Moral conflict is a clash of moral norms in individual or social consciousness, associated with the struggle of motives and requiring a moral choice.

Law enforcement, due to the sharp confrontation with criminals, the use of specific forces and means, quite often puts employees in situations of moral conflict. These conflicts arise when there is an opposite direction of motives, when the subject has to mentally "weigh" social necessity, expressed in the requirements of duty, and personal plans, rationally conscious motives and desires that run counter to them, when there is a fluctuation between the choice of near and distant goals, when a person worries about the choice between greater and lesser evil, and so on.

The peculiarity of the moral conflict lies in the fact that in the current situation, the choice of any act as following one or another moral norm leads to a violation of another norm. The difficulty here lies not so much in the fact that a person may not know some moral norms and therefore is not able to make a choice, and also not in the fact that he does not want to carry out morality tremors, but in the need to resolve the clash of these requirements. An example is the situation when a law enforcement officer who searches the apartments of a suspect or accused of committing a crime faces a dilemma: either to inspect the bed of a sick person who is dying, or, guided by humane considerations, refuse to do so. The complexity of such situations also lies in the fact that the offender often adheres to a different system of moral values ​​and, knowing that moral standards for law enforcement officers are highly imperative, he tries to use this to his advantage.

Among conflicts of professional importance for law enforcement officers, attention should be paid to external and internal conflicts. External conflicts manifest themselves as sharp moral contradictions between people (personality - society, personality - group, personality - personality, group - group, group - society). They express a divergence of direction value orientations individuals, social groups and society.

The nature of internal conflicts is different. Their source is the complexity, heterogeneity of the very motives of the individual, which are in subordination and subordination to each other.

The resolution of an internal conflict may in some cases give rise to an external one. Thus, a person's decision to cooperate with law enforcement on a confidential basis may, for example, be the result of resolving an internal conflict between the fear of exposure in the environment in which he has to work, and the realization of the need for such cooperation in favor of the latter, which can lead to an external contradiction. (conflict) between the unspoken assistant and the environment of his activity (if this environment has an opposite moral orientation).

The peculiarity of the activity of a law enforcement officer is that sometimes he has to work in a criminal environment, hiding his affiliation with state structures. In these situations, two moral systems simultaneously coexist in the mind of a person - one that he shares himself, and the other, which is shared by the criminal environment and in accordance with which he must build his behavior in this environment. Recall at least the case from the movie "The meeting place cannot be changed", when Sharapov, a criminal investigation officer, infiltrates the Black Cat gang.

In the mind of a person in such situations, various systems of moral values ​​simultaneously interact in conflict. From this point of view, this conflict can be called internal. However, the specificity of the internal conflict lies in the fact that it is characterized by the struggle of norms, values, motives, recognized by the individual as true. External conflict, on the contrary, is characterized by the denial of the correctness of opposing beliefs, views, values, and ideas. An employee working in an alien environment is forced to hide his conflicting attitude towards the system of moral values ​​that prevails in this environment. This situation is caused not by a situation of moral choice (the choice has already been made by the employee), but by the peculiarities of operational work. Therefore, this conflict can be called a hidden form of external conflict.

There are many forms of manifestation of moral conflicts in law enforcement. They are determined by the specific features of this or that area of ​​this activity, the specific conditions in which this activity is carried out, the socio-psychological characteristics of the participants in the conflict, and other circumstances.

The development of the conflict leads to its resolution, that is, the choice of a certain variant of an act or behavior. Here it is important to help the person determine the correct position underlying the decision he makes. Moreover, this position will be all the more solid, the more moral requirements that are realized by a person turn into his convictions. This issue is of practical importance for law enforcement, in particular, for working with silent assistants. An unspoken assistant can be aware of the correctness of his decision to cooperate with law enforcement agencies, have a correct idea of ​​the moral side of this decision, consciously and voluntarily carry out the tasks of an operative worker and, at the same time, subjectively, psychologically, not feel inner satisfaction from his behavior. This happens when awareness of one's behavior has not turned into stable beliefs, feelings, habits. The silent assistant can do the right things and motivate them, but this is not always the motivation of persuasion. The will to self-coercion, a sense of duty are high motives for positive behavior, but still it is impossible to put them on the same level as the motivation of persuasion, which characterizes the highest type of moral behavior.

