14.03.202227.05.2017

The concept of intrapersonal conflict and its types. Causes and features of the occurrence of intrapersonal conflicts in various types of professional activities. Ways to prevent and resolve intrapersonal conflicts. Introduction Intrapersonal conflict is one of the most complex psychological conflicts that occurs in the inner world of a person.

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Introduction

Intrapersonal conflict is one of the most complex psychological conflicts that occurs in the inner world of a person. It is hardly possible to imagine a person who has not been subjected to intrapersonal conflicts at least once. Moreover, a person constantly encounters such conflicts throughout his life. Intrapersonal conflicts of a constructive nature are necessary moments in the development of personality. But destructive intrapersonal conflicts pose a serious danger to the individual, from difficult experiences that cause stress to the extreme form of their resolution - suicide. Therefore, it is important for each person to know the essence of intrapersonal conflicts, their causes and ways of resolving. Since it is impossible to avoid intrapersonal conflicts, one should learn to create conditions that prevent their negative consequences, use a variety of ways to prevent them, and resolve dysfunctional conflicts in time if they have already arisen. To date, conflictology has developed a whole system of methods and measures to prevent and resolve intrapersonal conflicts. It should be borne in mind that it is always easier to prevent a conflict than to resolve it.

The purpose of the work: to study the causes of intrapersonal conflicts in various types of professional activities.

Work tasks:

1. Consider the concept of intrapersonal conflict and its types.

2. To identify the causes and features of the occurrence of intrapersonal conflicts in various types of professional activities.

3. Present ways to resolve intrapersonal conflicts.

1. The concept of intrapersonal conflict and its types.

Intrapersonal conflict is a conflict within the mental world of a person, which is a clash of its oppositely directed motives (needs, interests, values, goals, ideals) 1 .

Intrapersonal conflict has some features that are important to consider when identifying it. These features are:

Unusual in terms of the structure of the conflict. There are no subjects of conflict interaction in the person of individuals or groups of people.
The specificity of the forms of flow and manifestation. Such conflict takes the form of severe experiences. Usually it is accompanied by specific conditions: fear, depression, stress. Often intrapersonal conflict develops into a neurosis.
Latency. Intrapersonal conflict is not always easy to detect. Often a person himself does not realize that he is in a state of conflict. Moreover, sometimes a state of conflict can be hidden under a euphoric mood or behind a person's vigorous activity.

According to Z. Freud, a person is conflicted by nature. From birth, two opposing instincts struggle in him, which determine his behavior. These instincts are: eros (sexual instinct, instinct of life and self-preservation) and thanatos (the instinct of death, aggression, destruction and destruction). Intrapersonal conflict is the result of the eternal struggle between eros and thanatos. This struggle, according to Z. Freud, is manifested in the ambivalence of human feelings, in their inconsistency. The ambivalence of feelings is intensified by the inconsistency of social existence and reaches a state of conflict, which manifests itself in neurosis.

According to the views of A. Adler, the formation of a person's character occurs in the first five years of a person's life. During this period, he experiences the influence of adverse factors, which give rise to an inferiority complex in him. Subsequently, this complex has a significant impact on the behavior of the individual, his activity, way of thinking, etc. This determines the intrapersonal conflict 2 .

K. Jung, in explaining intrapersonal conflicts, proceeds from the recognition of the conflict nature of the personal attitude itself. In his book "Psychological Types" published in 1921, he gave a typology of personality, which is still considered one of the most convincing and is widely used in both theoretical and practical psychology. K. Jung carries out the personality typology on four grounds (functions of the personality): thinking, sensations, feelings and intuition.

The main thing in Jung's typology is orientation - extraversion or introversion. It is she who determines the personal attitude, which ultimately manifests itself in an intrapersonal conflict.

So, an extrovert is initially oriented to the outside world. He builds his inner world in accordance with the outer. An introvert is initially immersed in himself. For him, the most important thing is the world of inner experiences, and not the outer world with its rules and laws. Obviously, an extrovert is more prone to intrapersonal conflicts than an introvert.

Just as there are numerous grounds for classifying conflicts in general, there are various grounds for distinguishing types of intrapersonal conflicts.

There are three types of intrapersonal conflicts:

Conflict of needs. Its basis lies in the fact that our needs can conflict with each other and motivate us to different actions. Sometimes we want contradictory things at the same time and therefore cannot act. For example: the child wants to eat candy. But the mother asks him to give the delicacy to her. In this case, the child would like to eat the candy and also give it to the mother. He experiences a conflict of needs and begins to cry.
Conflict of social norms. The essence of this conflict lies in the fact that a person experiences the equivalent pressure of two opposing social norms.
Conflict between need and social norm. A very strong need may collide within us with a coercive imperative. Whether or not we give in to this need, the situation becomes conflicted.

There is a classification of intrapersonal conflicts based on the value-motivational sphere of the individual.

A more complete classification of intrapersonal conflicts is contained in the work of A. Ya. Antsupov and A. I. Shipilov, who proposed to take the value-motivational sphere of personality as the basis for classification. Depending on which sides of the inner world of the individual come into conflict, they distinguish the following main types:

Motivational conflict. These are conflicts between unconscious strivings, between strivings for possession and security, between two positive tendencies.

Moral conflict, often referred to as moral or normative conflict. It is a conflict between desire and duty, between moral principles and personal attachments. 3 .

The conflict of unfulfilled desire, or inferiority complex. This is a conflict between the desires of the individual and reality, which blocks their satisfaction. Sometimes it is interpreted as a conflict between “I want to be like them” and the impossibility of realizing this desire. It may arise as a result of the physical impossibility of a person to fulfill this desire. For example, because of dissatisfaction with their appearance or physical data.

role conflict. It is expressed in experiences associated with the impossibility of simultaneously fulfilling several roles (inter-role intrapersonal conflict), as well as with a different understanding of the requirements imposed by the personality itself to perform one role (intra-role conflict). An example of inter-role intrapersonal conflict can be a situation where a person as an employee of an organization is asked to work overtime, but as a father he wants to devote more time to his child. An example of an intra-role conflict is a situation where a believer needs to take up arms and go to war to defend the fatherland in order to defend the fatherland.

adaptation conflict. This conflict has two meanings. In a broad sense, it is understood as arising from an imbalance between the subject and the environment, in a narrow sense, as arising from a violation of the process of social or professional adaptation. This is a conflict between the requirements that reality imposes on the individual and the capabilities of the person himself (professional, physical, mental).

The conflict of inadequate self-esteem arises from the discrepancy between the claims of the individual and the assessment of his capabilities. The result of this is increased anxiety, emotional stress and breakdowns.

A neurotic conflict is the result of an ordinary intrapersonal conflict that has persisted for a long time and is characterized by the highest tension and confrontation between the internal forces and motives of the individual.

These types of conflicts do not fully exhaust their classification. Depending on other grounds, another typology of intrapersonal conflicts can be given. This is evidenced by the very history of the development of conflictological concepts, in which various types of intrapersonal conflicts are distinguished. We note the main ones:

The conflict between morality and morality, between the proper and the existent, between the moral ideal and reality.

The conflict between human drives, biological needs and social norms, which is biological and biosocial in nature.

A conflict caused by the need to choose between forces of equal magnitude acting on a person.

The conflict between the "I-concept" and the ideal "I".

The conflict between the desire for self-actualization and the real result.

The conflict between the desire for the meaning of life and the existential vacuum, i.e. "noogenic" conflict, or "existential frustration".

The conflict between the elements of the internal structure of the personality. between her motives 4 .

Intrapersonal conflict in its consequences can be both constructive (functional, productive) and destructive.

The most severe destructive consequences of a timely unresolved intrapersonal conflict is that it can develop into a state of stress, frustration, neurosis, and lead to suicide.

It should be borne in mind that stress is very common in an intrapersonal conflict if it has gone far enough and the personality has not resolved it in time and constructively. At the same time, stress itself often provokes further development of the conflict or gives rise to a new one.

Frustration is also one of the forms of intrapersonal conflict. It is usually accompanied by pronounced negative emotions: anger, irritation, guilt, etc. The depth of frustration is the greater, the stronger the intrapersonal conflict. The level of frustration tolerance is individual, on the basis of this, everyone has certain strengths to overcome the frustration reaction to an intrapersonal conflict.

At the heart of neuroses lies an unproductively resolved contradiction between the personality and the actual factors that are significant for it. The main reason for their occurrence is a deep intrapersonal conflict, which the person is not able to resolve positively and rationally. The impossibility of resolving the conflict is accompanied by the emergence of painful and painful experiences of failures, unsatisfied needs of the unattainability of life goals, loss of the meaning of life, etc. The appearance of neuroses indicates the transition of an intrapersonal conflict to a new level - a neurotic conflict.

Neurotic conflict as the highest stage in the development of intrapersonal conflict can occur at any age. There are three forms of neurosis: neurasthenia, hysteria and obsessive-compulsive disorder.

Neurasthenia, as a rule, is characterized by increased irritability, fatigue, loss of the ability for prolonged mental and physical stress.

Hysteria most often occurs in individuals with great suggestibility and autosuggestibility. It is characterized by a disorder of the musculoskeletal system, paralysis, impaired coordination, speech disorders, etc.

Obsessive-compulsive disorder - painful thoughts, ideas, memories, fears and impulses to action that suddenly arise in a person against his will, irresistibly chaining all his "I".

A prolonged stay in a neurotic state leads to the formation of a neurotic type of personality, a personality characterized by internally contradictory tendencies that it is unable to resolve or reconcile.

Prolonged internal conflicts can hinder the development of personality. A person constantly confronted with internal conflicts will be characterized by uncertainty, instability of behavior, inability to achieve consciously set goals, i.e., he will lack exactly those features that, as fundamental, are part of the characteristics of a psychologically mature personality 5 .

