Потенциал самоизменения личности как фактор конструктивности поведения в межличностном конфликте

<p>Most conflict resolution literature focuses on strategic and tactical considerations, generally leaving aside psychological, and especially ethical, ones. Rapoport's Fights, Games and Debates is the notable exception and will be used to introduce satyagraha as a method of conflict resolution. The literature on law and society and the Gandhian literature are generally interlinked in political theory concerning civil disobedience but not in other areas such as interpersonal conflicts or the role of the legal system as a general mechanism of conflict resolution. This study aims at exploring these areas specifically and to look at the phenomenon of conflict and conflict resolution in the light of Gandhi's moral and ethical thought.</p> <p>The Gandhian technique of conflict resolution is known by its Gujarati name of satyagraha which has variously been interpreted as "passive resistance", "nonviolent resistance", "nonviolent direct action", and even as "militant nonviolence".</p> <p>"Satyagraha", Gandhi explained, is "literally holding on to Truth and it means, therefore, Truth-force. Truth is soul or spirit. It is therefore known as soul- force." The word was coined out of felt necessity. The technique of nonviolent struggle that Gandhi had evolved in South Africa for the conduct of the Indian indentured labourers' disputes with the government was originally described by the English phrase "passive resistance". Gandhi, however, found that the term "was too narrowly constructed, that it was supposed to be a weapon of the weak, that it could be characterised by hatred, and that it could finally manifest itself as violence."<a href="http://scitecresearch.com/journals/index.php/jrbem/article/view/1701#_ftn1">[1]</a> He decided that a new word had to be coined for the struggle:</p> <p>But I could not for the life of me find out a new name, and therefore offered a nominal prize through Indian Opinion to the reader who made the best suggestion on the subject. As a result, Maganlal Gandhi coined the word Sadagraha (sat: truth; Agraha: firmness) and won the prize. But in order to make it clearer I changed the word to Satyagraha.<a href="http://scitecresearch.com/journals/index.php/jrbem/article/view/1701#_ftn2">[2]</a></p> <p>Satyagraha means, in effect, the discovery of truth and working steadily towards it, thus converting the opponent into a friend. In other words, satyagraha is not used against anybody but is done with somebody. "It is based on the idea that the moral appeal to the heart or conscience is . . . more effective than an appeal based on threat or bodily pain or violence."<a href="http://scitecresearch.com/journals/index.php/jrbem/article/view/1701#_ftn3">[3]</a></p> <p>Over the years an enormous body of literature concerning satyagraha has developed. Generally the writings concern themselves with an examination of the various campaigns led either by Gandhi or his disciples, and, in the main, these writings clearly identify the main elements of the technique as truth (satya), nonviolence (ahimsa) and the relationship of ends to means. Most have realized that the use of the techniques of satyagraha as a policy, that is, a method to be brought into play in a given situation where it is considered effective in securing a victory, is contrary to its primary teaching. It must be a creed, a way of life, to be truly effective.</p> <p>This work examines the ethics of conflict resolution in south-east Sierra Leone using the Gandhian ethics resolution framework. Chapter One deals with the theoretical framework of conflict, it defines conflict and examines its causes and the way it is generally handled. It also illustrates the behavior that leads conflict onto either productive or destructive paths as defined.</p> <p>Chapter Two discusses the analytical framework for resolution generally and satyagraha specifically. It further examines satyagraha as a productive method of conflict resolution. Satyagraha is distinguished from other methods of nonviolent action and its main precepts are examined from the standpoint of the individual.</p> <p>Chapter Three gives a background of the research work, giving a geo-linguistics breakdown of the people and the community. This work further examines the practical application of satyagraha in the light of the first two chapters.</p> <p>Chapter Four briefly elucidates Gandhi's philosophy in action in the realm of interpersonal conflict in south-east Sierra Leone, while Chapter Five examines in some depth the possible practical application of satyagraha within our main institutionalised method of conflict resolution, namely the adversary legal system. It also examines industrial conflicts from the perspective of satyagraha.</p>