In the literature, attempts are being made to develop recommendations that contribute to overcoming and resolving moral conflicts. As general principle at the same time, a position is put forward on a hierarchy of moral values, a system of preferences (public debt, for example, is considered higher than private debt).

An axiom in the resolution of moral conflicts is often the provision on the priority of public interest over private. Unfortunately, in reality this provision is sometimes understood and implemented in a very simplified and crude way. A conflict situation is often resolved by simply sacrificing the interests of an individual to a common interest, without noticing that, upon closer analysis, the situation reveals, perhaps, a somewhat more complicated way of resolving it, but one in which the realization of the common interest does not require any then victims from the individual. The subordination of the personal to the public is an extreme, although quite common, option for resolving those situations in which there can be no other way out. For an optimal way out of a conflict situation, not only the willingness of the individual to sacrifice their own interests is necessary, but also the efforts of society to satisfy the interests of the individual. Only in such a counter movement from the individual to society and from society to the individual is a correct moral choice possible.

In accordance with fatalistic attitude human behavior predetermined by objective circumstances, and therefore the moral choice is fiction, because a person commits certain actions not as a result of personal decisions, but under the pressure of vital necessity. Relativists They believe that a person is absolutely free in his choice, and no objective circumstances can limit him in this freedom. This position makes the choice completely arbitrary, not taking into account the realities of life, and therefore doomed to error. Objective freedom of choice is the presence of behavioral options due to external circumstances. Subjective freedom of choice- the possibility of committing actions not under the influence of external coercive force, but under the influence of internal convictions.

The lack of sufficient information to make a decision can push a person to commit rash actions, when, in the name of duty and ideal, he does not pay attention to the circumstances and consequences of his actions. This is the type adventurous behavior, often associated with manifestations of individualism, ambition, irresponsibility, the desire to stand out. Another type of behavior in risk situations is the so-called "hamletism" when a person refuses to take decisive action due to fear of making a mistake.

Choice always means recognition of priority(preference) for one value over another. In some cases, the justification of the choice and the choice itself do not cause difficulties, in others they are associated with the most acute struggle of motives. Situations of the second kind are usually called moral conflicts.

2.28. moral conflict.

moral conflict - this is a clash of moral norms in the individual or public consciousness, associated with the struggle of motives and requiring a moral choice. The peculiarity of the moral conflict lies in the fact that in the current situation, the choice of any act as following one or another moral norm leads to a violation of another norm.

external And domestic conflicts. External conflicts

Interior Internal resolution emergence of external.

There are conflicts constructive And destructive. As a result constructive conflict occurs positive resolution Problems. destructive does not solve the problem, but aggravates her.

Can classify conflicts and according to them content. This is a manifestation of specific contradictions between the proper and the real in the moral behavior of the individual. These contradictions include:

1. contradictions between knowledge of morality and real behavior;
2. between the goal and the means to achieve it;
3. between motives and performance results;
4. between social requirements for the moral character of the individual and its real actions.

axiom in the resolution of moral conflicts is often the provision on priority public interest front private. Unfortunately, in reality, this provision is sometimes understood and implemented in a very simplified and crude way, when personal interest is opposed to public interest.

2.29. Moral choice in a situation of moral conflict in the activities of security agencies.

Moral conflict is a clash of moral norms in individual or social consciousness, associated with the struggle of motives and requiring a moral choice. The peculiarity of the moral conflict lies in the fact that in the current situation, the choice of any act as following one or another moral norm leads to a violation of another norm.

Law enforcement, due to the sharp confrontation with criminals, the use of specific forces and means, quite often puts employees in situations moral conflict. These conflicts arise when there is an opposite direction of motives, when the subject has to mentally "weigh" social necessity, expressed in the requirements of duty, and personal plans, rationally conscious motives and desires that run counter to them, when there is a fluctuation between the choice of near and distant goals, when a person worries about the choice between greater and lesser evil, and so on.

Among conflicts of professional significance for law enforcement officers, attention should be paid to external And domestic conflicts. External conflicts manifest as sharp moral contradictions between people (personality - society, personality - group, personality - personality, group - group, group - society). They express the divergence of the orientation of the value orientations of individuals, social groups and society.

