Intrapersonal conflicts: concept, types and methods of resolution

Intrapersonal conflict is a contradiction in a person’s views and values ​​regarding himself and his life. This problem is rapidly developing now when people, due to certain circumstances, place too many demands on themselves. Intrapersonal conflict is always characterized by strong feelings, since it affects our individual motives and thoughts. A conflict of this kind can mature and develop for years, at a certain stage without in any way interfering with the individual’s full existence. However, at some point, dissatisfaction with yourself and your achievements becomes too obvious. Then the intrapersonal conflict manifests itself in its entirety. Why is it dangerous, what are its features and reasons for its formation? Let's try to figure it out!

Religious conflict

Religious conflict is quite common as it revolves around reason-oriented beliefs and beliefs, which makes them especially fragile. Examples of religious conflict include believing in a loving God, but it is difficult to accept that this “loving” being sends people to hell for eternity. Or a person who is religiously faithful uses various drugs. When scientific facts arise, religious conflict may arise in a person who values ​​both truth and his religious beliefs.

Self-esteem conflict

Your image is your internal idea of ​​yourself, for example, “My name is Ivan. I am a patient, loving and compassionate person. I'm a disorganized artist who supports animal rights, etc." Internal conflict occurs when we are confronted with evidence that contradicts our beliefs about ourselves. For example, a person who believes he is honest may lie on his resume to get his dream job. Someone who is for a healthy diet cannot give up smoking. A person who identifies as an empath may experience constant resentment towards another person.

Causes

As a rule, the causes of VC, its appearance and development, are determined by three main factors:

• External, due to the behavior of the individual within a certain group;
• Internal, hidden in the contradictions of the personality itself;
• External, conditioned by the status as a whole within society.

When a person is faced with external factors caused by confrontation with society as a whole, they are usually based on personal status. That is, a person does not like his position in society or how he is treated.

VCs within a certain group may be different, however, there is a common basis - the inability to satisfy their needs. For example:

• Lack of the desired object. I want a cup of coffee, but they don’t sell that kind of coffee in this city, and so on;
• Physical obstacles. A person is in a closed room and cannot get out on his own;
• Social circumstances;
• Biological barriers.

However, it cannot be said that one of the reasons is separated from the other. In fact, everything is very interconnected and one reason smoothly flows into another. For example, the development of internal conflict is most often caused by confrontation with a certain group or society as a whole. Contradictions cannot just appear (out of emptiness). Do not forget that the basis of confrontation is based on two opposing opinions, which must be important. Otherwise, this will not be a problem for the individual, and he will pass them by introspection.

It is important that the opinions are of equal strength, otherwise the individual will simply choose the strongest. When they are the same size, confrontation arises, and stormy dialogues develop inside. What are the contradictions based on?

• Confrontation of social roles. The modern world requires a person to perform many tasks, and time, as a rule, is not enough. For example, an adult is given the task of picking up a child from kindergarten and fulfilling an urgent work order;
• The confrontation between ordinary need and social norm. As you know, the human stomach works and sometimes it needs to remove gases. But what to do when there is a meeting or you are in decent company;
• Conflict between religion and social values. A striking example is military operations. A true Christian observes the commandment “thou shalt not kill,” but when something threatens his family or homeland, a big dilemma also arises;
• Mismatch between interests, needs and motives. In other words, a person himself does not understand what he needs from life in general.

Often VC develops due to working relationships within an enterprise, since most of the time a person has to work and is in conditions created by the external environment. If a person could choose where and how to work, many problems simply would not arise. The main reasons for the development of conflict within a certain group:

• The struggle of values ​​between one’s views on life, foundations and professional tasks. For example, if a person is pure in soul and is used to speaking honestly, it will be difficult or even impossible for him to engage in advertising and sales;
• Great responsibility and excessive tasks that are not comparable to the person’s capabilities.
• The desire for creativity and routine work at the enterprise;
• Two incompatible tasks;
• Strict work requirements and poor working conditions;
• Poor mechanism for achieving the goal, vagueness, ambiguity and at the same time a specific task.
• Morality and profit.