Frequent intrapersonal conflicts can lead to a loss of a person's self-confidence, the formation of a stable inferiority complex, and sometimes to a loss of the meaning of life.

Acute intrapersonal conflicts, as a rule, lead to the destruction of existing interpersonal relationships in the family, at work. They can cause increased aggressiveness, anxiety, irritability in communication.

An intrapersonal conflict can carry not only a negative charge, but also a positive one, i.e. perform a positive (constructive) function, positively influence the structure, dynamics and final result of mental processes, states and personality traits. It is one of the most important sources of self-improvement and self-affirmation of the personality. In this case, the conflict situation is resolved without the predominance of negative consequences, the general result of their resolution is the development of the personality.

Based on this, most theorists and researchers of intrapersonal conflict consider positive intrapersonal conflict as one of the main ways of personality development. It is through the struggle, resolution and overcoming of intrapersonal contradictions that the will is formed, the knowledge of the surrounding reality, the formation of character, in fact, all the main structural components of the personality psyche are formed and developed.

Constructive functions of intrapersonal conflict:

Mobilization of the internal resources of the individual;

Development of structural components of the personality psyche;

A way of bringing together the "I" of the ideal and the "I" of the real;

Activation of the processes of self-knowledge and self-esteem;

A way of self-actualization, self-realization of the personality.

Thus, a positive intrapersonal conflict, on the one hand, complicates the mental life of a person, but on the other hand, it contributes to the transition to a new level of functioning, allows you to realize yourself as a full-fledged, strong personality, get satisfaction from defeating your weaknesses.

2. Causes and features of the occurrence of intrapersonal conflicts in various types of professional activities.

Intrapersonal conflict cannot arise without a cause. Man is an integral part of society. On the one hand, his life activity is carried out in a social environment. In addition to the fact that the human psyche itself is a rather contradictory phenomenon. Man is involved in various social relations. In terms of content, the social environment and social relations are rather contradictory and affect the individual in different directions and with different signs. Only in society can a person satisfy his needs, assert himself and fulfill himself. The individual becomes a person in society. He must, is obliged, forced to comply with the norms and rules of behavior that have developed in his social environment, both official (legally fixed) and unofficial. It is impossible to live in society and be free from it. On the other hand, a person strives for freedom, the preservation of his individuality, originality.

Thus, the relationship of a person with the social environment is of a contradictory nature, which also determines the inconsistency of the internal structure of the personality. The manifold relationships into which man enters are objectively contradictory; these contradictions give rise to conflicts, which, under certain conditions, are fixed and enter the structure of the personality.

The main cause of intrapersonal conflict is the presence of contradictions. There are two groups of contradictions leading to the emergence of intrapersonal conflict.

1st group: the transition of external contradictions, in relation to a person, into his inner world (adaptive, moral, etc.);

2nd group: contradictions of the inner world of the individual, reflecting his attitude to the social environment 6 .

Along with groups of contradictions, their levels are distinguished:

1. Psychological balance of the inner world;

1. Intrapersonal conflict;

3. Life crisis.

The psychological balance of the inner world is characterized by the background level of the internal conflict situation, the ability of the individual to optimally resolve it.

The level of intrapersonal conflict is characterized by a violation of mental balance, complication, difficulty in the main activities, the transfer of mental discomfort to professional activities, and interaction with the social environment.

The level of life crisis is characterized by the impossibility of implementing life plans and programs, even performing basic life functions until the contradiction is resolved.

The resolution of the contradiction is possible at any of these levels. This is primarily due to the ratio of the level of claims and the possibility of their satisfaction or the ability to reduce their level, or even refuse.

But for the transition from the first level to the next, it is necessary to have both personal and situational conditions.

Personal conditions: complex inner world, actualization; the ability of the individual to introspection.

Situational conditions: internal; external.

According to V. Merlin, external conditions are associated with the satisfaction of any deep and active motives, needs and relationships of the individual (the struggle with nature, the satisfaction of some needs gives rise to others, more complex, still unsatisfied, social restriction of ways to satisfy motives and needs).

Internal conditions - contradictions between different sides of the personality. These contradictions should be significant, approximately equal, and the person should be aware of the high level of difficulty in resolving the situation. Some authors, when considering the socio-psychological causes of intrapersonal conflict, distinguish three groups:

Internal causes rooted in the contradiction of the personality psyche;

External causes due to the position of the individual in the social group;

External causes due to the position of the individual in society.

At the same time, it should be emphasized that all types of causes of the conflict are interconnected and interdependent, and their differentiation is rather conditional. In fact, we are talking about single, special and general causes, between which there is a corresponding dialectical relationship and interdependence. Concretizing the internal and external causes, it should be noted that they predetermine the type (kind) of intrapersonal conflict.

Internal causes rooted in the inconsistency of the personality psyche:

Contradiction between need and social norm;

Contradiction of social statuses and roles;

Contradiction of social norms and values;

Contradiction of motives of interests and needs.

A common symptom of the external causes of intrapersonal conflict, due to the position of the individual in the group, is the impossibility of satisfying the fundamental needs and motives that have a deep inner meaning and significance for the individual in this situation.

External causes due to the position of the individual in the social group:

Physical barriers that prevent the satisfaction of needs;

Physiological restrictions that prevent the satisfaction of needs;

The absence of an object necessary to satisfy the need;

Social conditions that impede the satisfaction of needs.

Among the causes of intrapersonal conflict, due to the position of the individual in the group, it is necessary to single out a group of causes at the level of social organization (institution) 7 . At this level, the external causes of this conflict include:

Mismatch of responsibility and rights;

Non-compliance of working conditions with the requirements for its result;

Inconsistency of personal norms and values with organizational ones;

Mismatch between social status and role;

Lack of opportunities for self-realization, creativity;

Mutually exclusive requirements, tasks.

Considering the problem of intrapersonal conflicts in the framework of work with personnel, one should pay attention to the specifics of labor activity and the motivational and personal characteristics of employees of various budgetary and private institutions, given the radical changes in the macroeconomic environment that have occurred in Russia in recent decades.

Regardless of the form of ownership, any modern enterprise operates in a constantly changing environment - both external (the emergence of new laws, technologies, markets, customer needs) and internal (decrease in qualifications, obsolescence of knowledge, changes in labor productivity and, as a result, the need for training employees, the emergence of conflicts within the team). All this requires an immediate response on the part of the HR manager, making decisions aimed at ensuring the normal operation of the organization in the new conditions. The adjustment process can be very painful. Therefore, organizational changes - the goals of the activity, the intra-company structure, the responsibilities of individual employees - must be well-organized in all aspects and, of course, managed in order to get positive results at the lowest cost.

Competition plays an important role in modern business. Therefore, in order for an organization to achieve certain heights, it is necessary to pay special attention to human resources, which means that the question of the impact of intrapersonal conflicts of employees on overall performance becomes very relevant in terms of management. From the point of view of organizational psychology, the presence of intrapersonal conflicts associated with work in a company can lead to both positive and negative consequences.

On the one hand, the internal confrontation of interests and motives contributes to the dynamic development of the personality, which is expressed in the realization of the needs of higher levels (according to A. Maslow): in acceptance, respect, self-actualization. Working through and resolving an intrapersonal conflict, an employee realizes himself more effectively in the professional sphere, strives for harmony, which is directly reflected in the level of efficiency and quality of his activity.

On the other hand, being in a state of internal conflict, the employee carries a potential danger to interpersonal relations (within formal and informal structures) in the workforce. In addition, this kind of condition can give rise to quite serious problems, such as emotional instability, an increase in the general level of anxiety, neurotic reactions, various stress reactions up to psychosomatic disorders, etc.

Public sector employees are often exposed to various intrapersonal conflicts.

Highly qualified specialists - doctors, engineers, teachers, scientists and other employees of the public sector, in case of loss of work, fall into a deep depression, undergo neuroses. And no wonder, not every engineer, doctor, teacher can change his profession without a mental injury in order to take the place of a seller in a market row or a janitor. But not only the representatives of the poor and beggars turned out to be susceptible to the disease of neurosis. Neuroses have become widespread among the “new Russians”, for whom business is often not only a profession, but also a matter of life. And if plans collapse, bankruptcy sets in, millions of dollars are lost, then a person experiences severe stress. And the very way of life of such people is an existence in a permanent stressful situation: constant anxiety, care, overwork, the need to “spin” and “spin”. Often, their personal lives are not going well. Many of them also view love and marriage through the prism of commodity-money relations. According to experts, such a person often has a sublimation of sexuality, replacing this function with work that lasts from morning to night.

Housewives are also prone to intrapersonal conflicts, as well as vulnerable to their consequences. In housewives, women who do not work in production, but who are raising children and doing housework, neuropsychiatric disorders are four times more common than among workers in production. In recent years, even a new term "housewife syndrome" has appeared in psychotherapy, which affects young women.

Speaking about representatives of the public sector, for example, about teachers, among the main internal, subjective causes of intrapersonal conflicts, one should note the mismatch of the personality structure, that is, the divergence of need-motivational components. When factors of approximately the same strength and value for a person arise, directed oppositely, depending on the level of education, the ability to self-reflection, the level of development of the inner world of the individual, an escalation of intrapersonal conflict occurs. This process is determined by the growing contradictions between the needs of different levels and social norms at work and in society as a whole, contradictions in motives, interests and needs, contradictions in social roles (family and professional), contradictions in social values and norms.

Among the external causes due to the position of the individual in the group, in relation to employees, the following should be distinguished:

Objective obstacles that do not allow meeting basic needs, for example, low incomes of public sector employees and the need to maintain at least an average standard of living;

Physiological limitations - the age of the population working in the public sector is predominantly above average, which entails low resistance to both physical exertion and psychological difficulties, stress factors.