Interior- discord with oneself. In a person, such a conflict is nothing more than an internal struggle of motives, feelings. The most frequent personal conflicts are between moral feelings and reason, intellect; between duty and desires, possibilities and aspirations. Internal resolution conflict may, in some cases, lead to emergence of external.

Peculiarity activity of a law enforcement officer lies in the fact that sometimes he has to work in a criminal environment, hiding his affiliation with state structures. In these situations, two moral systems simultaneously coexist in the mind of a person - one that he shares himself, and the other, which is shared by the criminal environment and in accordance with which he must build his behavior in this environment.

In the mind of a person in such situations, at the same time conflict interact various systems of moral values. From this point of view, this conflict can be called internal. However, the specificity of the internal conflict lies in the fact that it is characterized by the struggle of norms, values, motives, recognized by the individual as true. For external conflict, on the contrary, is characterized by the denial of the correctness of opposing beliefs, views, values, ideas. An employee working in an alien environment is forced to hide his conflicting attitude towards the system of moral values ​​that prevails in this environment. This situation is caused not by a situation of moral choice (the choice has already been made by the employee), but by the peculiarities of operational work. Therefore, this conflict can be called hidden form of external conflict.

2.30. Moral foundations of the correlation of goals and means in the activities of security agencies.

Solution, adopted in the situation of choice, for its implementation requires certain funds achievement of the set goals. From this point of view facilities act intermediate link between the choice And purpose. This stage of moral choice is presented in the form problems of the relationship between the goal and the means to achieve it .

Concepts machiavellianism and the so-called abstract humanism.

Concepts machiavellianism known as the principle end justifies the means"and proceeds from the fact that the means are conditioned by the goal, subordinate to it, while the goal is independent of the means. As the main criterion for choosing means, their efficiency to achieve the goal, the moral side is not taken into account. Therefore, supporters of this concept consider it possible to use any means: violence, deceit, cruelty, betrayal, etc., just to achieve the goal. Human - means to achieve the goal, and conscience - hindrance along the way, that's why morality becomes unnecessary.

Second concept adheres to the position that no end justifies the means. Facilities absolutely independent off target and have independence and their own value: either positive or negative. Thus, representatives of the first direction believe that any violence is justified if it helps to achieve the goal as quickly as possible, while the supporters of the non-violence movement recognize violence as an absolute evil, not permissible in any case. According to the latter, depending on what the means are, so will the end be: noble means determine a noble end, immoral means lead to an immoral end. In other words, the basis of this concept lies in the thesis: the end does not justify the means, but, on the contrary, the means define the end. (Note that the representative of the second concept was Leo Tolstoy).

Naturally, in its extreme forms, the apologia for Jesuitism or abstract humanism is relatively rare. Even Machiavelli himself, whose name is associated with the principle "the end justifies the means", was not a supporter of a complete rejection of the moral content of the means used to achieve the goal. The most correct, in the case of law enforcement, should recognize the position that the goal and the means are objectively interconnected, are in a state of dialectical interaction.

The means chosen by people are conditioned by the end before them. But at the same time, the reverse influence of means on the goal is not denied, it is recognized that means can distort a noble goal. The means must match the goal. In this correspondence, the goal plays a dominant role. It is she who determines the composition of the means, determines their moral content. criterion to determine the value of an act or behavior, the following can be recognized: an act is considered morally permissible if the commission of which entailed less material, physical, moral or other costs than its non-commission. Moral choice recognized right, if they taken into account all or at least the most important consequences that the person making this choice can foresee.

Thus, the choice of means to achieve the goal can be recognized as correct if the following conditions are met:

1. a full study of the intended consequences from the achievement of the goal and from the use of each of the means available;
2. exploring the possibilities of these consequences;
3. comparing the intended consequences of the chosen means with the consequences of the use of other means or the failure to achieve the goal.

Recognition of the choice as correct does not mean that in its actual implementation, the intended results are always obtained, which is associated with the presence of chance, as well as with objective circumstances hidden from the person making the choice, which may affect the final result. In this case, this person is not liable, since the choice of the act was made by him correctly, although due to circumstances beyond his control he turned out to be wrong.