Interpersonal conflict

Interpersonal conflict overlaps with other types of intrapersonal conflicts such as self-esteem and love. This type of conflict occurs in social situations when you want to act one way but act differently. For example, Anton hates talking about sports, but he pretends to be interested in what his colleagues are saying. An introvert does not have much energy, but puts up a façade of "high energy" to fit in with others. Or someone is offended by a friend, but doesn’t say anything, even if they really want to say it.

Forms of manifestation

Infantility in men - what does it mean, signs and causes

You can determine if a person has a mental disorder based on several signs:

1. Neurasthenia, manifested by excessive nervousness. Such people suffer from insomnia and completely lose the ability to relax in their free time. They experience a sharp decrease in performance and general fatigue of the body. A person suffering from a conflict with himself closes himself off from the world, becomes uncommunicative, responds sharply to treatment, and is rude.
2. Euphoria, which is characterized by inappropriate active behavior. About this form of manifestation we can say “laughter through tears,” reminiscent of hysterics.
3. Regression. When this form manifests itself, a person tends to ignore difficulties. He, like an ostrich who hides his head in the sand, avoids responsibility.

Head in the sand

1. Projection. A person suffering from internal contradictions takes out his anger and feelings on others. This manifests itself in endless nagging and destructive criticism.
2. Nomadism as the desire to change the main aspects and foundations. People approach the issue critically, change their place of residence, work, and circle of friends. Often behavior can change to antisocial, as a manifestation of protest against a forced life situation.
3. Rationalism is the desire to explain to oneself and others the reasons for one’s actions in order to justify oneself in society and before one’s conscience.

Interesting. It is the whitewashing of one’s behavior to oneself that can give rise to a slight disorder of consciousness, when deep emotional experiences force the subconscious to protect the body from negativity, drawing a parallel reality in which a person exists happy and satisfied.

Existential conflict

Existential conflict involves a feeling of discomfort and confusion in life, especially when two opposing beliefs or desires arise. For example, to hate life, but at the same time love it. Or the desire to live life to the fullest, but not wanting to make any changes or get out of your comfort zone. Existential conflict can also be directed toward the world, such as wanting to save the planet while at the same time believing it is doomed or polluting it.

Please note that all of these examples of intrapersonal conflict often overlap with each other. This list is also not definitive, so feel free to leave a comment if you think there are any types of internal conflict that are missing.

All the struggle happens inside. And what causes internal conflict? Attachment to beliefs, desires and expectations.

It's very simple, all our suffering arises when we believe our thoughts, instead of seeing them for what they really are: transmission of energy fluctuations in the brain. Do we control our thoughts? No. Otherwise, we would always choose to think happy and harmonious thoughts. We don't even know what our next thought will be, let alone the next ten, because they all arise and disappear spontaneously. If we don't control these thoughts, then how can they mean anything about us unless we give them meaning ourselves?

Sit down and try to follow how your thoughts come. Do you control them? Or are they controlling you?

Additionally, here are some other tips that I hope can help you find more peace and clarity:

Intrapersonal conflicts: concept, types and methods of resolution

Conflictology

The essence of conflict and its manifestation in nature and society

Conflict (lat. conflictus - collision) is a collision of oppositely directed goals, interests, positions, opinions or views of opponents or subjects of interaction.

Conflicts can be hidden or overt, but they are always based on a lack of agreement. Therefore, let us define conflict as a lack of agreement between two or more parties - individuals or groups. Observations show that 80% of conflicts arise beyond the wishes of their participants. This happens due to the characteristics of our psyche and the fact that most people either do not know about them or do not attach importance to them.

Intrapersonal conflict is a state of a person’s dissatisfaction with any circumstances of his life, associated with the presence of conflicting interests, aspirations, needs that give rise to affects and stress.

