Why is it difficult to recognize intrapersonal conflict? How does personality conflict manifest itself? Resolving intrapersonal conflict

Under resolution(overcoming) intrapersonal conflict is understood as restoring the coherence of the individual’s inner world, establishing the unity of consciousness, reducing the severity of the contradictions in life relationships, and achieving a new quality of life. Resolution of intrapersonal conflict can be constructive and destructive. When constructively overcoming intrapersonal conflict, mental balance is achieved, understanding of life deepens, and a new value consciousness arises. The resolution of intrapersonal conflict is realized through the absence of painful conditions associated with the existing conflict; reducing the manifestations of negative psychological and socio-psychological factors of intrapersonal conflict; improving the quality and efficiency of professional activities.

Depending on their individual characteristics, people are
to internal contradictions in different ways, they choose their own strategies for getting out of conflict situations. Some are immersed in thoughts, others immediately begin to act, others plunge into the emotions overwhelming them. It is important that a person, being aware of his own individual characteristics, develops his own style of resolving internal contradictions and a constructive attitude towards them. Methods of conflict resolution, time spent on this for people with different types of temperament , are different. The choleric person decides everything quickly, preferring defeat to uncertainty. The melancholic person 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 influence the dynamic side of resolving intrapersonal contradictions: the speed of experiences, their stability, individual rhythm of flow, intensity, direction outward or inward.

The process of resolving intrapersonal contradictions is influenced by gender and age characteristics of the individual. . With increasing age, intrapersonal contradictions acquire forms of resolution typical for a given individual. Periodically remembering what we have lived, we return
to critical points that once disrupted the measured flow of life, we rethink them in a new way, we analyze more deeply and generally the ways of resolving conflicts, overcoming what seemed insurmountable. Working on your past, analyzing your own biography is one of the natural ways to develop internal stability, integrity, and harmony.

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

Overcoming intrapersonal conflict is ensured by the formation and operation of psychological defense mechanisms (3. Freud, F. Bassin). Psychological defense is a normal, everyday functioning 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 internal conflict. They believe that defense mechanisms limit the development of the individual, his “own activity.” But, one way or another, in difficult situations we use them, and in any case it will be better if we use them skillfully and as diversely as possible.

Let us consider the mechanisms of psychological defense in more detail.

Denial - one of the ontogenetically earliest and simplest defense mechanisms. Denial develops with the goal of containing 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 restrain the feeling of self-rejection due to the inability to cope with difficulties.

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

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

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 towards a weaker object or 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 become directly dependent on the aggressor. Fear is blocked by forgetting its source, as well as the circumstances associated with it. Suppression includes the closely related mechanisms of isolation and introjection.

Insulation – perception of traumatic situations or memories
about them without feeling anxious.

Introjection– appropriation of values ​​or character traits of other people to prevent threats from them.

Intellectualization develops in early adolescence. Involves arbitrary interpretation of events to develop a sense of subjective control over the situation. The following methods are used: comparison of opposing trends; compiling a list of “+” and “–” for each trend and analyzing them; scaling each “+”
and “–” in each of the trends and their summation.

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

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

Rationalization – finding plausible reasons to justify actions caused by suppressed, unacceptable feelings. The implemented methods are discrediting the goal (elementary depreciation of the unattainable); discrediting a significant other who denies attention; exaggeration of the role of circumstances, fate; affirmation of harm for good; reassessment of values, the entire motivational system; self-discrediting (atonement for guilt).

Compensation – ontogenetically the latest and most complex protective mechanism that develops and is used, as a rule, consciously. Designed to contain feelings of sadness, grief over a real or imagined loss, bereavement, lack, inferiority. It includes mechanisms identification And fantasies.

Identification – modeling another person's behavior as a way
to increase self-worth or cope with feelings related to possible separation or loss.

Fantasy – escape into the imagination in order to avoid real problems associated with resolving intrapersonal conflict.

Defense mechanisms as a means of adaptation and conflict resolution can, under certain conditions, cause opposite states of maladjustment. The basis of this ambiguity is that defense mechanisms are mostly products of early developmental conflicts.

There are many recommendations for getting out of a state of intrapersonal conflict. The most effective way to resolve intrapersonal conflicts is an adequate emotional reaction of the individual - congruence(exact coincidence of emotions, their awareness and expression).