In the scientific literature there is no single generally accepted definition of the concept of "conflict". But this phenomenon is quite well known to every police officer, as well as to any person.

The basis of the definitions of the concept of "conflict" quite often uses the definition proposed by J. Shchepansky, who understands the conflict as a collision caused by a contradiction of attitudes, goals and methods of action in relation to a specific object or situation Shchepansky Ya. Elementary concepts of sociology.--M. 2009. p. 200..

As a starting point for the analysis of conflicts in the activities of an internal affairs officer, we will accept such an understanding of conflicts in which conflict is not something exceptional, not a synonym for confrontation, but a way to overcome contradictions and limitations, a way of interaction of complex systems is an inevitable, normal phenomenon. However, only the presence of contradictions for the emergence of a conflict is not enough. First, these contradictions must be meaningful. And secondly, for a conflict to arise, someone must take the first step, take the initiative. It manifests itself primarily in actions that lead to a collision. But since, in relation to the activities of an internal affairs officer, the concept of "collision" is used as a metaphor, it is more accurate to speak of such an interaction in which actions take on the character of counteractions.

If we consider the conflict in the activities of an internal affairs officer as a way to overcome opposition, and the opposition of interested parties as an obstacle to achieving the goals of criminal proceedings, then it is legitimate to talk about the struggle of an employee and a person who opposes him.

Based on this, the following definition of conflict can be accepted as satisfying the practical goals of the activities of an internal affairs officer.

A conflict is a psychological confrontation between an internal affairs officer and a participant in a case, or another interested person who has goals and interests that contradict or are incompatible with the goals and professional interests of the employee.

Considering the conflict as a complex interaction of a number of objective and subjective factors, the initial cause of the conflict must be recognized as the objective prerequisites that create the potential for a conflict3. This methodological position is reflected in the fact of separation of the conflict situation (or the objective basis of the conflict) and conflict behavior, i.e., the ways of interaction between the conflicting parties4. Therefore, the same situation may or may not encourage different people to enter into a conflict.

Sometimes a conflict situation is presented through its elements: participants with their conflicting goals and the object of the conflict. At the same time, the characteristic features of the conflict situation are the lack of active actions aimed at achieving the goals of the participants and the possibility of its existence long before a direct collision occurs.

With regard to the activities of an internal affairs officer, a conflict situation can be defined as an employee’s ideas about the existing contradiction, about himself (his goals, capabilities, etc.), about the “enemy” (his goals, individual and personal characteristics) in specific conditions before the start of confrontation , as well as what is the perception of the "enemy" about the ideas of the employee.

It is the employee’s ideas, “images, ideal pictures, and not reality itself that are the direct determinant of conflict behavior ...” Ponomarev I. B. Conflicts in the activities and communication of employees of internal affairs bodies.--M., 2008 S. 29--40 .. At the same time, the analysis of a conflict situation is an analysis of a potential conflict, when the confrontation has not yet begun.

Ideas about the existing conflict, about oneself and one's “enemy” are called “conflict situation”.

Usually in the analysis of conflicts, four main categorical groups are distinguished: the structure of the conflict, its dynamics, functions and typology.

Let's briefly consider each of them.

The structure of the conflict. In the psychological structure of conflicts in the activities and communication of employees of internal affairs bodies, I. B. Ponomarev identifies the following components.

• 1. Cognitive components. Mutual perception of the characteristics of each of the conflicting parties; intellectual abilities of information processing and decision making; the degree of involvement of the individual in the conflict situation at various stages of its development; the level of self-control of the participants in the conflict; experience in working with people and professional readiness; self-awareness, self-understanding and objectivity in assessing one's capabilities.
• 2. The emotional components of the conflict are a set of experiences of its participants.
• 3. Volitional components of the conflict are manifested as a set of efforts aimed at overcoming disagreements and other difficulties arising from the confrontation of the parties, and at achieving the goals pursued by the participants in the conflict.
• 4. The motivational components of the conflict form its core and characterize the essence of the discrepancy between the positions of the participants in the confrontation.

In addition, it is advisable to include in the structure of the conflict the subject of the conflict, which is understood as everything about which the confrontation arose.