It is extremely important to form and develop conflict competence in labor collectives, because frequent workforce conflict situations and situations of tension between employees can affect the efficiency and productivity of people's work. The problem of conflicts in labor collectives is quite common and requires the development of certain methods of conflict resolution, however, a person can prevent a conflict himself if he has the appropriate competencies, shows his own creative powers, humor, becomes more observant, resourceful. The purpose of this work is to test the developed psychological program for conflict management in the workforce. The object of the study is conflicts in the labor collective. The subject of the study is conflict management in the workforce. After testing the conflict management program in the experimental group, the number of respondents choosing the "confrontation" style of behavior in conflict decreased, the number of respondents using "compromise" increased slightly. The remaining scales: "evasion", "adaptation", "cooperation" remained unchanged. According to the "self-control" scale, as a result of comparing the data before and after the study, there are no significant differences in the indicators of the experimental group. In the control group, according to the results of two methods, there are no significant changes in any of the diagnosed parameters. Thus, the psychological program developed and tested by us on conflict management in the workforce partially influenced the change in the style of behavior of employees who chose a confrontational style of behavior in conflict to a compromise, and also allowed to increase the level of self-regulation in some employees.

The introduction justifies the topicality of studying and importance of conceptualization and operationalization of the social and psychological phenomenon of constructive behavior in conflict situations. The theoretical analysis involved three main stages. The first stage focused on identification of the subject matter and functional structure of constructive behavior in an interpersonal conflict situation. The conceptualized phenomenon is understood as a functional system of conscious, creative activity of an individual, the overall target and meaning focus of which is connected with searching for and formation ways and means of developing and implementing the program, integrated and arranged as a whole, of coordinated executive interactions with a partner to satisfy one’s own and the partner’s meaningful interests when contradictions arise within common, shared social and psychological space. The second stage dealt with consideration of the major characteristics of constructive behavior in an interpersonal conflict situation. The range of these characteristics includes subjectness, proactivity, purposefulness, creativity, eco-sensitivity, syntonicity, concordance, integrativeness, productivity, supra-situational supersubject non-opposition. The third stage of the scientific analysis sought to compare constructive behavior with other forms of reacting in an interpersonal conflict situation. The given qualitative comparative analysis yielded the indicators of constructive behavior in an interpersonal conflict situation that can be used as the basis of subsequent operationalization and development of appropriate psychodiagnostic tools. In conclusion, the author summarizes the scientific analysis undertaken and gives a complete definition of constructive behavior in an interpersonal conflict.

Westernisation and globalization have almost eroded this culture and left in their trail an alien culture of conflict resolution which, in most cases, is at variance with our African ethics and cultural values. The replacement of our grand African methods of conflict resolution with the European methods of conflict resolution has particularly done harm rather than good to our group cohesion as one Nigeria, and generally to our group cohesion as Africans. There is doubtless the fact that an alien culture of conflict resolution on an African soil necessarily undermines our history as one black people, our philosophy as a communal entity and our belief that peace and unity of the collective supersedes the selfish interests of a select few who seek to benefit from conflict. Our history of ethnic clashes, insurgencies and the rise of crime in our African societies attest to the fact that in matters of conflict resolution, Nigerians and indeed Africans have employed the wrong methods, bereft of our African spirit of unity and peace in preference to unrests, upheavals and wars. It is against this backdrop that this paper explored our traditional methods of conflict resolution and made recommendations. In doing this, the paper looked at what conflict is, causes of conflict in Africa, principles of conflict resolution, methods of conflict resolution by the major ethnic nationalities in Nigeria, the use of proverbs rhetoric and folklores in conflict resolution and common methods of conflict resolution in Africa. The paper concluded the discourse with a summary and made some recommendations on the way forward.

