to one degree or another seek to maintain a balance of damage. If any person suffered substantial damage, then he often feels the desire and, if possible, seeks to cause retaliatory damage to those people whose fault he suffered. In other words, the person feels a sense of revenge. This is a generally destructive feeling. His strength and degree of realization in behavior are limited by worldview, human upbringing, as well as social traditions and the fear of punishment. However, it often happens that a colleague, especially the younger one by call, age, etc., experiencing humiliation and ridicule from some military personnel, harbors an insult and sooner or later finds a reason to take revenge on the offenders.

Therefore, an important socio-psychological condition for conflict prevention is not harming the environment in the process of interaction with them. Damage violates the natural balance of interpersonal or intergroup interaction. This creates a contradiction that can become the basis of a serious conflict.

The fifth balance, the preservation of which in the process of interpersonal interaction contributes to the prevention of conflicts, consists in balancing self-esteem and external evaluation. In the process of social interaction, people constantly evaluate each other.

A person is also characterized by continuous self-esteem of his behavior and performance.

The most intensive process of mutual evaluation takes place in the master-subordinate dyad. A different approach of chiefs and subordinates to the assessment of each other’s individual performance is one of the typical immediate causes of conflicts between them. Competent, objective, versatile assessment of the performance of managers and subordinates is the most important condition for the prevention of interpersonal conflicts.

The basis of any assessment is the comparison of one phenomenon, object, state with another. The question of how we compare the achieved results of our activities during the assessment seems simple at first glance. Anyone, relying on his own experience, can cite examples when fundamentally different points of reference were used as the initial basis for evaluating the results of activities, which led to conflicts between servicemen. The least controversial will be the comparison of the results achieved by this or that soldier with those he showed at the very beginning of his activity. The most controversial will be a comparison with an ideal that can never be achieved.

All of the above methods of conflict prevention are carried out when the latter is only brewing. If the conflict could not be prevented, it must be resolved.
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Psychological aspects of conflict prevention

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