Here, the participants in the conflict are not people, but various psychological factors of the inner world of the individual, which often seem or are incompatible: needs, motives , values, feelings, etc. “Two souls live in my chest...” wrote Goethe. And this conflict can be functional or dysfunctional, depending on how and what decision a person makes and whether he makes it at all. Buridanov's donkey, for example, could not choose one of two completely identical armfuls of hay, thereby dooming himself to starvation. Sometimes in life, not daring to make a choice, not knowing how to resolve intrapersonal conflicts, we become like Buridan’s donkey.

Intrapersonal conflicts associated with working in an organization can take various forms. One of the most common is role conflict, when a person’s different roles make conflicting demands on him. For example, being a good family man (the role of father, mother, husband, wife, etc.), a person should spend evenings at home, and his position as a manager may oblige him to stay late at work. Or the head of a section in a bookstore gave instructions to the seller to arrange books in a certain way, and at the same time the merchandiser ordered to take stock of the availability and condition of a certain category of literature.

The cause of the first conflict is a mismatch between personal needs and production requirements, and the second is a violation of the principle of unity of command. Internal conflicts can arise in production due to work overload or, conversely, lack of work when it is necessary to be at the workplace.

Interpersonal conflict is an intractable contradiction that arises between people and is caused by the incompatibility of their views, interests, goals, and needs.

This type of conflict manifests itself in different ways in organizations. Many managers believe that the only reason for it is the dissimilarity of characters . Indeed, there are people who, due to differences in characters, views, and behavior, find it very difficult to get along with each other.

However, a deeper analysis shows that such conflicts, as a rule, are based on objective reasons. Most often, this is a struggle for limited resources: material resources, production space, time to use equipment, labor, etc. Everyone believes that it is he, and not the other, who needs the resources. Conflicts arise between a manager and a subordinate, for example, when the subordinate is convinced that the manager makes unreasonable demands on him, and the manager believes that the subordinate does not want to work to his full potential.

The main stages of the formation of conflictology and their brief characteristics

Pre-scientific stage. The longest stage, covering the period from Antiquity to almost the end of the 19th century, when philosophers sought to understand the essence of wars and what their role in the life of man and society. The conflict is first reflected in ancient art (legends, tales, rock paintings). The main conflict of this period is the conflict between man and nature.

Of particular interest here are the works of philosophers, from which it becomes clear how social relations developed, how assessments and perceptions of the conflict changed, and how the prerequisites for a scientific understanding of the conflict gradually appeared along this path.

At this stage, the role of conflicts in human life was being understood, although the term itself did not yet exist. In philosophy, in fact, the attitude towards conflict matured through the understanding of war and peace, violence and suppression. Ancient thinkers clearly raised the question of the need to regulate and prevent conflicts, and in the 15th century. European philosophers raised with all clarity the question of the need for tolerance in society.

Monodisciplinary stage. Already in the 19th century. Studies of conflicts begin within the framework of two main disciplines - psychology and sociology. This stage is characterized by the fact that all research is focused on solving problems within the framework of one specific science.

In the 1820-1830s. conflict begins to attract the attention of social psychologists. According to W. McDougall, conflicts in society are inevitable, since people have innate instincts. The repertoire of these instincts is determined by psychophysical predisposition.

In the 30s XX century The beginning of the ethological approach to the conflict was laid by the works of the Austrian naturalist K. Lorentz. His hypothesis was that he considered the main cause of conflicts to be the aggressiveness of the individual and the crowd.

K. Levin considered the source of the conflict to be the style of interaction between the leader and the group. He developed the concept of a dynamic system in which, when the balance between the individual and the environment is disturbed, conflicts arise.

In the 1950s-1960s. XX century In the West, studies are appearing where the scientific interest of psychologists is directed directly to the conflict. The main approaches are identified and the conceptual apparatus of the psychological theory of conflict is developed. During this period, publications by domestic scientists also appeared.