Here are some examples of external causes of intrapersonal conflicts. These may be conflicts between:

Overload at work or lack of work and the inability to leave the workplace;

Rigidly set task and disorganized procedure for its implementation;

The requirements, norms of the organization as a whole and the needs, motives, value orientations of employees (for example, bribery, regarded in the organization as a "private agreement", is absolutely unacceptable for someone);

Requirements for the quality of work and poor working conditions;

The desire to obtain high incomes and moral standards;

Between social functions - the predominance of the clan type of organizational culture in budgetary organizations largely determines the conflict of social roles.

Thus, the list of socio-psychological determinants of intrapersonal conflicts of employees of budgetary organizations is very extensive. 8 . At the same time, at the heart of each conflict of this kind (motivational, moral, role-playing, the conflict of inadequate self-esteem) is, first of all, the experience of a mismatch of any psychological aspects. If we are talking about legal professionals, employees are primarily characterized by conflicts between desire and duty, between moral principles and personal attachments (moral), between the desire for possession and security (motivational), between desires and reality, which blocks their satisfaction. (unfulfilled desire).

3. Ways to prevent and resolve intrapersonal conflicts.

The resolution (or overcoming) of an intrapersonal conflict is the removal of the internal tension of the personality, overcoming the contradictions between the various elements of its internal structure and achieving a state of internal balance, stability and harmony.

The resolution of the conflict is positive and leads to the development of the personality, to its self-improvement. To resolve intrapersonal conflicts, it is important to establish its very fact, determine the causes, and choose appropriate methods of resolution.

It is necessary to learn how to change the course of action in a given situation. Many people are often unable to change the way they perceive and think in a new situation. We adhere to similar behavior, trying to deceive ourselves that the situation does not require drastic changes. It is necessary not only to learn to analyze the facts, but also to be aware of your own attitude to the problem. Each time, ask yourself if the chosen strategy of behavior is relevant for a particular case. If a change in approach is required, action must be taken. Then the internal conflict of the personality will be resolved constructively.

You need to learn how to deal with tension. When realizing the conflict, the inability to follow the requirements of a particular situation, a minor mental trauma may occur. It will become a trigger mechanism capable of radically changing the approach to solving the problem and the attitude towards it. A person begins to show hypertrophied qualities. If earlier he was mobile, now he will behave fussy and chaotic. If earlier he was irritable, now his temper will become the main feature. Mild anxiety can turn into fear. Circumstances force a person to behave aggressively. Often, with an intrapersonal conflict, complexes appear. A person begins to invent reasons for his own failure and withdraws into himself.

To find a constructive way to get rid of internal conflict, you need to be aware of your own problems. Everyone has difficulties, but only those who understand the existence of problems can deal with them. It is necessary to achieve harmony between the spiritual and physical state, communication and imagination. The stability of the mental state is positively affected by physical relaxation.

It is necessary to learn how to choose the best moment for action. With a lack of information that does not allow action, it is worth waiting a bit. However, this expectation turns out to be too tedious. In this case, you should give yourself the installation to wait for the right moment. This setting will relieve constant anxiety, make it easier to endure waiting. Often, waiting literally eats up choleric people who are incapable of long inactivity. But people of other temperaments can break loose and start acting in inappropriate conditions. This is how errors appear. Remember the rule - if you do not know what to do, then it is better to do nothing. This will save you from mistakes. Later, you will receive the necessary information and determine the optimal moment for taking action.

Not everyone is able to wait not only for a good moment, but also for the result of their actions. Impatience makes you come up with something so that he appears sooner. This is due to the uncertainty that all actions to achieve the desired result were completed on time. In this case, you need to give yourself the installation that the result will come by itself. So you can relieve tension from uncertainty, better adapt to the conditions of expectation.

Troubles and problems are faithful companions of any business. Nothing can go smoothly. When trouble arises, do not blame yourself or be upset. You need to understand what will be better after. This creates an interval of calm. If a person understands that soon all difficulties will go away, he will have additional strength. This is necessary if your activity requires a long time to get the desired result. Pay attention not only to the end result, but also to intermediate successes. The passage of each stage deserves encouragement. In difficult situations, humor often saves. You can get rid of sad thoughts, look at the situation from a different angle.

Communication is not only communication with other people, but also communication with oneself. If a person has a feeling of isolation, then he must analyze it, understand the reasons. There may be several reasons. If this is a decrease in self-esteem, then you need to remember your past achievements, then self-confidence will appear. If this is a deterioration in relations with colleagues or friends, then you need to restore intimacy, even if this requires concessions on your part or an apology.

Is it possible to constructively resolve the internal conflict caused by the compulsion of the situation? We are all distinguished by love of freedom, but its scope depends on the individual and the characteristics of her character. It must be realized that social life is impossible in isolation from society itself. After that, you should compare concessions with life attitudes. If the concessions do not violate the integrity of the basic values of life, then the conflict is unjustified. But the answer to this question is individual for everyone.

Some people can overcome intrapersonal conflicts on their own, but this possibility can only be taken into account for representatives of such professions as doctors, teachers, engineers, who are mostly educated and reflective people, because in resolving internal conflicts, ideological attitudes, strong-willed qualities, moral basis of personality 9 .

The head of the enterprise or institution should deal with the prevention of the emergence of intrapersonal conflicts. When preventing conflicts, the manager identifies factors that can cause the formation of a conflict and removes them from organizational activities. When it is completely impossible to remove the causes of the conflict, then they should be minimized, i.e. reduce the degree of action. To work at the enterprise, it is necessary to invite a psychologist who would be able to provide appropriate assistance to employees in the event of life difficulties or conflict situations. Also, the general head of the enterprise needs to make efforts to develop team cohesion. To do this, you can organize various joint cultural events. Such events help to get to know each other more, unite the team, and team building contributes to the creation of a favorable atmosphere in the workplace, as a result, problems will be solved faster, and, accordingly, there will be fewer conflict situations.

Conclusion

Any conflict is a clash of contradictions. Intrapersonal conflict takes place within the individual and is often a goal or cognitive conflict in nature. An intrapersonal conflict becomes a conflict of goals when an individual chooses and tries to achieve a mutually exclusive goal. Intrapersonal conflict acquires cognitive coloring when an individual recognizes the inconsistency of his thoughts, dispositions, values, or his behavior in general. A person begins to feel discomfort and tries to get out of this state by changing his thoughts, dispositions, values and behavior or by obtaining a large amount of information about the problem. This type of conflict can have a profound negative impact on a person, so it is necessary to know the causes of intrapersonal conflicts, ways to prevention.

Note that the defining role in the prevention and elimination of intrapersonal conflicts belongs to the employee of the institution. However, in modern conditions of lack of material funding, an outdated system of delegation of authority, a mismatch of needs, motives and expectations of employees and organizations, competent psychological support for personnel is necessary. This also applies to preventive measures (such as improving working conditions, in particular, the development of a motivation system) aimed at smoothing out obvious negative factors of work (especially low incomes in a budgetary institution), and, of course, the application of real measures to eliminate intrapersonal conflicts of employees in the level of psychological assistance in the form of conversations, trainings, free consultations on adaptation, training and problems that arise in the course of daily activities.

List of sources used

Grishina NV Psychology of conflict. - SPb., 2002.
Emelyanov S.M. Workshop on conflictology. - SPb., 2003.
Kozyrev G.I. Introduction to conflictology: Proc. allowance for students. higher Proc. establishments. - M .: Humanit. ed. center VLADOS, 2001
Personality. Inner peace and self-realization. - SPb., 2000
Shugurov M. V. Social conflict and self-realization of personality. - Saratov, 2000.

1 Antsupov L. Ya., Shipilov A. I. Conflictology. - M.: UNITI, 1999. S. - 296.

2 Grishina NV Psychology of conflict. - SPb., 2002. S. 67-69.

3 Antsupov L. Ya., Shipilov A. I. Conflictology. - M.: UNITI, 1999. S. - 296 - 298.

4 Kozyrev G.I. Introduction to conflictology: Proc. allowance for students. higher Proc. establishments. - M .: Humanit. ed. Center VLADOS, 2001. S. 80-82.

5 Personality. Inner peace and self-realization. - SPb., 2000. S. 100-103.

6 Robert M. A., Tilman F. Psychology of an individual and a group. - M .: Progress, 1988 - S. 90 - 91.

7 Shugurov M. V. Social conflict and self-realization of personality. - Saratov, 2000. S. 68-70.

8 Robert M. A., Tilman F. Psychology of an individual and a group. - M .: Progress, 1988 - P. 110.

9 Grishina NV Psychology of conflict. - SPb., 2002. S. 34-35.

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A person's life is arranged in such a way that the probability of circumstances threatening to disrupt the optimal process of personality development, his inner world, is great, and it is bad if a person is not prepared for them. It is difficult to imagine a person who does not have intrapersonal conflicts. However, it is necessary to avoid destructive internal conflicts, and if they arise, then resolve them with minimal health costs.

24.1. Conditions for preventing intrapersonal conflicts

Knowing the causes and factors contributing to the emergence of intrapersonal conflicts, the features of their experience, it is possible to substantiate terms of warning.

To preserve the inner world of the individual it is important to accept difficult life situations as a reality of being, as they encourage activity, work on oneself, and often creativity.

Of great importance formation, every person life values and adherence to them in their deeds and actions. Life principles help to avoid many situations associated with doubts about the truth of the cause that a person serves. We must try not to be a “weather vane” person.

However, constancy, loyalty to oneself under certain conditions manifest themselves as inertia, conservatism, weakness, inability to adapt to changing requirements. If a person finds the strength in himself to break the habitual way of existence, convinced of its failure, then the way out of the intrapersonal contradiction will be productive. It is necessary to be flexible, plastic, adaptive, be able to realistically assess the situation and, if necessary, change.

Important, yielding in small things, do not turn it into a system. Constant instability, denial of stable attitudes and patterns of behavior will lead to intrapersonal conflicts.