The dynamics of the conflict. In the general scheme of the dynamics of the conflict, from two to seven stages of its development are distinguished. After analyzing modern approaches to this issue, I. B. Ponomarev, in relation to the activities of an internal affairs officer, identified seven main stages in the development of a conflict.

• 1) pre-conflict stage;
• 2) the stage associated with the emergence of an objective conflict situation;
• 3) the intellectual stage of the development of the conflict;
• 4) a critical stage in the development of the conflict;
• 5) the decline in tension in opposition;
• 6) comparison of official and unofficial assessments of behavior;
• 7) resolution of the conflict or withdrawal from it by one of the parties.

conflict functions. Usually there are two functions of conflicts: destructive and constructive. When determining the functions of a real conflict, a specific approach is needed, since the same conflict can be destructive in one respect and constructive in another. Play a negative role at one stage of development, in some specific circumstances, and a positive one at another stage, in another specific situation.

In addition to these functions, in the activities of an internal affairs officer, a conflict can perform five more functions: signaling, diagnostic, restorative, probing and regulatory.

Typology of conflicts. The typology of conflicts plays not only a methodological but also a practical role. Currently, there are a large number of different typologies and classifications of conflicts, reflecting the different views and positions of the authors.

For the tasks of detecting and investigating crimes, the typology of conflicts proposed by M. Deutsch is of interest. This typology is based on the nature of the objective situation of contradiction and the understanding of this situation by the parties.

M. Deutsch identifies six types of conflicts:

• 1. Genuine conflict.
• 2. Random or conditional conflict.
• 3. Displaced conflict.
• 4. Wrongly attributed conflict.
• 5. Latent (hidden) conflict.
• 6. False conflict.

Thus, to understand the essence of conflicts in the activities of an internal affairs officer, we have three important concepts.

• 1. Conflict situation - ideas about the existing contradiction, about oneself (one’s own goals, capabilities, etc.), about the “enemy” (his goals, individual and personal characteristics) in specific conditions, before the start of the confrontation, as well as about what is the perception of the "enemy" about the ideas of the employee.
• 2. Conflict - a psychological confrontation between an employee and any other person who has incompatible goals and interests.
• 3. The situation of the conflict - the employee's ideas about this confrontation, about himself and his "opponent" in specific conditions and circumstances.

E.A. Vyzulin

Vyzulin Evgeniy Alexandrovich - Senior Lecturer, Department of Administrative Activities of the Internal Affairs Bodies, Nizhny Novgorod Academy of the Ministry of Internal Affairs of Russia

The conflict of legal and moral norms in the professional and ethical culture of employees of internal affairs bodies

The ongoing reform and optimization of the entire system of internal affairs bodies, as well as the reform of the political and legal systems, involves the orientation of institutions and norms governing law enforcement and the activities of police officers by a certain hierarchy of values. The goals of the law enforcement system are as follows:

Establishment of professional and ethical standards and rules of official conduct for employees of internal affairs bodies Russian Federation 1 for the worthy performance of official duties.

Public confidence in law enforcement.

Ensuring uniform standards of conduct for police officers.

The basis for the formation of proper morality in the sphere of internal affairs, a respectful attitude to law enforcement (police) service in the public mind is the institution of public consciousness and morality of police officers, their reflection.

J.J. Rousseau in a letter to F.M. Arue (to Voltaire): “I would like every country to have a moral code, something like a confession of civil faith, which would contain in a positive form those social maxims that everyone should recognize, and in a negative form intolerant maxims that should not be rejected. as godless, but as rebellious ... This code, if carefully compiled, would, in my opinion, be the most useful book ever written and, perhaps, the only one necessary for people ”2.

Collisions between law and morality develop in the interaction of all their structural components. The multidirectionality of the components that we are demonstrating manifests itself as social values ​​are concretized by legal and moral institutions and their characteristic normative means. Collisions of legal and moral norms, at the moment of acute historical conditions, contradictions arise between the legal consciousness and the moral consciousness of society. They can develop in the current legal life. In the field of social regulation, there is a combination of legal and moral methods of regulating the same social relations, sometimes taking on a clearly destructive character.

Contradictions arise due to the fact that law either differentially evaluates relations that are identical from the point of view of morality, or equalizes situations and circumstances that are very different from the point of view of morality.