The Impact of Internal and External Resources, and Strategic Actions in Business Networks on Firm Performance in the Software Industry

The article contains a description of the features of interpersonal relationships of deviant adolescents and the features of conflict. Interpersonal relationships are defined as a form of interaction between adolescents, accompanied by perception and a certain influence on people around them, assessment of their actions, actions and behavior in general. Conflictedness is considered as a personality trait that influences its provocation of conflict and entry into interpersonal conflict. It is noted that the conflict manifested in the interpersonal relationships of an individual can be demonstrated as an “maladaptive” model of behavior coming from the family, or as an indicator of an age crisis exacerbated in a situation of deprivation of basic needs in the field of communication and activity. Conflict relations are understood as that are built up in the process of interaction between subjects who have opposite-directed opinions, judgments, attitudes, goals, as well as those associated with acute emotional experiences. Describes the features of adolescence as a crisis period in the development of personality and affecting the nature of its interpersonal relationships. The description of deviant teenagers is given and the statistics of offenses are given. The sample consisted of 25 teenagers registered in the school and in the juvenile affairs unit. Based on empirical data, it was found that deviant adolescents are dominated by such a style of behavior in a conflict situation as “rivalry”. Much less often, these teenagers resort to the strategies of “cooperation” and “compromise”. The direct relationship between the “authoritarian” type of interpersonal relationships of deviant adolescents and such a style of behavior in conflict as “rivalry”, between “suspicious” and “subordinate” types of interpersonal relationships and the strategy of “adaptation” in conflict is revealed. Significant inverse correlations have been established between the “suspicious”, “subordinate” types of interpersonal relationships and the “rivalry” strategy in conflict.

The aims of this study were twofold: 1. exploring the relationships of perceived stress (includes three types of emotions: stress, depression, and anxiety), emotional intelligence, and interpersonal relationships among nursing students, and 2. examining the mediating effect of emotional intelligence in perceived stress (stress, depression, and anxiety) on the interpersonal relationships of nursing students. The study was a cross-sectional design. There were 313nursing students participating in the study and they were recruited from a university in northern Taiwan. The data were self-administrated by participants and collected from four scales: the Emotional Intelligence Scale, the Social Relationship Scale, the Depression Anxiety Stress Scale, and the demographic instrument. The main findings of this study were as follows: (1) Stress perception was significantly positively correlated with depression and anxiety. Emotional intelligence was positively correlated with interpersonal relationships. All the perceived stress, anxiety, and depression significantly negatively correlated with emotional intelligence and interpersonal relationships. (2) The results concluded that the impact of perceived stress on interpersonal relationships was significantly mediated by emotional intelligence. In conclusion, this study confirmed that emotional intelligence is one of the most important mediators, which can mediate the negative impacts from perceived stress to interpersonal relationships. For nursing education, the result provides a new direction in improving the emotional intelligence and ability of nursing students to help students manage stress and build interpersonal and professional relationships.

Mediation has become a dominant method of peaceful conflict resolution in the international system. Since the end of the Cold War in particular, an increasing number of belligerents have relied on mediators to help end their disputes. Yet, while mediators offer many advantages in the process of making peace, at times serving as the only way for rivals to move forward, mediation may also entail negative, unintended, consequences. Escalation of the conflict upon the mediator’s entrance is one such unintended consequence. Strategic considerations on the one hand, and psychological mechanisms on the other, frequently prompt rivals to escalate rather than cease hostilities upon the onset of mediation. Another possible unintended consequence is prolongation of the conflict due to the presence of the mediator. With a mediator involved in the negotiations, rivals may be tempted to put off an agreement in the hope of gaining a better deal while evading the cost of all-out conflict, or the disputing parties may conclude that they stand to gain more from the mediation process itself than from reaching a settlement. Mediation may also lead to fragile settlements that are prone to be short-lived as compared to settlements arrived at by the disputing parties on their own. This process is driven by factors such as the tendency of mediators to push for settlement terms that are easily attainable but that do not resolve the underlying causes of the conflict and are not necessarily sustainable. Whereas the contribution of mediation to conflict resolution is widely researched and discussed by scholars, to fully appreciate the significance of mediation as a method of conflict resolution, it is crucial to understand its possible negative consequences as well. A clear understanding of the full picture is essential for scholars and practitioners alike.

