Style of rivalry.: if the employee of Department of Internal Affairs of people active, goes the way in a resolution of conflict, is capable of strong-willed decisions and is not inclined to cooperation, satisfies the interests to the detriment of interests of others, compels others to make the solution, he chooses this style. This style is effective if the employee possesses a certain power, is confident in correctness of a solution. He insists on the way of open fight for the interests, applications of coercion and other means of pressure upon opponents.
Here the following universal algorithm is possible: "Yes, Alekseevich, you is wrong. But we know you many years and we appreciate. Do not worry. Everything is not so terrible. Go work, life without mistakes does not happen. And this mistake was not such big. We believe in you."
The first of the called types of the relations develops when the informal group actively supports the head of body (division), values his opinion as opinion of the expert, appreciates his personal human qualities, shows to it feelings of sympathy and attachment.
The relations of counteraction develop in case of hostility of informal group to the head. These relations are shown in continuous counteraction to the head, ironic or mistrustful perception of its personal qualities, in the management postponed with great difficulty from the person representing official structure of body, etc.
Style of cooperation.: the employee resolves the conflict and defends the interests, but tries to cooperate with other person. At first needs and interests of other party are defined, and then are discussed. Style is effective if the parties have the various
At the same time it must be kept in mind that between the head of body (the official leader) or official structure of body in general and informal groups or their leaders can develop various on character and the maintenance of the relation. All kinds of these relations eventually are reduced to three main types: support relations; neutral relations; counteraction relations.
Localization of a situation, i.e. taking measures to restriction of number of witnesses and opinions to conflict "freezing", reduction of emotional intensity. Reduction of number of witnesses important because the their is more, the bigger number of people should offer explanations after a resolution of conflict. There is a rule: all observing quarrel have to be notified on the end result.
As for the relations of counteraction to the head from informal group and its leader, two options are here too possible. So, if the informal group counteracts activity of the good head, interferes with implementation of the functions by him, proceeding from especially group or personal interests and superficial claims of her members or the leader, it is necessary to make active and purposeful efforts for neutralization of similar counteraction and reorientation of this group in favor of the head, applying for this purpose mainly belief methods, carrying out necessary educational work. The informal leader of such group acting essentially incorrectly and significantly interfering normal functioning of body, has to be removed from collective. However in cases when the counteracting informal group makes to the head a reasonable claim as to the person who is not coping with the duties, in interests of business it is necessary to accept these claims, and if necessary — to replace the head.
hidden needs. Definition of a source of a dissatisfaction in this case is complicated, there is a distinction between external declarations and latent interests and needs. Time for search of the hidden interests and needs is necessary.
By detailed consideration these problems can be carried to conflict situations, except for, maybe, problem of a public statement. Not always, however, the problem is realized by the person as the conflict. It can be the hidden conflict which is not expressed in counteraction of people, but brings them certain difficulties in relationship. What effect the conflict has on the staff of Department of Internal Affairs? In what its advantage and harm? How with it to manage and resolve?