These contradictions stem from the law of unity and struggle of opposites. Positive law often contains norms that run counter to ethical values ​​and moral predominance.

The variability of morality and the imperfection of legislation gives rise to conflicts within themselves, individually taken moral and legal regulatory systems.

Let us define the differences between law and morality, based on the normative content.

Differences between law and morality

MORAL RIGHTS

specific universal

can be used only by competent officials and executive authorities in a legislatively defined manner, they do not need any special social mechanism to put them into action

officially enshrined in regulatory legal acts, systematized are contained in the minds of people, expressed in public opinion, are transmitted to them

2 Quot. by: Evstratov V.D., Glazunova Z.K. Morality and Law: genetic basis relationship // Scientific Tatarstan. 2007. No. 3. S. 61.

Vyzulin E.A. The conflict of legal and moral norms in the professional and ethical ... - 625

associated with the external actions of a person associated with the internal self-determination of the individual (motives, goals)

enshrined in legislation, not formally defined in court decisions

provide for legal liability for offenses provide for measures of public influence in the form of public censure or condemnation

Moral and legal conflicts introduce not only contradictions into the general order of ideas about justice. Damage is inflicted on the entire system of moral assessments, with a violation of their harmony and unity. A legal norm that is not consistent with a moral norm causes a negative moral reaction in the subject of legal relations and a desire not to comply with such a norm, while the moral rule that condemns its (morality) violation continues to operate.

Thus, for police officers, the problem of the conflict of legal and moral norms in professional and ethical culture is relevant. In fact an attempt to clothe some moral standards into the form of legal norms, was the adoption of a code professional ethics police officer. The definition of professional and ethical values ​​in the formal attribute of the imperative requirements of a departmental regulatory legal act led to the rejection, at first glance, of the logical requirements for official behavior and professional and ethical culture of an internal affairs officer on the part of the latter. Subsequently, this is one of the circumstances that led to the abolition of the current regulatory legal act. What entailed the application in the official activities of the internal affairs bodies of the model code of ethics and official conduct of civil servants of the Russian Federation and municipal employees before the adoption of a new act regulating the professional and ethical requirements for the behavior of an internal affairs officer. The task remains within the given framework for the formation of a professional and ethical culture - the upbringing of a highly moral personality of an employee that meets the norms and principles of universal and professional morality.

Legal technology. 2017. No. 11

Short description

The possibility of conflict exists in all spheres of society. Conflicts are born on the basis of daily differences in views, disagreements and confrontation of different opinions, motivations, desires, lifestyles, hopes, interests, personal characteristics. The famous philosopher and sociologist Max Weber was convinced that social conflict is omnipresent, and every society is riddled with discord and conflict at every point.
The purpose of this work is to study conflicts, their features of occurrence, course and prevention of conflicts in the activities of employees of internal affairs bodies.

Introduction 3
Chapter 1. Theoretical aspects conflict
1.1. The concept of conflict, its essence 5
1.2. The structure of the conflict and the main stages of its course 8
Chapter 2. Analysis of the emergence, course of conflicts in the activities of employees of internal affairs bodies
2.1. Conflicts in the activities of employees of internal affairs bodies 12
2.2. Causes of conflicts in the departments of the internal affairs bodies 14
Chapter 3. Directions for preventing conflict situations in the internal affairs bodies
3.1. Ways to eliminate and resolve conflicts in the internal affairs bodies 17
Conclusion 22
Bibliographic sources 24

Attached files: 1 file

A person's behavior in a conflict situation is influenced by global interest, the goals of immediate and long-term actions, an assessment of one's position, chances of success, the interests of the enemy, representation of the goals, methods of action of the enemy and general prospects.

Over time, the conflict situation may disappear if the object itself that gave rise to it ceases to exist, if it remains in its previous state; transform into another escalate under the impact of the incident, i.e. events or circumstances that served as an impetus or a pretext for a clash of opponents.

The incident, which is the second stage of the conflict, can be purposefully provoked or happen by chance due to circumstances, exist in reality or in the imagination of the parties.

At this phase, the confrontation becomes open and is expressed in various types of conflict behavior, which is directly or indirectly aimed at preventing the opposite side from realizing its interests. As a result, the conflict aggravates and spreads - its escalation, when the destructive behavior of the parties further confuses the problem, so that it is impossible to find either right or wrong.