Necessary hope for the best developments, never lose hope that life's situation can always improve. An optimistic attitude towards life is an important indicator of a person's mental health. Don't be a slave to your desires soberly assess their ability to meet needs. Socrates remarked:

In order to be happy, it is necessary not to strive to satisfy all your needs, but to reduce them.

You need to learn to manage yourself with your psyche. This is especially true for emotional state management. As the classic of ancient medicine Claudius Galen noted, in the struggle for health, in the first place is the ability to control one's passions.

Development of volitional qualities contributes greatly to the prevention of intrapersonal conflicts. According to E. Donchenko and T. Titarenko, it is the will, which is the achieved level of self-regulation of one’s activity and behavior, which implies the ability to make decisions with knowledge 319

affairs, should accompany all types of human activity. The role of the will is great in an intrapersonal conflict, where only with its help a person can overcome the difficulties of the situation.

Constantly clarify and adjust the hierarchy of roles for yourself. The desire to realize all the functions arising from a particular role, to take into account all the wishes of others will inevitably lead to the emergence of intrapersonal conflicts.

Prevention of role intrapersonal conflicts contributes to a sufficiently high level of personal maturity. It involves going beyond purely role-playing behavior with its stereotyped reactions, with strict adherence to accepted standards. Genuine morality is not the blind fulfillment of generally accepted norms of morality, but the possibility of one's own moral creativity, "above-situational activity" of the individual.

It is necessary to strive to ensure that a person’s assessment of his “I” would correspond to his actual “I”, i.e. to ensure the adequacy of self-assessment. Low or high self-esteem is often associated with unwillingness or inability to admit to oneself something. It also happens that a person evaluates himself adequately to reality, but wants others to evaluate him differently. Such evaluative dissonance will sooner or later lead to an intrapersonal conflict.

Do not accumulate problems that require resolution. Shifting the solution of problems “for later” or the position of an “ostrich with its head in the sand” is far from the best way to avoid difficulties, since in the end a person will be forced to make a choice, which is fraught with conflicts.

Don't take on everything at once don't try to do everything at the same time. The optimal way out is to create priorities in the programs being implemented and the tasks being performed. Complex problems are best solved piecemeal.

Try not to lie. It can be argued that there are no people who would never lie to anyone. It really is. But there is always the possibility, in situations where it is impossible to tell the truth, to simply evade the answer: change the topic of conversation, remain silent, get rid of a joke, etc. Lies can create intrapersonal problems, unpleasant situations in communication that will lead to experiences, actualization of guilt.

Try to be philosophical about the vicissitudes of fate, don't panic if luck fails you. In this regard, the instruction on using luck, proposed, with a certain amount of humor, by psychologist V. Levy, is appropriate: do not want (because you will scare away); do not hope (otherwise it will hurt if it does not work out); do not look twice in one place (luck is not dumber than you); search silently; do not grab with dirty hands; release on time.

24.2. Factors and mechanisms for resolving intrapersonal conflicts

Under resolution(overcoming) intrapersonal conflict is understood as the restoration of the consistency of the inner world of the individual, the establishment of the unity of consciousness, the reduction of the sharpness of the contradictions of life relations, the achievement of a new quality of life. The resolution of intrapersonal conflict can be constructive and destructive. At constructive overcoming the intrapersonal conflict, peace of mind is achieved, understanding of life deepens, a new value consciousness arises. The resolution of an intrapersonal conflict is realized through: the absence of painful conditions associated with the existing conflict; reduction of manifestations of negative psychological and socio-psychological factors of intrapersonal conflict; improving the quality and efficiency of professional activities.

321 Factors of constructive resolution of intrapersonal conflicts. AT Depending on individual characteristics, people relate to internal contradictions in different ways, choose their strategies for getting out of conflict situations. Some are immersed in thoughts, others immediately begin to act, others plunge into overwhelming emotions. There is no single recipe for the correct attitude to intrapersonal conflicts. It is important that a person, being aware of his own individual characteristics, develop his own style of resolving internal contradictions, a constructive attitude towards them.

1. Overcoming intrapersonal conflict depends on deep worldview attitudes of the individual, the content of her faith, from the experience of overcoming oneself.

2 The development of volitional qualities contributes to the successful overcoming of internal conflicts by a person. Will is the basis of the entire system of human self-regulation. In difficult situations, the will, as a rule, brings external demands and internal desires into line. If the will is not sufficiently developed, that which requires the least resistance wins, and this does not always lead to success.

3 Ways to resolve the conflict, the time spent on it in people with different types temperament different. Choleric solves everything quickly, preferring defeat to uncertainty. The melancholic thinks for a long time, weighs, estimates, not daring to take any action. However, such a painful reflexive process does not exclude the possibility of radically changing the current situation. The properties of temperament affect the dynamic side of solving intrapersonal contradictions: the speed of experiences, their stability, individual flow rhythm, intensity, outward or inward orientation.

4. The process of resolving intrapersonal contradictions is influenced by gender and age characteristics of the personality. With increasing age, intrapersonal contradictions acquire forms of resolution typical for a given individual. Periodically recalling the past, we return to the critical points that once violated the measured course of being, rethink them in a new way, more deeply and generally analyze ways to resolve conflicts, overcome 322

what seemed insurmountable. Working on one's past, analyzing one's own biography is one of the ways to develop internal stability, integrity, and harmony.

There are different ways of getting out of conflicts for men and women. Men are more rational, with each new intrapersonal experience they enrich their set of means of resolving the situation. Every time women rejoice and suffer in a new way. They are more diverse in personal characteristics, and men - in role-playing ones. Women have more time to update and, as it were, re-edit their accumulated experience, men are less inclined to return to what they have experienced, but they know how to get out of the conflict in a timely manner.

Mechanisms and ways of resolving intrapersonal conflicts. Overcoming intrapersonal conflict is provided by education and action mechanisms of psychological protection (3. Freud, F. Bassin, B. Zeigarnik, A. Nalchadzhyan, E. Sokolova). Psychological defense is a normal, everyday working mechanism of the psyche. It is a product of ontogenetic development and learning. Developing as a means of socio-psychological adaptation, psychological defense mechanisms are designed to control emotions in cases where experience signals a person about the negative consequences of their experience and expression.

Some researchers (F. Vasilyuk, E. Kirshbaum, V. Rottenberg, I. Stoikov) consider psychological defense to be an unproductive means of resolving an internal conflict. They believe that protective mechanisms limit the development of the personality, its "own activity". Consider psychological defense mechanisms more details .

Negation- one of the ontogenetically early and simplest defense mechanisms. Denial develops in order to contain negative emotions caused by a person getting into a difficult situation. Denial implies an infantile substitution of decision-making for actions in accordance with new circumstances, ignoring them.

Projection develops relatively early in ontogenesis to contain feelings of rejection of oneself due to the inability to cope with difficulties.

The projection involves attributing various negative qualities to the source of difficulties as a rational basis for its rejection and self-acceptance against this background.

Regression develops in early childhood to control feelings of self-doubt and fear of failure associated with taking the initiative. Regression involves a return to a situation of internal conflict to children's stereotypes of behavior.

substitution develops to contain the emotion of anger towards a stronger or more significant subject in order to avoid retaliatory aggression or rejection. The individual relieves tension by turning aggression on a weaker object or on himself. Substitution has active and passive forms and can be used by individuals regardless of their type of conflict response.

suppression develops to contain fear, the manifestations of which are unacceptable for positive self-perception and threaten to fall into direct dependence on the aggressor. Fear is blocked by forgetting its source, as well as the circumstances associated with it. Suppression includes mechanisms of isolation and introjection close to it.

Insulation- perception of traumatic situations or recollection of them without feelings of anxiety.

introjection- appropriation of values or character traits of other people to prevent threats from them. Intellectualization develops in early adolescence. It involves an arbitrary interpretation of events to develop a sense of subjective control over the situation. In this case, the following methods are used: comparison of opposing tendencies; compiling a list of "+" and "-" each of the trends and their analysis; scaling each "+" and "-" in each of the trends and their summation.

This also includes the mechanisms of cancellation, sublimation and rationalization.

Cancellation- behavior or thoughts that contribute to the symbolic nullification of the previous act or thought that caused severe anxiety, guilt.

Sublimation- satisfaction of the repressed unacceptable feeling (sexual or aggressive) implementation of socially approved alternatives. Methods: switching to another type of activity; performing attractive, socially significant acts.

Rationalization- finding plausible reasons to justify actions caused by repressed, unacceptable feelings. Implemented methods; discrediting the goal (elementary depreciation of the unattainable); discrediting a significant other who refuses attention; exaggeration of the role of circumstances, fate; approval of harm for good; reassessment of values, the entire motivational system; self-discredit (redemption).

Jet formation involves the development and emphasis in the behavior of the opposite attitude. Compensation- ontogenetically the latest and most complex defense mechanism, which is developed and used, as a rule, consciously. Designed to contain feelings of sadness, grief over real or imaginary loss, loss, lack, inferiority. It includes mechanisms identification and fantasy.

Identification- modeling the behavior of another person as a way to increase self-worth or cope with feelings in connection with a possible separation or loss.

Fantasy- flight into the imagination in order to avoid real problems associated with the resolution of intrapersonal conflict.

Defense mechanisms that develop in ontogeny as a means of adaptation and conflict resolution can, under certain conditions, cause opposite states of desadap325

tation and permanent conflict. According to E.S. Romanova and L..R. Grebennikov, this ambiguity is based on the fact that defense mechanisms are mostly products of conflicts of early ontogenesis.

1. There are a number of conditions for preventing intrapersonal conflicts. Among them are such as: the presence of a stable system of values and motives of the individual; adaptability and flexibility; optimistic attitude towards life; the ability to manage your desires and emotions; development of volitional qualities; clarification of the hierarchy of roles; the adequacy of self-esteem; timely resolution of emerging problems; truthfulness in relationships, etc.