In the 1960-1970s. An independent direction is beginning to form - the study of the negotiation process as part of conflict interaction.

Interdisciplinary stage. Conflictology as an independent discipline began to take shape in the West from the late 50s. XX century The experience of World War II had a particular influence on its development. The development of conflictology is characterized by a gradual combination of theory and practice.

In our country, the transition to interdisciplinary research begins in 1990, when research of this type first appeared and a conference on conflictology was held in Krasnoyarsk. From this moment on, interest in this area increases sharply.

In 1999, the first textbook on conflictology was published (authors A.Ya. Antsupova, A.I. Shipilov), where an attempt was made to systematize and integrate scientific knowledge about conflicts. The authors sought to unite almost everything about conflicts on the basis of a common methodology. Also worth noting is N.V. Grishina’s textbook “Psychology of Conflict,” which comprehensively examines all the psychological problems of conflicts.

Structure of the conflict

For further analysis of the conflict, it is necessary to determine its components, or elements of the structure of the conflict, which, despite the diversity of conflict interactions, nevertheless set a certain skeleton, a stable form inherent in any conflict. Each conflict has a more or less clearly defined structure, including: side, subject, object, goals, causes and environment of the conflict (Fig. 3). 1. Parties to the conflict. In any conflict there are conflictants - at least two conflicting parties, which include individuals and groups. Conflicts can also be multilateral, when more than two parties are involved in the interaction. Conflictants can be distinguished by the following objective characteristics: - by roles; — by opponents’ ranks; - by social status; - by potential (strength); - by interest; - by position.

By roles (set of rights and responsibilities). Roles differ in their involvement in the conflict, which can be: - direct and active, by which the subjects (or opponents) of the conflict can be identified; - indirect and auxiliary, by which one can determine those who explicitly or implicitly support them, these are the participants in the conflict. By rank of opponents: - 1st rank opponent - a person speaking on his own behalf and pursuing his own interests; - 2nd rank opponent - individuals pursuing group interests; - rank 3 opponent - a structure consisting of groups directly interacting with each other; - Rank 4 opponent - government agencies speaking on behalf of the law. By social status - the general position of an individual or group in society, associated with a certain set of rights or obligations. By potential (strength) - the ability and ability of the parties to the conflict to realize their goals despite the opponent’s opposition; this is the entire set of potential and actual means and resources of the party to the conflict. American sociologist Alvin Toffler identifies, according to Western standards, the three most important sources of power: violence, wealth, knowledge. Violence is a low-quality force and can only be used negatively. Wealth can be used both positively and negatively. It is much more flexible than coercion. Therefore, wealth is a power of average quality. The highest quality power comes from the application of knowledge. At the same time, false and ambiguous facts, along with true facts, scientific laws, and religious views, are weapons of the power game and act as forms of knowledge. Knowledge is the most democratic source of power. By interests - an emotional state associated with the implementation of cognitive activity and characterized by the incentive of this activity, its primary focus on some object. By position - what the parties to the conflict declare to each other. Interests differ from positions in the presence of motivation. In addition to the parties to the conflict, other structural elements are also identified. First of all, this is an area of ​​disagreement, or a subject of conflict. 2. The subject of the conflict is what causes the conflict, an objectively existing or perceived problem that serves as the basis for the conflict; This is the contradiction for the sake of resolving which the parties enter into conflict. 3. The object of the conflict is the specific cause, motivation, driving force of the conflict. This is a material (resource), spiritual (idea, norm, principle, etc.) or social (power) value that both opponents strive to possess or use. The condition of the conflict is the claim of one of the parties to the indivisibility of the object, ownership of it. There are three types of conflict objects: 1) objects that cannot be divided into parts, it is impossible to own them together with someone; 2) objects that can be divided into parts in different proportions; 3) objects that the parties to the conflict can jointly own (this is a situation of an imaginary conflict). 4. The goals of the conflict are the subjective motives of its participants, determined by their views and beliefs, material and spiritual interests; 5. Causes of conflict - all conflicts have several reasons, the main ones being limited resources that need to be shared, differences in goals, ideas and values, behavior, level of education, etc. The causes of conflicts must be known in order to eliminate them, prevent them, overcome them, or constructively resolve them. 6. The environment is the totality of the objective conditions of the conflict. The environment of the conflict has a great influence on the causes of its occurrence and its dynamics. From the point of view of the levels of the social system, a distinction is made between macro- and microenvironment. Macroenvironment is a set of conditions for interaction between people that influence large social groups and states. The microenvironment influences small groups, intrapersonal well-being, and interpersonal interactions. Based on the nature of its components, one can distinguish the physical (geo, climatic, environmental, etc.) and social (social conditions in which the conflict develops, including its indirect participants) environment. Therefore, we can say that every conflict has characteristics: - spatial: geographical boundaries, areas of occurrence and manifestation of the conflict, conditions and reasons for its occurrence, specific forms of manifestation, means and actions used by the subjects, the result of the conflict; — temporary: duration, frequency, repeatability, duration of participation of each subject, time characteristics of each stage; — socio-spatial: the number and interests of people involved in the conflict. The conflict cannot be eliminated as long as all the listed elements of the conflict structure exist