Subjectively arising conflict situations or an incident can end both on their own and on the initiative of opponents as a result of their rethinking their views. Those that have arisen objectively must end accordingly, i.e. by eliminating the object that caused their appearance, but if the conflict has managed to develop into a subjective one, a lot also depends on the personality of the people.

The third stage in the development of the conflict is the crisis and rupture of relations between opponents. This phase, in turn, consists of two stages - constructive and destructive. Within the framework of the constructive stage, the possibility of joint activity, although in specific forms, remains, and opponents can still be reconciled and put at the negotiating table. At the destructive stage, no cooperation is already possible - they lose self-control and need to be separated.

Here there is a process of open confrontation, which can manifest itself in such forms as capturing and holding a disputed object or even an opponent and direct violence against him, interfering with him and causing harm, hurting and insulting actions.

Each conflict also has spatial and temporal characteristics. The spatial characteristics of the conflict are the spheres of the emergence and manifestation of the conflict, the conditions and reason for the occurrence, specific forms of manifestation; the result of the conflict; means and actions that the subject of the conflict uses. Temporal characteristics are represented by such parameters as the duration, frequency, recurrence of the conflict, the duration of participation in the conflict of each of the subjects, as well as the time parameters of individual stages.

The stages of the conflict reflect the essential points that characterize the development of the conflict from its inception to resolution. Therefore, knowledge of the main content of each of the stages of the conflict is important for its forecasting, evaluation and selection of technologies for managing this conflict.

The phases of the conflict are directly related to its stages and reflect the dynamics of the conflict, primarily from the point of view of the real possibilities for its resolution.

The main phases of the conflict are:

1) initial phase;

2) lifting phase;

3) the peak of the conflict;

4) decline phase.

It is important to remember that the phases of the conflict can be repeated cyclically.

Chapter 2. Analysis of the emergence and course of conflicts

in the activities of employees of internal affairs bodies

2.1. Conflicts in the activities of employees of internal affairs bodies

The state as a conflictogenic factor really has a serious impact on the situation in modern society. Defects in socio-economic research had a detrimental effect on all spheres of public life.

Law enforcement agencies, representing one of the most significant structural components of the state apparatus, have experienced a multifactorial impact at all times and under all political regimes. In the current socio-political situation, law enforcement officers often have to act in special conditions and, in addition, along with all fellow citizens, experience the material and moral consequences of the economic crisis, the destruction of the usual system of spiritual and moral ideals.

The specific nature of the activities of law enforcement agencies determines its increased socio-psychological tension, which is reflected in many conflicts among personnel.

Conflicts are no less inherent in law enforcement agencies than in other state structures. According to the data, up to 80% of managerial decisions made by the heads of police units are reasons and grounds for hidden and overt conflicts. This happens due to the overwhelming influence of subordination, which often excludes a free exchange of opinions, and the suppression by the leadership of any attempts to discuss and debate.

Heads of law enforcement agencies are not sufficiently trained in the basics of social psychology and pedagogical methods of conflict management. Poor knowledge of the forms and methods of resolving conflict contradictions, coupled with an unshakable confidence in one’s own rightness, is included in the complex of reasons we have identified that provoke high staff turnover, gradual erosion of the professional core, manifestations of criminalization, violations of the law, rude and inattentive attitude towards citizens.

Researchers involved in the study of conflicts note the spread of conflict phobia, calling one of the reasons for this the inability to make a conscious and responsible choice of a decision that determines behavior in difficult life circumstances. The above phenomena are in an unconditional causal relationship with the energy of the impact of law enforcement agencies on the state and direct organization of the fight against crime in the state.

Today, the power and administrative apparatus is the main cause of the socio-economic inertia of society. The group interests of the apparatus are most clearly expressed in its bureaucratization. Many conflicting interests depend on the structure of society in which groups are formed with different goals, and can be caused by different socio-economic status, religion, age, place of residence, gender difference. Different causes of conflict are often revealed when the political issue is about passing a law, spending money, or both.

The achievements of developed countries, where conflict studies have received the status of a priority scientific direction and a solid organizational basis, show that an increase in the theoretical and practical potential of conflictology can become an important factor in the stabilization and democratization of social relations.