2. The resolution of the internal conflict is understood as the restoration of the consistency of the components of the inner world of the individual, the establishment of the unity of the psyche, and the reduction of the sharpness of the contradictions of life relations. The resolution of internal conflicts is influenced by worldview attitudes, volitional qualities, temperament, gender and age characteristics of the individual.

3. The mechanisms for resolving intrapersonal conflicts are the mechanisms of psychological defense: denial, projection, regression, substitution, suppression, isolation, introjection, intellectualization, annulment, sublimation, rationalization, reactive formation, compensation, identification and fantasy.

To resolve intrapersonal conflicts, it is important to establish its very fact, determine the causes, and choose appropriate methods of resolution.

Intrapersonal conflict does not arise spontaneously. Man is a biosocial being. On the one hand, his life activity is carried out in a social environment. In addition to the fact that the human psyche itself is a rather contradictory phenomenon. Man is involved in various social relations. In terms of content, the social environment and social relations are rather contradictory and affect the individual in different directions and with different signs. Only in society can a person satisfy his needs, assert himself and fulfill himself. The individual becomes a person in society. He must, is obliged, forced to comply with the norms and rules of behavior that have developed in his social environment, both official (legally fixed) and unofficial. It is impossible to live in society and be free from it. On the other hand, a person strives for freedom, the preservation of his individuality, originality.

Thus, the relationship of a person with the social environment is of a contradictory nature, which also determines the inconsistency of the internal structure of the personality. According to Alexei Leontiev, “the diverse relationships that a person enters into are objectively contradictory; these contradictions give rise to conflicts, which, under certain conditions, are fixed and enter the structure of the personality.

When identifying the causes of intrapersonal conflict, it must be taken into account that the authors of each of the concepts distinguish their own groups. But the main reason that unites different approaches is the presence of contradictions. There are two groups of contradictions leading to the emergence of intrapersonal conflict.

Groups intrapersonal conflicts:
1st group: the transition of external contradictions, in relation to a person, into his inner world (adaptive, moral, etc.);
2nd group: contradictions of the inner world of the individual, reflecting his attitude to the social environment.

Along with groups of contradictions, their levels are distinguished:

Psychological balance of the inner world;
Intrapersonal conflict;
Life crisis.

The psychological balance of the inner world is characterized by the background level of the internal conflict situation, the ability of the individual to optimally resolve it.

The level of life crisis is characterized by the impossibility of implementing life plans and programs, even performing basic life functions until the contradiction is resolved.

But for the transition from the first level to the next, it is necessary to have both personal and situational conditions.

Personal Conditions:

Complex inner world, actualization;
The ability of the individual to introspection.

Situational conditions:

Internal;
External.

Internal conditions- contradictions between different sides of the personality. According to Kurt Lewin, these contradictions should be significant, approximately equal, and the person should be aware of the high level of difficulty in resolving the situation. Some authors, when considering the socio-psychological causes of intrapersonal conflict, distinguish three groups:

Internal causes rooted in the contradiction of the personality psyche;
External causes due to the position of the individual in the social group;
External causes due to the position of the individual in society.

Internal causes rooted in the inconsistency of the personality psyche:

Contradiction between need and social norm;
Contradiction of social statuses and roles;
Contradiction of social norms and values;
Contradiction of motives of interests and needs.

External causes, due to the position of the individual in the social group:

Physical barriers that prevent the satisfaction of needs;
Physiological restrictions that prevent the satisfaction of needs;
The absence of an object necessary to satisfy the need;
Social conditions that impede the satisfaction of needs.

Among the causes of intrapersonal conflict, due to the position of the individual in the group, it is necessary to single out a group of causes at the level of social organization (institution). At this level, the external causes of this conflict include:

Mismatch of responsibility and rights;
Non-compliance of working conditions with the requirements for its result;
Inconsistency of personal norms and values with organizational ones;
Mismatch between social status and role;
Lack of opportunities for self-realization, creativity;
Mutually exclusive requirements, tasks.

In a market economy, the contradiction between the desire for profit and moral standards is singled out as the cause of intrapersonal conflict. However, in our opinion, this is more characteristic of the transitional stage of market relations, the stage of initial accumulation of capital.

The external causes of intrapersonal conflict, due to the position of the individual in society, are associated with contradictions that arise at the level of the social macrosystem and are rooted in the nature of the social system, the social structure of society, its political structure and economic life.

A significant contribution to the development of problems related to the causes of intrapersonal conflict in the conditions of market economic relations was made by Karen Horney, Erich Fromm, and others. In her works, Karen Horney identified a number of contradictions in market culture that underlie typical intrapersonal conflicts, leading even to neuroses.

In her opinion, in the conditions of competition inherent in market relations, a person is forced to constantly compete with his own kind, under these conditions, constant hostility to the social environment develops under certain conditions into hostility towards oneself, which ultimately leads to the emergence of an intrapersonal conflict. On the one hand, market relations require an appropriate level of aggressiveness from the individual, and on the other hand, society requires a certain altruism and philanthropy from business, considering them as appropriate social virtues. These circumstances act as an objective social basis for intrapersonal conflict under the dominance of market relations.

Causes intrapersonal conflict (K. Horney):

Rivalry and success;
Stimulation of needs;
Proclaimed freedom and equality;
Brotherly love and humanity;
Obstacles to their achievement;
their actual limitation.

Erich Fromm, studying the influence of market relations on intrapersonal conflict, calls modern society a “sick society”, the main disease of which is general competition and alienation, where there is a struggle for power, prestige and status. Alienation affects the very inner structure of the personality - there is a self-alienation of a person from his essence. There is a conflict between the essence and existence of the individual.

An individual in a marketplace feels that his self-respect depends on market conditions over which he has no control. He feels that his value does not depend on his human qualities, but on success in a competitive market. Both the losers and the wealthy live in fear and anxiety about the future. Therefore, they are forced to constantly fight for success, and any obstacle on this path poses a serious threat to the internal state and gives rise to an intrapersonal conflict.

It should be emphasized that in the conditions of a market culture, in combination with other factors of reforming social life, the likelihood of any kind of intrapersonal conflict turning into a neurotic form increases significantly. The risk group includes not only those who live at the subsistence level and below, but also representatives of the wealthy segments of the population, for whom business is a matter of life. In the event of a collapse of plans, bankruptcy, a person experiences severe stress. At the same time, it must be taken into account that the very way of life of such people is an existence in a stressful situation: a constant state of anxiety, care, overwork.

Thus, the personality is constantly under the influence of external and internal factors that cause confrontation and disagreement within it, and it depends only on the personality itself what consequences they will lead to.

Intrapersonal conflict in its consequences can be both constructive (functional, productive) and destructive.

The most severe destructive consequences of a timely unresolved intrapersonal conflict is that it can develop into a state of stress, frustration, neurosis, and lead to suicide.

Frustration is also one of the forms of intrapersonal conflict. It is usually accompanied by pronounced negative emotions: anger, irritation, guilt, etc. The depth of frustration is the greater the stronger the intrapersonal conflict. The level of frustration tolerance is individual, on the basis of this, everyone has certain strengths to overcome the frustration reaction to an intrapersonal conflict.

Neurotic conflict as the highest stage in the development of intrapersonal conflict can occur at any age. There are three forms of neurosis: neurasthenia, hysteria and obsessive-compulsive disorder.

Neurasthenia, as a rule, is characterized by increased irritability, fatigue, loss of the ability to prolonged mental and physical stress.

Hysteria most often occurs in individuals with great suggestibility and autosuggestibility. It is characterized by a disorder of the musculoskeletal system, paralysis, impaired coordination, speech disorders, etc.

obsessive-compulsive disorder- painful thoughts, ideas, memories, fears and urges to act, unexpectedly arising in a person against his will, irresistibly chaining all his "I".

A characteristic feature of the neurotic personality in relations with the social environment is the constant desire for rivalry in all situations. K. Horney identified a number of features of neurotic rivalry that distinguish it from the usual.

Features of neurotic rivalry:

Hidden hostility;
Striving to be unique and exceptional in everything;
Constantly comparing yourself to others.

The negative consequences of an intrapersonal conflict concern not only the state of the personality itself, its internal structure, but also its interaction with the social environment.

Design features intrapersonal conflict:

Mobilization of the internal resources of the individual;
Development of structural components of the personality psyche;
A way of bringing together the "I" of the ideal and the "I" of the real;
Activation of the processes of self-knowledge and self-esteem;
A way of self-actualization, self-realization of the personality.

Along with the causes and functions of intrapersonal conflict, it is necessary to determine its main forms. One of them, the most destructive and dangerous, we have considered, describing the negative functions of the conflict. But, along with it, there are other forms.

Rationalism- self-justification, inventing artificial justifying reasons for one's actions, actions to ensure a state of mental comfort. A protective mechanism for the subject to hide from his consciousness the reasons for his actions, actions in order to maintain self-esteem, the integrity of his Self, to prevent unwanted mental states (feelings of guilt, decline, etc.). Rationalism is aimed at hiding socially, personally unacceptable motives and needs.

Euphoria- a mental state characterized by an unreasonable, joyful, blissful mood, carelessness, serenity, which does not correspond to the objective position of a person.

Regression- a return to more primitive, often childish, types of behavior, a form of psychological defense, a return to that stage of personality development in which a feeling of pleasure was experienced.

Projection- the process and result of the comprehension and generation of meanings, which consists in the conscious or unconscious transfer by the subject of his own properties, states, experiences to external objects, other people (an unconscious attempt in a critical situation to find a "scapegoat"; interpretation of situations, events with giving them their own feelings, own experience; unconscious attribution to other people of their own morally disapproved, unwanted thoughts, feelings, actions, first expressed by 3igmundt Freud). In addition to comprehending and generating new meanings, the projection also performs the function of removing excessive internal moral conflicts from the personality by blaming others.

Nomadism- frequent change of place of residence, place of work, marital status.