Conflict feature

Constructive functions of conflict:

· conflict helps to defuse tension in relationships;

· parties to the conflict exchange information about themselves, check each other, which can contribute to rapprochement, and therefore a more successful solution of common problems;

· conflicts stimulate and potentiate changes in society and microsociety (group);

· conflicts develop society on the basis of identifying opposing interests, the possibilities of their systemic analysis and determining the necessary changes;

· thanks to conflicts, balance is maintained in the social system;

· there is a reassessment of values ​​and norms, both general social and interpersonal;

· conflicts contribute to increasing tolerance and loyalty of members (within a certain structural unit or group).

Destructive functions of conflict (that is, preventing the achievement of generally beneficial goals):

· conflict can lead to dissatisfaction among participants, deterioration of relationships, the formation of incompatibilities, and a decrease in the quality of the results of overall activities;

· the ground arises for a decrease in the degree of cooperation in possible futures, which leads to a general deterioration in the communication system and performance results;

· during the conflict, small groups are created with characteristic closed behavior that compete unproductively with other groups;

· as the conflict develops, subjects may form negative ideas about other participants in the conflict and their goals, and about their own goals as exclusively constructive and positive;

· constructive communication and general-purpose interaction between conflicting parties decreases;

· hostility, mutual hostility and hatred increases;

· participants in the conflict attach greater importance to victory in the conflict than to solving common problems;

· conditions are created for the emergence and development of new conflicts;

· in the social experience of the participants in the conflict, ideas about the possibility and normality of violent methods of resolving problems are consolidated.

It should be noted that when analyzing a conflict, it is impossible to clearly separate the negative from the positive; we are still people and psychology is not mechanics at all.

Classification of conflicts

The classification of conflicts is based on certain characteristics. Consider as basic: The impact of the emerging contradiction on the group or organization. Content of the conflict. Characteristics of its participants. Turning to psychology, which as a science has thoroughly studied the problem of conflicts, we can distinguish the following types based on the nature of the participants: interpersonal, which occur among at least two people and are the most common; intrapersonal - these are contradictions between mutually exclusive desires, impulses or tendencies that exist within one person, a kind of mental struggle; intergroup, which include disagreements between groups of people united by common interests; social – contradictions that develop within a built-up system of relations of a group of people or within a social institution; between a group of people and one individual, when one of the group members violates generally accepted norms of behavior.

Intrapersonal conflicts: concept, types and methods of resolution

Intrapersonal conflict is a state in which a person has contradictory and mutually exclusive motives, values ​​and goals that he currently cannot cope with and cannot develop behavioral priorities.