A completely different situation is observed in Russia, where there is no positive understanding of the conflict in the very mentality of the people. The denial of the reality of the conflict does not reduce its objective significance and presence in our lives.

2.2. Causes of conflicts in departments

internal affairs bodies

Police officers have to participate in conflict situations of various characteristics, the main of which can be divided depending on the area of ​​professional activity of employees, into conflicts related to:

a) actions to solve crimes;

b) the process of carrying out preventive work.

Conflict situations in the activity of solving crimes are often characterized by great emotional tension, a significant time span, a wide range of possible consequences of the outcome of the conflict, and the need for strict observance of the law.

According to these characteristics, these situations, as a rule, differ from conflict situations that arise during the implementation of preventive actions, which unfold over a fairly long time and in a less tense environment. The noted differences act as factors that have a certain influence on the form and process of interaction in a conflict.

There are three main groups of causes of conflicts in the departments of internal affairs:

1. Shortcomings in the organization of work.

This reason is due to the specifics of the activities of the Department of Internal Affairs.

They are:

• in the irregularity of work,
• high degree responsibility,
• constant overload
• uncertainty of competence and functional duties,
• the costs of moral and material incentives for employees;

2. Imperfect management.

The imperfection of management is expressed in:

• excessive administration by management,
• inability to arrange people in accordance with:

qualification,

psychological features.

3. Interpersonal relationships in the team.

The causes of conflicts associated with interpersonal relationships are conflicts:

• between successful and lagging workers,
• between young employees and employees older age,
• psychological incompatibility of people,
• insufficient education,
• poor preparedness of the employee for their functional duties,
• psychological and emotional barrier of communication.

4. Personal characteristics of the leader

A special group of causes of the conflict situation is associated with the head of the internal affairs department:

• with the style of his work,
• with his character traits,
• with the ability to act in a specific situation,
• with his level of professionalism.

A wide range of reasons stems from the individual psychological characteristics of the chiefs of the police department.

These include:

• psychological unpreparedness to regulate one's own state, caused by the "pressure" of responsibility, uncertainty,
• distrust of subordinates
• the absence or inability to see individual positive results with general unsatisfactory performance,
• uncritical transfer of habits to work in a new team as in the previous one,
• difficulties in determining the line of conduct in connection with promotion in the same team.

in the internal affairs bodies

3.1. Ways to eliminate and resolve conflicts in the internal affairs bodies

Among the control actions in relation to the conflict, its resolution occupies a central place. Not all conflicts can be prevented. Therefore, it is important to be able to constructively get out of the conflict.

In conflictology, the traditionally final stage in the dynamics of the conflict is denoted by the term conflict resolution. However, many authors also use other concepts that reflect the specifics and completeness of the termination of conflict actions: attenuation, overcoming, self-resolution, suppression, extinction, settlement, elimination, settlement, etc. Of these concepts, the broadest is the end of the conflict, which consists in the end of the conflict for any reason. The main forms of the end of the conflict: resolution, settlement, attenuation, elimination, development into another conflict (Fig. 1).

Conflict resolution is a joint activity of its participants, aimed at stopping opposition and solving the problem that led to the collision. Conflict resolution involves the activity of both parties to transform the conditions in which they interact, to eliminate the causes of the conflict. To resolve the conflict, it is necessary to change the opponents themselves (or at least one of them), their positions, which they defended in the conflict. Often conflict resolution is based on a change in the attitude of opponents to its object or to each other.

Conflict resolution differs from resolution in that a third party takes part in resolving the contradiction between opponents. Its participation is possible both with the consent of the warring parties, and without their consent. At the end of the conflict, the contradiction underlying it is not always resolved.

The attenuation of the conflict is a temporary cessation of opposition while maintaining the main signs of the conflict: contradictions and tensions. The conflict moves from an explicit form to a latent one.

The elimination of the conflict is understood as such an impact on it, as a result of which the main structural elements of the conflict are eliminated. Despite the "unconstructive" elimination, there are situations that require quick and decisive action on the conflict.

The development into another conflict occurs when a new, more significant contradiction arises in the relations of the parties and the object of the conflict changes.

End of the conflict