Rules of conduct in a conflict situation

The nature of behavior in a given situation is different for everyone. Someone remains quiet and calm, while another, on the contrary, will become quick-tempered and aggressive. When people begin to argue and conflict with each other, they are more dominated by emotions that turn off clarity of consciousness, so often no attempts are made to hear the opponent. It is important to consider all behaviors in different life situations.

If a person is irritated and behaves aggressively, then it is necessary to understand the reason for this behavior, to understand the situation and help to resolve this problem. And until the conflict issue is resolved, it will be very difficult to agree with such a person.

When a person is aggressive, then he is overwhelmed with negative emotions; after a period of restraint, they are thrown out to others. In a calm and good mood, people behave appropriately, in no way taking out anger on each other. They are quite ready to listen to someone else's opinion.

During the period of aggression, you need to imagine good moments lately and believe that you can survive a bad life stage. You can still imagine a favorable atmosphere around your aura that brings goodness, peace and comfort.

You can bring down a partner’s aggression by unexpectedly changing the subject, or by asking him for a confidential conversation or valuable life advice. Remind him of some vital moments in life that bind you together or give a compliment, for example: "In anger, you become even more beautiful."The main thing is that your positive emotions affect the mind of your partner and switch his aggression.

In no case should you give your partner negative thoughts. You should not tell him about your emotions or blame him for anything. You can say a more delicate phrase, for example: “I'm a little saddened by the way you talk to me, let's not conflict anymore? ". Ask the partner to formulate the result of the conversation and resolve the problem.

The hostile relationship with the person you are talking to can push you away from a wise decision. Do not let your emotions get the better of you, you need to look for compromise solutions

Invite the person to share their thoughts on the situation. You should not look for the right and the guilty, but you need to decide together what to do next. In this case, both opponents must be satisfied with the decision. If you can’t agree on a good one, then you can put emphasis in the conversation on facts from life, laws, or give many other reasons.

For any outcome, don’t have to give, the partner feel discomfort and defeat.

You can not respond with aggression to aggression. In no case should you hurt the personal feelings of the interlocutor, otherwise he will not forgive you for this. It is necessary to make a claim correctly and as briefly as possible. In no case should you insult a person.

You need to try to generate thoughts in one direction. Even if it seems that you have reached a mutual decision, you should still ask each other a question: “Do I understand you correctly? "Or" Did you want to say just that? " This will help you eliminate misunderstandings and lead to the correct solution much sooner.

When talking, you must stay on an equal footing. Many in conflict begin to behave aggressively in response, or try to remain silent and move away from the stimulus. Do not do this, you need to stay calm and firm.

No need to fear apology. If you yourself are wrong in the conversation, then you should apologize and not continue the conflict. Only strong and confident people are capable of accepting their mistakes. Do not be afraid of it.

In conflict situations, it makes no sense to prove something, because a person, in addition to his negative emotions, does not see any arguments in front of him. Attempts to suppress such an opponent and “reach out” to him will not lead to positive results.

Silence first. If you see that it makes no sense to try to talk in a good way, it is better to try to shut up. You should not demand this from the interlocutor, as this will irritate him even more. It’s easier for you to shut up yourself for a period of quarrel. Silence will stop the conflict and get out of it.

Two are involved in each conflict, if the first side falls out of it, then the second does not make sense to continue the quarrel. If no partner can remain silent, then the conflict will continue and may reach the assault, which in our time is punishable by law. therefore it is worth all means to avoid such an outcome, it is better to shut up and ignore the situation that annoys both of you.

No need to characterize the state of the conflicting. You should not use foul language, ask questions on emotions or reassure the interlocutor. Soothing phrases only provoke negative manifestations.

When leaving the premises do not loudly slam the door. You can avoid fights and conflicts if you quietly and calmly leave the room. Sometimes you just have to say “the last” insulting word, or just abruptly slam the door when you exit, and the scandal can resume with renewed vigor and lead to sad consequences.

It is necessary to conduct a dialogue some time after a quarrel. When you are silent, the partner may decide that you have surrendered and exhausted your strength. Pause until the person has cooled off of his emotions, and then with calm nerves return to solving issues.

In any life situations, you need to analyze your opponent and then choose the right strategy of behavior. There are several strategies for dealing with conflicts:

1. When a person evades conversations or simply does not see the point in them.
2. A man tries to compete and does not want to concede in a conflict situation.
3. Collaboration is an attempt to meet and help solve a problem.
4. Adaptation to the situation - you can make concessions so that the conflict does not develop further.
5. Compromise is the most profitable strategy of all of these, because it most often leads to the solution of the problem and the termination of the conflict conversation.

The “global” reasons for the conflict are different:

• Economic or socio-political. When people try to contradict politics or have a different economic worldview.
• Socio-demographic (negative attitude of a person to the opposite sex or to representatives of another nation).
• Socio-psychological causes are associated with mood, with actions.
• Individual psychological affect differences in personalities.

Conflicts are divided according to the sources of occurrence into the following types:

1. emotional (people are incompatible in character according to their individual psychological characteristics);
2. business (usually arise due to the fact that job responsibilities are incorrectly distributed in the structure of production).

The subjective level of conflict acceptance is also different:

• erroneous (there were no real reasons for the conflict at all);
• potential (preconditions for an unpleasant conversation were outlined, but the conflict itself did not exist);
• true or “real” conflict (the opposition of the participants is open and justified).

Conflicts arise in several areas:

1. in social circles (government, rallies, demonstrations with a large crowd of people);
2. family (such conflicts usually arise among relatives, between husband and wife, brother and sister, child and parents);
3. production (they arise about production labor in work collectives).

After conflicts, we all feel empty and depressed, focus on the problem of conflict, waste our nerves and emotions. We must be more loyal to the problems.

Take care of each other, try to solve unpleasant situations peacefully. Know the rules and ethical foundations to communicate with your boss and colleagues in the office. For non-conflict, effective and constructive communication, you should always have a memo, the use of which is mandatory.

The psychologist will tell you how to behave correctly in conflict situations in the next video.