1. Motivational conflict. One of the frequently studied types of intrapersonal conflict, in particular in the psychoanalytic direction. Conflicts are distinguished between unconscious aspirations (Z. Freud), between the desires for possession and for security (K. Horney), between two positive tendencies - the classic “Buridan's donkey” dilemma (K. Lewin), or as a clash of various motives. 2. Moral conflict. In ethical teachings it is often called a moral or normative conflict (V. Bakshtanovsky, I. Arnitsane, D. Fedorina). It is considered as a conflict between desire and duty, between moral principles and personal attachments (V. Myasishchev) -A. Spivakovskaya highlights the conflict between the desire to act in accordance with the desires and demands of adults! or society. Sometimes it is seen as a conflict between duty and doubt about the need to follow it (F. Vasilyuk, V. Frankl).

3. Conflict of unfulfilled desire or inferiority complex (Yu. Yurlov). This is a conflict between desires and reality, which blocks their satisfaction. Sometimes it is interpreted as a conflict between “I want to be like them” (reference group) and the inability to realize this (A. Zakharov). Conflict can arise not only when reality blocks the realization of a desire, but also as a result of a person’s physical impossibility of fulfilling it. These are conflicts that arise due to dissatisfaction with one’s appearance, physical characteristics and abilities. This type also includes intrapersonal conflicts, WHICH are based on sexual pathologies (S. Kratokhvil, A. Svyadoshch, A. Kharitonov).

4. Role conflict is expressed in experiences associated with the inability to simultaneously fulfill several roles (Inter-role intrapersonal conflict), as well as in connection with different understandings of the requirements imposed by the individual himself to perform one role (intra-role conflict). This type includes intrapersonal conflicts between two values, strategies or meanings of life.

5. Adaptation conflict is understood both in the broad sense, that is, as arising on the basis of an imbalance between the subject and the environment, and in the narrow sense J when the process of social or professional adaptation is disrupted. This is a conflict between the demands of reality and human capabilities - professional, physical, psychological. The discrepancy between an individual's capabilities and the requirements of the environment or activity can be considered both temporary unpreparedness and inability to fulfill the requirements.

6. Conflict of inadequate self-esteem. The adequacy of a person’s self-esteem depends on his criticality, self-demandingness, and attitude towards successes and failures. The discrepancy between aspirations and the assessment of one’s capabilities leads to the fact that a person experiences increased anxiety, emotional breakdowns, etc. Among the conflicts of inadequate self-esteem, there are conflicts between inflated self-esteem and the desire to realistically assess one’s capabilities, between low self-esteem and awareness of a person’s objective achievements, as well as between the desire to raise aspirations in order to achieve maximum success and lower aspirations to avoid failure.

• Changing the selected strategy

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 facts, but also to understand your own attitude to the problem. Each time, ask yourself whether the chosen behavior strategy is relevant for a particular case. If a change in approach is required, action must be taken. Then the internal conflict of the individual will be resolved constructively.

• Ability to deal with tension

When realizing the conflict, the inability to follow the requirements of a specific situation, minor mental trauma may occur. It will become a trigger that can radically change the approach to solving the problem and attitude towards it. The person begins to exhibit hypertrophied qualities. If before he was active, now he will behave fussily and chaotically. If earlier he was irritable, now his main feature will be his temper. Mild anxiety can develop into fear. Circumstances force a person to behave aggressively. Often, with intrapersonal conflict, complexes appear. A person begins to come up with reasons for his own insolvency 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 fight them. It is necessary to achieve harmony between the spiritual and physical state, communication and imagination. Physical relaxation has a positive effect on the stability of mental state. To normalize mental functioning, you need to follow simple steps.

Margaret Thatcher wrote about them. She said that after a difficult day at home, all the problems seemed to fall on her, bringing her to tears. She relieved spiritual stress by doing simple chores around the house - ironing or putting dishes in the closet. This allowed me to return my psyche to normal and relax.