В статье теоретически обосновано и практически доказано, что наличие определенного типа акцентуации характера у подростка обуславливает выбор стратегии поведения в конфликте. Акцентуации рассматриваются как дисгармоничность развития характера, гипертрофированная выраженность отдельных черт личности. В связи с этим предполагается, что эффективность профилактических воздействий на подростка возрастёт на основе учета множественных особенностей характера, в т.ч. патологично развитых. В статье приводятся результаты экспериментaльнoгo исследoвaния, направленного на выявление превалирующих типoв aкцентуaций хaрaктерa у пoдрoсткoв; изучение их стрaтегий пoведения в кoнфликтных ситуaциях и oценку хaрaктерa взaимoсвязи стрaтегий пoведения в кoнфликте и типoв aкцентуaций хaрaктерa. Выборка состояла из 100 человек. Для оценки акцентуаций характера и стратегий поведения в конфликте были использованы МПДO – Мoдифицирoвaнный oпрoсник для идентификaции типoв aкцентуaций хaрaктерa у пoдрoсткoв, опрoсник Кеннетa Тoмaсa (Kenneth Thomas) «Oпределение спoсoбoв регулирoвaния кoнфликтoв» и тест Рoзенцвейгa. По итогам исследования было выявлено, что подростки с акцентуированными чертами требуют отличного от других отношения, которое будет способствовать более эффективному разрешению конфликтов. На основе выводов исследования обосновывается, что учёт акцентуаций характера повышает возможности профилактики конфликтного поведения подростков. Ключевые слова: личностные особенности, характер, акцентуации, дисгармоничность, гипертрофированная выраженность, межличностное взаимодействие, конфликт, конфликтная ситуация, стратегии поведения.

People use coping strategies such as self-affirmation to manage threats to their self-esteem. In empirical research, self-affirmation often involves recalling personal values, strengths, or relationships to restore moral integrity. Research shows it improves attitude adjustment, resolves cognitive dissonance, and enhances well-being. Some studies stress the importance of distinguishing between different aspects of self-affirmation, like strengths or social relations. These aspects align with concepts in psychotherapy that differentiate between internal and external resource activation, benefiting health, self-esteem, and resilience. The aim of the current study was twofold: first, to independently test the three-factor structure of the Spontaneous Self-affirmation Measure (SSAM), and second, to integrate self-affirmation strategies into a broader resource activation framework as resilience factors. It also examined associations with self-esteem and effects of age, gender, and education on spontaneous self-affirmation. 1,100 participants (72% female, age 18-65) were recruited online. The original three-factor structure of the SSAM (with the factors Strengths, Values and Social relations) was examined using structural equation modeling. Further, a theory driven two-factor structure applying an internal and external resources framework was examined, integrating the factors of the SSAM into the taxonomy of resource activation (Internal resources: Strengths and Values; External resources: Social relations). The results of confirmatory factor analyses showed that both the original three-factor structure and the complementary two-factor structure with an Internal resources and External resources factor fit the data appropriately. All three factors of the original factor model showed a high reliability (Strengths: = 0.91, Values: = 0.91, Social relations: = 0.92). We also found measurement invariance across age, gender, and education. Furthermore, group differences regarding gender, education and ethnicity in the utilization of spontaneous self-affirmation strategies were apparent. Finally, it was demonstrated that the Internal resources factor of the complementary two-factor model is significantly more strongly correlated with self-esteem than the External Resources factor [z = 12.80, p < 0.001, 95%CIdiff (0.24, 0.33)]. The study confirms the validity of both the three-factor and two-factor structures of the SSAM. Integrating self-affirmation into the resource activation framework may facilitate applying findings from self-affirmation studies to clinical contexts.