Having determined the main causes, functions and forms of intrapersonal conflict, one should determine such categories as their prevention (prevention) and resolution (overcoming). It should be borne in mind that it is always easier to prevent a conflict than to resolve it.

Prevention of destructive intrapersonal conflict - the creation of appropriate prerequisites and conditions that prevent the emergence of acute forms of intrapersonal contradictions.

Resolution of intrapersonal conflict, according to A.Ya. Antsupova, is the restoration of the coherence of the inner world of the individual, the establishment of the unity of consciousness, the reduction of the sharpness of the contradictions of life relations, the achievement of a new quality of life.

Ways and conditions for overcoming intrapersonal conflict:

General (general social);
Personal.

General, or general social, conditions and methods for preventing intrapersonal conflict are associated with the establishment of a progressive social structure of society, civil society, the rule of law and relate to changes taking place at the macro level of the social system.

General social conditions, to a lesser extent, depend on a particular individual. Therefore, we will consider in more detail the personal methods and conditions for overcoming an intrapersonal conflict.

There are a number of main ways to resolve intrapersonal conflict:

Compromise - make a choice in favor of a particular option and proceed to implement it.;
Care - refusal to solve the problem caused by intrapersonal contradictions;
Reorientation - a change in claims in relation to the object that caused the internal problem;
Idealization - dreams, fantasies, escape from reality, from intrapersonal contradictions .;
Repression is a process, as a result of which thoughts and experiences that are not acceptable to the individual are transferred from the conscious sphere to the unconscious;
Correction is a change in the self-concept in the direction of achieving an adequate self-image.

It should be emphasized that all of the listed methods of resolving a conflict of this type are quite effective and lead to a constructive resolution of the conflict.

A number of factors influence the effectiveness of an individual's activity in the constructive resolution of an intrapersonal conflict.

Along with the methods of resolution, there are also mechanisms for resolving intrapersonal conflicts (mechanisms of mental protection).

Mental protection- an unconscious, spontaneous regulatory mechanism for eliminating anxiety, unpleasant, traumatic experiences, emotions, any mental discomfort associated with the awareness of the conflict.

The function of mental protection is " fencing» spheres of consciousness from negative, traumatic experiences. As a rule, it leads to a specific change in the content of consciousness as a result of the functioning of a number of defense mechanisms.

The mechanism of psychological protection of the individual is a special regulatory system for stabilizing the psyche of the individual, aimed at eliminating or minimizing the feeling of anxiety or fear that accompanies intrapersonal conflict.

Attention should be paid to the fact that a number of psychic defense mechanisms are simultaneously its form.

Denial is the substitution of making a decision for ignoring it.
Substitution is a protective mechanism against the threat of destruction, the integrity of the "I" of the individual, from mental overstrain, which consists in a spontaneous change in the object of the actualized need. For example, aggression, irritability towards the boss can be vented on family members. Or in modification, transformation of the need itself. For example, the motives for entering a technical university may be replaced after failure by the motives for entering a liberal arts university or for refusing to receive higher education in general. Substitution as a mechanism of psychic defense can manifest itself in the change of feelings, motives, attitudes of the individual to the opposite (unrequited love can turn into hatred; unsatisfied sexual need into aggression, etc.). During the operation of the substitution mechanism, transformation occurs, the transfer of activity, energy from one type of activity to another, accompanied by catharsis. Catharsis is the liberation of a person from traumatic emotions through a story, recollection.
Suppression - containment of fear by forgetting its source, as well as the circumstances associated with it.
Isolation is the perception or recollection of a traumatic situation without a sense of anxiety.
Introjection is the appropriation of values or character traits of other people in order to prevent a threat from them.
Intellectualization is a way of analyzing the problems facing a person, which is characterized by the absolutization of the role of the mental component while completely ignoring its sensual elements. When using this protective mechanism, even very important events for the individual are considered neutrally, without the participation of emotions, which surprises ordinary people. For example, with intellectualization, a person who is hopelessly ill with cancer can calmly count how many days he has left, or enthusiastically engage in some business, not thinking at all about the impending death.
Cancellation - behavior, thoughts that contribute to the symbolic nullification of the previous act or thought that caused great anxiety, guilt.
Sublimation is a mechanism for substitution (switching) from a conflict situation to another
Reactive formation - the development of the opposite installation.
Compensation - hiding by a defect, through an exaggerated manifestation and development of other qualities.
Identification
fixture
Isolation
Imagination (fantasy).

The formation of a stable inner world is based on taking into account one's positive and negative life experiences.

Orientation to success, as a rule, implies that a person should be guided by a realistic assessment of his chances of achieving a goal and therefore should set feasible, although perhaps moderate, goals and objectives.

Principle in relation to oneself, not only in big things, but also in small things, reliably prevents the emergence of serious internal contradictions.

A morally mature person who asserts high ethical standards by his behavior will never find himself in a situation for which he will have to worry, feel guilty and remorse.

In order to adequately assess and rationally resolve intrapersonal conflict, it is necessary to observe a number of general principles.

Thus, intrapersonal conflict is a rather complex, diverse, multifunctional, both positive and negative phenomenon. Knowledge of its essence and content, main types, causes, principles, methods and techniques of its resolution, the operation of psychological defense mechanisms allows us to constructively approach this unique socio-psychological phenomenon, one of the main ways of developing the psyche and self-affirmation of the individual.

Introduction

Since it is impossible to avoid intrapersonal conflicts, one should learn to create conditions that prevent their negative consequences, use a variety of ways to prevent them, and resolve dysfunctional conflicts in time if they have already arisen. To date, conflictology has developed a whole system of methods and measures to prevent and resolve intrapersonal conflicts. At the same time, it should be borne in mind that it is always easier to prevent a conflict than to resolve it,

Methods and conditions for preventing intrapersonal conflicts

There are universal, or general social, conditions and ways to prevent intrapersonal conflicts. They are associated with the establishment of a progressive social structure of society, civil society, the rule of law and relate to changes taking place at the macro level of the social system. An individual person to a certain extent, of course, can influence the creation of such favorable macro conditions, but if we mean the "ordinary" person, then his influence still cannot be significant. Such conditions change through the actions of large social groups, classes, social communities, associations and movements.

Therefore, in further consideration of the intrapersonal conflict, we will focus on the conditions and methods for preventing conflicts that depend on the personality itself. Let's highlight the main ones.

The first and initial condition for the prevention of intrapersonal conflicts is expressed in the principle “Know thyself” (“Nosce te ipsum”). This saying was carved on a pillar at the entrance to the temple of Apollo in the ancient Greek city of Delphi as a call to everyone who entered. And it is no coincidence that this principle occupies a leading place in the philosophy of Socrates.

Indeed, in order not to find yourself in a situation of intrapersonal conflict, you must first of all realize “Who am I?”, “Why did I come into this world?”, “What is the meaning of my life?” etc. That is, it is necessary first of all to create the correct “I-image”, because only in this case the person will clearly realize which values for her are the main, meaning-forming life values, and which ones are secondary; for which you should go to the fire, and by which you should pass without noticing.

However, knowing oneself is not an easy task. Personality is constantly in the process of becoming, it is multifaceted and multi-qualitative. Therefore, one cannot count on quick success here. Berbel and Heinz Schwalbe recommend several ways and techniques for better self-knowledge. Here are some key ones:

1. First of all, try to answer the following questions:
- *Am I bored?
- * Am I prone to rash criticism?
- * Do I avoid talking about negative things?
- * Am I talking too much about material things?
- * Do I have instinctive behavior?
- * Are there any words or annoying moments that make me lose my temper immediately?
- * Do I experience fear, apprehension, or constant stress?
- * Do I often allow myself to speak disapprovingly or pessimistically?
- * Do I use ambiguous phrases in conversation?
- * Am I carrying a vague sense of guilt?
- * Do I have a certain material life goal, which is subject to my entire current way of life?
- * Do I often get sick, depressed or sad?

After answering these questions, it can be argued that you already know yourself better.

2. The next step is to identify the talents and strengths of your personality. Analyze when, under what circumstances and how did you manage to overcome yourself, your inertia and achieve success? By answering this question, you will receive new information about your abilities. Add questions to this:
- * In what area are your abilities manifested: spiritual or physical?
- * Do you have artistic, creative abilities?
- * Are you inclined towards the exact sciences?
- * In what type of activity did you have the greatest results?
- * Do you often formulate original ideas?
- * What qualities help you consistently cope with your problems?

Having made a classification of your abilities, all strengths, answer the question, what qualities of your personality should you “pull up” or develop more intensively? But at the same time, it should be borne in mind that each person, in addition to the abilities already manifested and known to him, also has hidden abilities that may manifest themselves in the future.

3 Revealing our mistakes and shortcomings, those obstacles in ourselves that hinder the disclosure of our abilities. To do this, you can use the analysis of the following constraining factors:
- * We shift responsibility to others instead of bearing it ourselves.
- * We trust others more than ourselves. because we don't know what's important to us.
- * Hypocrisy out of courtesy and for any reason leads to the degradation of our feelings.
- * We lack the willingness to defend our right to happiness and fulfillment.
- * We allow ourselves to drown out the power that gives us independence, fantasy.
- * Inability to turn to the important and with a light heart to give up everything insignificant, secondary.

For each of the identified shortcomings or for each error that occurs, ask yourself three questions:

1. Do the identified bugs and shortcomings cause me a lot of anxiety?
2. Do I really care about these mistakes and shortcomings?
3. Maybe I should not worry about these errors and shortcomings at all?

If it turns out that certain errors and shortcomings give cause for concern, then you should immediately start correcting them. It should be borne in mind that the most significant shortcomings are those that others have pointed out to us, and that it is impossible to immediately take and remake ourselves.

Evaluate yourself appropriately.

This condition for preventing intrapersonal conflict is directly adjacent to the previous one. Without adequate self-esteem, one cannot know oneself and avoid intrapersonal conflicts. But not only an underestimated, but also an overestimation of one's abilities and capabilities prevent the establishment of harmonious relations with others and thereby contribute to the emergence of intrapersonal conflicts.