• Finding the best moment to act

If there is a lack of information that prevents you from acting, you should wait a little. However, this wait turns out to be too tedious. In this case, you should set yourself to wait for the right moment. This installation will relieve constant anxiety and make it easier to bear the wait. Often, waiting literally eats up choleric people who are incapable of long-term inactivity. But people of other temperaments can also break down and begin to act in inappropriate conditions. This is how errors appear. Remember the rule - if you don’t know what to do, then it’s better not to do anything. This will save you from mistakes. Later, you will receive the necessary information and determine the optimal moment to take action.

• Waiting for the result

Not everyone is able to wait not only for the right moment, but also for the result of their actions. Impatience forces him to 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 mindset that the result will come by itself. This way you can relieve stress from uncertainty and better adapt to the waiting conditions.

Decline the choice.

Do you need an answer right now? Sometimes letting life go in the direction it wants is a better option than taking a violent path. Wayne Dyer: "The conflict cannot survive without your complicity."

I hope these tips help you find more peace of mind. Remember that it is completely normal to experience intrapersonal conflict and there is nothing strange about you. Also, when it comes to internal conflicts, people tend to romanticize the heart and believe that we should only listen to what the heart wants. But this is an unbalanced approach: you need to listen to both the heart and the brain to create inner harmony.

If you want to make an appointment for a consultation, you can use the phone number or fill out the feedback form; to do this, go to the contact information page and choose a method that is convenient for you. Thank you!

Consequences and diagnosis ↑

The results of intrapersonal conflict can be both positive and negative.

Negative consequences

Destructive indicators are a dead end in personal development, the first signs of degradation:

1. A person becomes disorganized both mentally and physically.
2. Active participation in any type of activity, its effectiveness is noticeably reduced.
3. A general state of stress, constant anxiety, suspiciousness, dependence on other people and circumstances are characteristic of a person with intrapersonal conflict.
4. He cannot fully perform his public and personal functions.
5. As a defense, a person develops polar actions - either aggressiveness or submission. Worthlessness, lack of confidence in one's capabilities, inferiority, even as an extreme manifestation - failure to see the meaning of life - all this relates to the state of the individual himself.

Unproductivity as a consequence of intrapersonal conflict can spread to relationships in society: <

1. A person of any age wants to isolate himself from all members of the group, remain silent, and not accept healthy criticism addressed to him.
2. He reacts inappropriately to the behavior of other people, and he himself can behave demonstratively, this is especially evident in adolescence. Formally, he can observe all the norms of communication and be polite, but there is no inner peace and balance.
3. Blaming many for their mistakes and failures or, on the contrary, intense self-criticism is present in the behavioral reactions of such people.

It is important to see the danger of prolonged non-resolution of an intrapersonal conflict, because in this case a person may develop neurosis and frustration.

If a person does not receive qualified help in correcting his internal state in a timely manner, then there may be a danger of one type of conflict developing into another, more complex one – neurotic.

Positive consequences

1. The constructiveness of the influence of a conflict situation within the individual consists of self-development, self-improvement and self-affirmation.
2. In the fight against internal contradictions, a person’s will and character can be strengthened. People who overcome internal obstacles get to know themselves better and mobilize their personal resources.
3. A person’s mental state becomes more resistant to influence from within and without. A person who has found the right approaches to solving a conflict wins a victory over himself and takes a new step in achieving the ideal state of his “I”.

Do you often provoke conflicts? Learn ways to manage conflicts of interest. How do conflicts arise and be resolved in society? Read here.

Read more about the problem of interethnic conflicts in the modern world.

The methods used to determine the conflict state within a person must be a whole complex, including standard tests and self-report of the subject.

For diagnostics, it is necessary to analyze the following parameters:

• attitude;
• mental tension;
• the inner world of the subject.

Timely diagnosis, especially in adolescence, when the whole organism is undergoing restructuring, will help to identify and correct, if necessary, intrapersonal conflict.