Dmitry N. Zernyukov
1rd year student of the faculty of preschool, primary and special education,
Belgorod State National Research University,
Belgorod
Scientific supervisor
Marina V. Lanskikh
Associate Professor of the Department of Age and Social Psychology
NRU BSU
SCHOOL CONFLICTS AND STUDENTS 'BEHAVIOR STRATEGIES IN CONFLICT SITUATIONS
Annotation. The article discusses the problem of conflicts in the school team, their causes and sources, practical recommendations for the prevention and resolution of conflicts in the school team. All work with children or adolescents in a team is based on mutual understanding within the team, on the ability to find a common language and on the peculiarities of behavior in various situations of children.
Key words: Conflict, school staff, recommendations, prevention, resolution.
Conflicts are an eternal companion of our life. Conflicts arise in all spheres of human activity and are often significant and exciting events in a person's life. Today, an atmosphere of aggression and bitterness is growing all over the world. This applies not only to interethnic relations, but also to relations between people. Therefore, it is very important now to raise children to be friendly towards others. Most of the time a person spends at work or in an educational institution, communicates with colleagues or classmates. With such a tight communication plan, there are many reasons why people don't get along with each other, which creates a contradictory situation. The problem of conflict is still relevant today, when нередкиfights and verbal skirmishes between children are not uncommon in the city's schools.
The word "conflict" comes from the Latin root and literally means "clash". At the heart of a conflict is a contradiction, which usually leads to either constructive or destructive consequences. Conflict is the most acute way to resolve contradictions about interests, goals, and views that arise in the process of social interaction, by countering the participant sand this interaction.
A conflict is a clash of opposing goals, interests, positions, opinions, or views of two or more people.
A conflict necessarily involves an element of contradictory behavioral counteraction that occurs when it is resolved.
There are three main types of conflicts:
* striving for excellence;
* display of aggression;
* Showing selfishness.
According to the ways of settlement (resolution), conflicts are divided into antagonistic ones, accompanied by intransigence and irreconcilability of the parties, as well as compromise ones, which allow different ways of overcoming differences, mutual convergence of views, interests, and goals.
In a general education institution, there are four main subjects of activity: the student, the teacher, the parents, and the administrator. Depending on which subjects interact, conflicts are divided into the following types: student-student; student-teacher; student-parents; student-administrator; teacher-teacher; teacher-parents; teacher-administrator; parents-parents; parents-administrator; administrator-administrator.
The main factors determining the features of conflicts between studentsare identified.
First, the specifics of conflicts between schoolchildren are determined by age psychology. The age of students has a significant impact, on the causes of conflicts, as well as on the features of their development and ways of ending them.
Secondly, the specifics of conflicts between schoolchildren are determined by the nature of their activities in school, the main content of which is learning.
The third factor influencing conflicts in students ' relationships is the way of life and the existing socio-economic situation, the process of socialization of students.
The purpose of this article is to identify strategies for students ' behavior in conflict situations.
To achieve this goal, we used the method "Your way of responding to conflict" (Kenneth W. Thomas). The study involved15 students aged 16-17 years of MBOU Secondary School No. 12 гin Liski, Voronezh Region.
We identified strategies of behavior in conflict by the following types: 1) Rivalry is a type of behavior in a conflict in which a person seeks to achieve the satisfaction of their own interests to the detriment of the interests of another. Pros and cons of this strategy: stubbornly defending your interests to the detriment of the interests of another person can help a person temporarily keep yourself in a conflict situation. 2)When choosing this strategy, the participant should try to resolve the conflict in such a way that everyone wins. Pros and cons of this strategy: the desire to listen to the other person, understand their point of view, take into account their interests and find a solution in a controversial situation that suits all parties is necessary in any long-term relationship. 3) Adaptation is a way of behavior of a conflict participant in which he is ready to give up his interests and give in to another person in order to avoid confrontation. This position can be taken by people with low self-esteem, who believe that their goals and interests should not be taken into account the
Pros and cons of this strategy: if the subject of the dispute is not so important, but it is more important to maintain a good relationship with another person, then giving in, allowing them to assert themselves in this way may be the most appropriate. 4) Often people try to avoid discussing conflicting issues and postpone making a difficult decision "for later". In this case, the person does not defend his own interests, but at the same time does not take into account the interests of others.
Pros and cons of this strategy: this strategy can be useful either when the subject of the conflict is not very important, or when it is not necessary to maintain a long-term relationship with the other party to the conflict. 5) Compromise is a partial satisfaction of the interests of both parties to the conflict. Pros and cons of this strategy: although a compromise takes into account the interests of all conflicting parties, and this outcome can be called fair, it should be remembered that in most cases, a compromise can only be considered as an intermediate stage in resolving the conflict before finding a solution in which both parties would be completely satisfied.
A diagnostic indicator for identifying behavioral strategies in conflict situations: rivalry – 26%, cooperation - 60%, compromise - 54%, avoidance - 26%, adaptation - 40% (Figure 1).
Figure 1 - Strategies for conflict behavior.
Analysis of the results allowed us to note the following:
According to the redi of the surveyed schoolchildren, such a strategy of behavior in conflict, as cooperation prevails, which is 60%. In our opinion, this is the best and most productive strategy for conflict behavior.
The compromise strategy is typical for 54% of respondents. In our opinion, this strategy is less suitable, since someone will still have to compromise and give up their interests.
The adjustment strategy is 40%. In our opinion, this is not the best strategy, because over time, a person who adapts can throw out everything, that he has accumulated at one moment, and this leads to even greater conflicts.
The competition and avoidance strategies are at the same level – 24%. These strategies are equally bad. The rivalry strategy can create even more conflicts, and the avoidance strategy does not solve any conflicts.
It can be concluded that the majority of respondents most often use the strategy of behavior in conflict – cooperation. This suggests that most people can think sensibly and coolly in stressful conflict situations.
List of literature
1. Andreeva G. M. Sotsial'naya psikhologiya [Social Psychology], Moscow: Aspect Press, 2000, 376 p.
2. Antsupov A. Ya., Shipilov A. I. Konfliktologiya [ConflictManagement], Moscow: Unity, 2000, 551 p.
3. Bodalev A. A. Lichnost ' i obshchestvo [Personality and communication], Moscow: Pedagogika Publ., 1983, 272 p.
4. Vorozheikin I. E., Kibanov A. Ya., Zakharov D. K. Konfliktologiya [ConflictManagement], Moscow: Infra-M, 2000, 224 p.
5. Grishina N. V. Psychology of conflict.-St. Petersburg: Publishing House " Peter”, 2000. -464 p.
6. Jeanie Graham Scott Conflicts. Ways to resolve them. Kiev, VneshtorgizdatPubl., 1991, 192 p.
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