But the most important thing is that inadequate self-esteem, the wrong image of one's "I" impede the realization and self-actualization of the individual. A person who incorrectly evaluates himself will constantly “stumble” on misunderstanding from others. It will seem to him that he is not understood, when in reality he does not understand himself. Therefore, the one who knows himself better will find his place in life sooner.

The attitude of the individual to his successes and shortcomings, his self-criticism also depend on self-esteem. Therefore, it directly affects the effectiveness of the activity and the development of the individual. One can imagine a person who believes that he has great abilities in mathematics, but took one of the last places in the Olympiad in this subject. In this situation, firstly, intrapersonal conflict, stress cannot be avoided, and, secondly, it can give rise to complete disappointment in one's abilities and forever discourage one from engaging in this type of activity.

Self-esteem of a person is directly related to the level of her claims, the degree of difficulty in achieving the goals that she sets for herself. A sharp discrepancy between the claims and the real possibilities of the individual, when the former are much overestimated, can lead to emotional breakdowns, increased anxiety, fear and other manifestations of intrapersonal conflict.

Self-esteem receives its objective expression in how a person evaluates the possibilities and results of the activities of others. For example, with an overestimated self-esteem, he seeks to lower them, with an underestimated one - to increase them.

Formulate meaningful life values.

After you have “dug in yourself” and adequately assessed yourself, try to formulate and adopt fundamental life values. These are the values for which it is worth living (and maybe even dying), the values to which a person devotes his life to the establishment and which he considers as a vocation. A. Maslow called them "existential values", or ultimate values, above which a person has nothing. In other words, it's not about values.- means, and about values - goals that form the highest meaning of human life.

The absence of such fundamental values makes a person unfree and unstable, subject to situational and temporal influences. Without such values, as V. Frankl showed, a person cannot develop normally. A person experiences a state of "existential vacuum" and boredom, and his behavior often becomes deviant (alcoholism, crime, drug addiction). All this leads to the emergence of various kinds of intrapersonal conflicts, neuroses, and sometimes suicidal behavior.

Use your life experience.

An important way to prevent intrapersonal conflicts- the formation of a stable inner world and character of a person. To do this, you should constantly refer to your life experience and correlate it with the experience of others and social reality. It is necessary to note as often as possible: what, when, under what circumstances and how we succeeded, and where we failed. It is also recommended to record observations and conclusions and analyze them in detail.

The purpose of this complex and painstaking work is to draw conclusions for the future, so that the expression “I wanted the best, but it turned out as always” had nothing to do with you. Remember that the repeated mistake is experienced twice as hard and requires double the cost. Meanwhile, it is better to pay for lessons only once and learn from the mistakes of others, not your own. Otherwise, it is difficult to avoid intrapersonal conflicts.

Be optimistic, focus on success.

Analyzing your life experience and drawing conclusions for the future, focus on success.

If you are constantly accompanied by a feeling of fear of failure, then you should not start any business at all. In this case, you are doomed to failure and to an intrapersonal conflict from the very beginning, or rather, without even starting an activity. The mechanism of the emergence of intrapersonal conflict in people who are oriented towards failure is that they choose either an exorbitantly overestimated or greatly underestimated level of requirements. They are characterized by declines in activity, retreats. That. those who set themselves inflated goals doom themselves to a constant struggle with failures.

Meanwhile, people who are oriented towards success, as a rule, are guided by a realistic assessment of their chances of achieving the goal and therefore set themselves feasible, although perhaps moderate, goals. Therefore, analyzing your experience, you should think about why you were successful and what is the reason for your failures. This will help you avoid many internal conflicts and headaches.

Be principled.

Do not give up with a light heart everything secondary- "trifles", "little things", etc. Sometimes this has to be done in the name of a more significant goal or task. But if a person does this constantly, it leads to unscrupulousness, the destruction of internal stability. Ultimately, this can lead to the degradation of the personality, the loss of the image of "I", one's integrity, identity. And from here close to intrapersonal conflicts. The fundamental exactingness to oneself, not only in big things, but also in "small things" is a reliable counterbalance to the appearance of internal friction. In addition, it will protect you from such a vice, which also leads to the degradation of our feelings, like sycophancy.

Be confident.

A person who is not confident in his abilities, at the same time always feels restless. Sooner or later, he will face an intrapersonal conflict, because uncertainty gives rise to doubt, which is adjacent to fear. Therefore, before you take on any serious business, check if you have the following typical manifestations of self-doubt:

* fear of trying - inaction, unwillingness to achieve one's own out of fear of being defeated, "losing one's face";
* fussiness - fear of not keeping up with others, anxiety, causing discomfort, anxiety and fear;
* envy and self-humiliation - constant comparison of oneself with others, dissatisfaction with oneself, self-humiliation and humiliation of others:
* bravado and deceit - the desire to impress better than it really is, "splurge":
* conformism - opportunism, the desire to be "like everyone else", "not stick out", not take risks:
* the habit of fastening with all buttons. According to psychologists, a “man in a case” is afraid to show any of his feelings and is afraid of everything: diseases, people, responsibility. He is always insecure, in a bad mood. For him, clothing is a protective shell, in which there should be no gap. On the contrary, a person who is confident in himself, in his abilities, can sometimes afford not to fasten all the buttons.

If you have at least some of these qualities, you need to take steps to get rid of them. In this case, you can use the following recommendations:

* A self-confident person does not seek to assert himself at the expense of others, humiliating others. He tries to become better than he himself is, and not to become better than others always and in everything, as a neurotic does.
* Do not succumb to the pressure of behavioral stereotypes, do not hold back your activity.
* Think "your" head, although, of course, you should not neglect the practical advice of others.
* Know that you have many abilities and forces sufficient to fulfill the tasks that you have set for yourself. There are abilities that a person does not even suspect, and which are found only in a specific experience of life.
* Trust yourself more, do not destroy your own "I", constantly and in everything listening to the opinions of others.
* Do not forget, there is nothing worse for you than to give up on yourself, to live someone else's life, other people's ideas and meanings. You are you and no one else will ever replace you. Drop the “I am who you want me to be” mindset and embrace the “I am who I am” principle. This realization of your self-worth alone will strengthen your self-confidence.

The call to the need to be self-confident does not mean, of course, that a person should not doubt anything or not be critical of his past experience. This means that if, after analyzing your strengths, you come to the conclusion that you are able to complete any task, then feel free to get down to business.

Follow ethical standards and rules of communication.

This will help you avoid many conflicts both in relationships with other people and intrapersonal. Strive for moral self-education and self-affirmation. A morally mature person who asserts high ethical standards by his behavior will never find himself in a situation for which he will have to worry, feel guilty and remorse. Here are a number of rules of conduct that will help you feel confident in any situation and avoid many intrapersonal conflicts:

* Treat people the way you would like them to treat you. If you find it difficult how to behave in this or that situation, put yourself in the place of the one with whom you communicate.
* Do not demand any special treatment or special privileges from another.
* Try to achieve a clear division of rights and responsibilities in the performance of common work.
* If your responsibilities overlap with those of your colleagues, this is a very dangerous situation. In the event that the manager does not distinguish between your duties and responsibilities from others, try to do it yourself.
* Do not show prejudice to people. As far as possible, discard prejudice and gossip in dealing with them.
* Call your interlocutors by name and try to do it more often.
* Smile, be friendly and use all the variety of techniques and means to show your good attitude towards the interlocutor. Remember - as you sow, so shall you reap.
* Don't make promises you can't keep. Do not exaggerate your importance and business opportunities. If they do not justify, you will be uncomfortable, even if there were objective reasons for this.
* Do not climb into a person's soul. At work, it is not customary to ask about personal matters, and even more so problems.
* Do not try to seem better, smarter, more interesting than you really are. Sooner or later everything will come out anyway and fall into place.
* Send impulses of your likes. With a word, a look, a gesture, let the participant in the conversation understand that he is interested in you. Smile, look straight into your eyes.
* Consider the other always as a person to be respected in and of itself, and not as a means to your own ends.

If you want to avoid intrapersonal conflicts caused by reasons rooted in business communication, then you should remember some important ethical norms and rules. If you are a manager, then you can use the following rules and principles:

* Treat your subordinate the way you would like to be treated by your supervisor.
* Strive to turn your organization into a cohesive team with high moral standards of communication. Involve employees in the goals of the organization. A person will feel morally and psychologically comfortable only when he is identified with the collective. At the same time, everyone strives to remain an individual and wants to be respected the way he is.
* If there are problems and difficulties associated with dishonesty, the manager should find out its causes. If we are talking about ignorance, then one should not endlessly reproach the subordinate for his weaknesses and shortcomings. Think about what you can do to help him overcome them. At the same time, rely on the strengths of his personality.
* If the employee did not comply with your order, you must let him know that you are aware of this, otherwise he may decide that he tricked you. Moreover, if the manager did not make a corresponding remark to the subordinate, then he simply does not fulfill his duties and acts unethically.
* A remark to an employee must comply with ethical standards. Gather all the information on this case. Choose the right form of communication. First, ask the employee himself to explain the reason for not completing the task, perhaps he will give you facts that you do not know. Make your comments one on one. Human dignity and feelings must be respected.
* Criticize actions and deeds, not the person's personality.
* Then, when appropriate, use the "sandwich" technique - hide criticism between two compliments. End the conversation on a friendly note and soon find time to talk to the person to show him that you are not holding a grudge.
* Never advise a subordinate how to act in personal matters. If advice helps, you most likely will not be thanked. If it doesn't help, you will be held responsible.
* Do not overgrow with pets. Treat employees as equal members and all with the same standards.
* Never give employees the opportunity to notice that you are not in control if you want to maintain their respect.
* Observe the principle of distributive justice: the greater the merit, the greater the reward should be.
* Encourage your team even if success is achieved mainly due to the success of the leader himself.
* The privileges that you make for yourself should be extended to other members of the team.
* Trust employees and admit your own mistakes at work. The members of the collective will find out about them one way or another. But concealing mistakes is a manifestation of weakness and dishonesty.
* Protect your subordinates and be loyal to them. They will answer you the same.