Conflict within an organization is ubiquitous. Usually, an organization as a whole is taken as the unit of observation in conflict research. However, the task, processes, and relationship as conflict-sources are more likely to be homogeneous within but heterogeneous across functions. We proposed and studied differences of conflict sources, bullying behaviour, emotions and resolution methods, different business functions, and management levels in a stable public sector steel manufacturing organization. The study found the overall level of conflict and bullying behaviour to be low and stress level to be high. Confrontation and negotiation were more used as a conflict-resolution strategy. Age and experience did not have a significant influence on conflict behaviour. However, task, process, and relationship conflicts were significantly different among departments. Significant differences were observed in bullying behaviours and associated emotions. Confrontation was found to be a major conflict resolution strategy that varied across departments. Process conflict varied significantly among different levels of management. The higher level of management experienced greater process conflict. Middle-level managers reported significantly higher withholding of information, unrealistic targets, belittling, criticism, and excessive monitoring. Middle-level managers extensively used confrontation to resolve conflicts.

Enablers of the interpersonal relationship between registered nurses and students on clinical placement: A phenomenological study

The results of comparative studying of behaviour features in situations of the interpersonal conflict of teenagers with infringements of speech and their normally developing contemporaries are presented in the article. Raised conflict potential of the teenage period and the singularity of personal development and interpersonal relations of people with speech development breaches cause an actuality of the undertaken research. Gene-ral and specific laws of considered categories teenagers’ beha-viour in conflict situations are revealed on the basis of data of supervision, conversation, application of K. Thomas technique «Behaviour strategy in conflict situations». It is noted that compromise strategy in conflict behaviour of both groups of exa-minees are widely used, and they are prevailing ways of the resolution of conflicts among the teenagers with infringements of speech. Unlike them, normally developing teenagers more of ten use rivalry and cooperation in conflict situations. The adap-tation in the conflict is seldom used by examinees with intact speech development whereas teenagers with speech infringements often not defend the interests, and concede to the opponent in conflict situations. The conclusion about mainly passive position of teenagers with speech infringements in the conflict situations, caused by their desire to maintain positive relationship with associates even to the detriment of their own interests and requirements, is given. These features bind with underdevelopment of speech function of examinees, imperfection and limitation of communicative skills, and thereof the increasing the value of interpersonal relations with comrades. Considers it necessary to carry out a purposeful work at perfection of communicative possibilities and skills of constructive behaviour in conflicts of teenagers with speech infringements.

Methods of resolving superior-subordinate conflict: The constructive use of subordinate differences and disagreements

El estudio parte de la premisa que el actual horizonte demográfico, económico y social nos conducirá, inevitablemente, a la utilización del recurso residencial, entre otros, como medio de atender las necesidades de dependencia de la población mayor. Consideramos, asimismo, que en los Centros Residenciales se establecen unas relaciones que, en ocasiones, generan conflictos de convivencia que, a su vez, pueden afectar a la calidad de vida de los mayores y al clima residencial. Es por ello que nuestro artículo presenta los resultados más notables de una investigación cualitativa que se ha llevado a cabo en residencias de personas mayores de la Comunidad Autónoma de la Región de Murcia. El objetivo primordial fue conocer y analizar las relaciones interpersonales y los conflictos entre mayores institucionalizados, así como, los efectos en la convivencia y en el clima residencial. En este sentido, los resultados obtenidos ponen de manifiesto que las relaciones interpersonales que mantienen las personas mayores en el ámbito residencial son limitadas. Asimismo, hemos podido constatar que la frecuencia con la que surgen conflictos relacionados con la convivencia es notable. Esta situación puede ser debida a una falta de interés y de motivación de los mayores e incluso a la apatía y al egocentrismo, todo ello asociado a una necesidad de atención y a una negación de la situación que provoca, a su vez, unas relaciones tensas que entorpecen la convivencia normalizada Como consecuencia, los profesionales afrontan los conflictos con diferentes estilos y estrategias de negociación. Por tanto, sería eficaz dotar a los profesionales y a las personas mayores de una formación específica en gestión de conflictos y estrategias de comunicación.