If you are a subordinate, then the following ethical rules and principles can be used:

* Treat your supervisor the way you would like to be treated by your subordinates,
* Try to help the leader in creating a friendly moral atmosphere in the team, strengthening fair relations. Remember that your leader needs this first of all.
* Do not try to impose your point of view on the leader or command him. Express your suggestions or comments with tact and courtesy. You cannot directly order something, but you can say: “How would you feel if ...?” or "Don't you think it would be a good idea if...?" etc.
* If any joyful or, on the contrary, unpleasant event is approaching or has already happened in the team, then this must be reported to the leader. In case of trouble, try to help facilitate the way out of this situation, offer your own solution.
* Do not talk to the boss in a categorical tone, do not always say only “yes” or only “no”. An employee who always agrees is annoying and gives the impression of a flatterer. The person who always says no is a constant irritant.
* Be loyal and reliable, but don't be a sycophant. Have your own character and principles. A person who does not have a stable character and firm principles cannot be relied upon, his actions cannot be foreseen.
* Do not seek help, advice, suggestions, etc. "over your head", immediately to the head of your head, except in emergency cases. Otherwise, your behavior may be regarded as a demonstration of disrespect or disregard for the opinion of the boss, or as an indicator of doubt in his competence. In any case, your immediate supervisor in this case loses authority and dignity.
* If you have been given responsibility, gently raise the issue of your rights as well. Remember that responsibility cannot be exercised without an appropriate degree of discretion.

In addition to the above methods of preventing intrapersonal conflicts, modern conflictology highlights others. Here are some of the most significant.

1) Do not strive to "embrace the immensity", do not take on all things at once. Know how to prioritize all your motives and needs and focus on fulfilling them first.
2) Do not accumulate problems, in the end the situation will reach a level where you can no longer cope with their solution, which will lead to an intrapersonal conflict,
3) Learn to dominate yourself, control and correct your behavior and feelings. Know how to “pull yourself together” and subjugate the situation in time.
4) Notice the reaction of others to your behavior and individual actions. Pay attention to the behavior of others. Remember that the more we know about others, the more we know ourselves.
5) Try to be sincere not only in relation to yourself, but also to others. Lies can, of course, temporarily help you out of a difficult situation, but they will not ease your soul. Sooner or later, everything secret becomes clear,
6) Lead a healthy lifestyle. Strengthen your soul and body. These are the necessary methods and conditions for preventing intrapersonal conflicts. Their observance and use can help to avoid many internal shocks, breakdowns and stresses. But what to do if an intrapersonal conflict nevertheless occurred? In this case, it is necessary to take measures to resolve it in a timely manner.

Human life is so arranged, that the probability of circumstances threatening to disrupt the optimal process of development of the individual, his inner world, is great, and it is bad if a person is not prepared for them. It is difficult to imagine a person who does not have intrapersonal conflicts. However, it is necessary to avoid destructive internal conflicts, and if they arise, then resolve them with minimal health costs.
Knowing the causes and factors contributing to the emergence of intrapersonal conflicts, the features of their experience, it is possible to substantiate the conditions for their prevention.
To preserve the inner world of the individual it is important to accept difficult life situations as a given of being, as they encourage activity, work on oneself, and often creativity.
Of great importance is the formation by each person of life values and following them in their deeds and actions. Life principles help to avoid many situations associated with doubts about the truth of the cause that a person serves.
However, the persistence Loyalty to oneself under certain conditions manifests itself as inertia, conservatism, weakness, inability to adapt to changing requirements. If a person finds the strength in himself to break the habitual way of existence, convinced of its failure, then the way out of the intrapersonal contradiction will be productive. It is necessary to be flexible, plastic, adaptive, be able to realistically assess the situation and, if necessary, change.
Important, yielding in small things, don't turn it into a system. Constant instability, denial of stable attitudes and patterns of behavior will lead to intrapersonal conflicts.
We must hope for the best development of events, never lose hope that life's situation can always improve. An optimistic attitude towards life is an important indicator of a person's mental health.
Don't be a slave to your desires soberly assess their ability to meet their desires and needs. You need to learn to manage yourself, your psyche. This is especially true for emotional state management.
development of the will, qualities largely contributes to the prevention of intrapersonal conflicts. It is the will, which is the achieved level of self-regulation of one's activity and behavior, which implies the ability to make a decision with knowledge of the matter, that should accompany all types of human life. The role of the will is great in an intrapersonal conflict, where only with its help a person can overcome the difficulties of the situation.
Constantly update and correct a hierarchy of roles for yourself. The desire to realize all the functions arising from a particular role, to take into account all the wishes of others will inevitably lead to the emergence of intrapersonal conflicts.
Prevention of role intrapersonal conflicts contributes to a sufficiently high level of personal maturity. It involves going beyond purely role-playing behavior with its stereotyped reactions, with strict adherence to accepted standards. Genuine morality is not the blind fulfillment of generally accepted norms of morality, but the possibility of one's own moral creativity, "above-situational" activity" of the individual.
It is necessary to strive to so that a person's assessment of his "I" would correspond to his actual "I", that is, to ensure the adequacy of self-esteem. Low or high self-esteem is often associated with unwillingness or inability to admit to oneself something. It also happens that a person evaluates himself adequately to reality, but wants others to evaluate him differently. Such evaluative dissonance will sooner or later lead to an intrapersonal conflict.
Do not accumulate problems that require permission. Shifting the solution of problems “for later” or the position of an “ostrich with its head in the sand” is far from the best way to avoid difficulties, since in the end a person is forced (will make a choice, which is fraught with conflicts.
Don't take on everything at once don't try to do everything at the same time. The optimal way out is to create priorities in the programs being implemented and the tasks being performed. Complex problems are best solved piecemeal. Try not to lie. It can be argued that there are no people who would never lie to anyone. It really is. But there is always the possibility, in situations where it is impossible to tell the truth, to simply evade the answer: change the topic of conversation, remain silent, get rid of a joke, etc. Lies can create intrapersonal problems, unpleasant situations in communication that will lead to experiences, actualization of guilt.
Under the resolution (overcoming) of intrapersonal conflict is understood as the restoration of the coherence of the inner world of the individual, the establishment of the unity of consciousness, the reduction of the sharpness of the contradictions of life relations, the achievement of a new quality of life. The resolution of intrapersonal conflict can be constructive and destructive. With a constructive overcoming of the intrapersonal conflict, peace of mind is achieved, the understanding of life deepens, and a new value consciousness arises. The resolution of an intrapersonal conflict is realized through: the absence of painful conditions associated with the existing conflict; reduction of manifestations of negative psychological and socio-psychological factors of intrapersonal conflict; improving the quality and efficiency of professional activities.
Factors of constructive resolution of intrapersonal conflicts. Depending on individual characteristics, people relate to internal contradictions in different ways, choose their strategies for getting out of conflict situations. Some are immersed in thoughts, others immediately begin to act, others plunge into overwhelming emotions. There is no single recipe for the correct attitude to intrapersonal conflicts. It is important that a person, being aware of his own individual characteristics, develops his own style of resolving internal contradictions, a constructive attitude towards them.
1. Overcoming an intrapersonal conflict depends on the deep ideological attitudes of the individual, the content of his faith, on the experience of overcoming himself.
2. The development of volitional qualities contributes to the successful overcoming of internal conflicts by a person. Will is the basis of the entire system of human self-regulation. In difficult situations, the will, as a rule, brings external demands and internal desires into line. If the will is not sufficiently developed, that which requires the least resistance wins, and this does not always lead to success.
3. Ways to resolve the conflict, the time spent on it in people with different types of temperament are different. Choleric solves everything quickly, preferring defeat to uncertainty. The melancholic thinks for a long time, weighs, estimates, not daring to take any action. However, such a painful reflexive process does not exclude the possibility of radically changing the current situation. The properties of temperament affect the dynamic side of solving intrapersonal contradictions: the speed of experiences, their stability, individual flow rhythm, intensity, outward or inward orientation.
4. The process of resolving intrapersonal contradictions is influenced by age and gender characteristics of the personality. With increasing age, intrapersonal contradictions acquire forms of resolution typical for a given individual. Periodically recalling the past, we return to the critical points that once violated the measured course of being, rethink them in a new way, more deeply and generally analyze ways to resolve conflicts, overcome what seemed insurmountable. Working on one's past, analyzing one's own biography is one of the ways to develop internal stability, integrity, and harmony.
Different ways to resolve conflicts in men and women. Men are more rational, with each new intrapersonal experience they enrich their set of means of resolving the situation. Every time women rejoice and suffer in a new way. They are more diverse in personal characteristics, and men - in role-playing ones. Women have more time to update and, as it were, re-edit their accumulated experience, men are less inclined to return to what they have experienced, but they know how to get out of the conflict in a timely manner.
Overcoming intrapersonal conflict provided by the formation and operation of psychological defense mechanisms. Psychological defense is a normal, everyday working mechanism of the psyche. It is a product of ontogenetic development and learning. Developing as a means of socio-psychological adaptation, psychological defense mechanisms are designed to control emotions in cases where experience signals a person about the negative consequences of their experience and expression.
Some researchers consider psychological defense as an unproductive means of resolving an internal conflict. They believe that protective mechanisms limit the development of the personality, its "own activity".

Introduction

1. The concept of intrapersonal conflict and its types.

2. Causes and features of the occurrence of intrapersonal conflicts in various types of professional activities.

Introduction

Methods and conditions for preventing intrapersonal conflicts

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How to support a person if he is in shock

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