Dealing with intrapersonal conflicts is not easy, mainly because they are difficult to diagnose. They manifest themselves in internal tension and difficult experiences, but even realizing that he is in a state of internal conflict, a person can rarely correctly determine its causes. The most important information is usually hidden in the unconscious, and a person not only cannot find the right answers, but cannot ask the right questions, the defense mechanisms are so strong. Therefore, if internal tension lasts long enough, it makes sense to turn to specialists - psychologists, psychotherapists. The methods of their work depend on what psychological concept a particular specialist adheres to. Psychoanalysis suggests recognizing and experiencing your conflicts. This allows you to remove protection and makes it possible to rationally influence attitudes and thereby change behavior and gain peace of mind. Other directions offer their own methods, some of which are given above.

Questions and tasks for self-control

1. What is intrapersonal conflict? What are its manifestations?

2. How does the psychoanalytic tradition explain intrapersonal conflicts?

3. What is a social role? What is role conflict?

4. How does cognitive psychology explain intrapersonal conflict?

5. Imagine intrapersonal conflict as a struggle of motivations.

Chapter IV
INTERPERSONAL CONFLICTS

Interpersonal conflicts can be considered as a clash of personalities in the process of their relationships. Such clashes can occur in various spheres and areas (economic, political, industrial, sociocultural, everyday, etc.). The reasons for such clashes are infinitely diverse (from a convenient seat in public transport to the presidential seat in government agencies). How
and in other social conflicts, here we can talk about objectively and subjectively incompatible, or opposing (mutually exclusive), interests, needs, goals, values, attitudes, perceptions, assessments, opinions, modes of behavior, etc.

Objective factors create the potential for conflict to arise. For example, a vacant position for a department head may become a cause of conflict between two employees if both are applying for this position. The social (impersonal) relations between potential participants in the conflict, for example, their status and role positions, can also be considered conditionally objective.

Subjective factors in interpersonal conflict are formed on the basis of individual (socio-psychological, physiological, ideological, etc.) characteristics of individuals. These factors largely determine the dynamics of the development and resolution of interpersonal conflict and its consequences.

Interpersonal conflicts arise both between people meeting for the first time and between people who are constantly communicating. In both cases, the personal perception of the partner or opponent plays an important role in the relationship. The process of interpersonal perception has a complex structure. In social psychology, the process of reflection presupposes at least three positions that characterize the mutual reflection of subjects:

1) the subject himself, as he really is;

2) the subject, how he sees himself;

3) the subject as he appears to another.

In the relationships between subjects we have the same three positions
and from the side of another subject of reflection. The result is a process of double, mirror mutual reflection of each other by the subjects (see Fig. 1).

The American psychotherapist Eric Berne proposed a scheme of interaction between subjects, similar in structure to the reflexive one, but slightly different in content (Fig. 2).

In this scheme, the basis of the conflict is the different states of the subjects of interaction, and the “provocation” of the conflict is intersecting transactions. Combinations “a” and “b” are conflicting. In combination “c”, one of the subjects of interaction clearly dominates the other or occupies the position of a patron, the other subject is content with the role of a “child”.
In this combination, conflicts do not arise due to the fact that both subjects take their positions for granted. The most productive position in human communication is the position “g” (V-V). This is communication between equal people, without infringing on the dignity of either party.

Already established stereotypes often interfere with the adequate perception of a person by others. For example, a person has a preconceived idea of ​​an official as a soulless bureaucrat, a red tape worker, etc.
In turn, the official may also form a negative image of the applicant who is undeservedly seeking special benefits for himself. In the communication of these individuals, it is not real people who will interact, but stereotypes - simplified images of certain social types. Stereotypes develop in conditions of a lack of information, generalization of personal experience and preconceived ideas accepted in society or in a certain social environment. Examples of stereotypes include statements such as “all salesmen...”, “all men...”, “all women...”, etc.

A formed, possibly false, image of another can seriously deform the process of interpersonal interaction and contribute to the emergence of conflict.

An obstacle to finding agreement between individuals can be a negative attitude formed by one opponent towards another. Attitude is the readiness, predisposition of the subject to act in a certain way. This is a certain direction of the manifestation of the psyche and behavior of the subject, readiness to perceive future events. It is formed under the influence of rumors, opinions, judgments about a given individual (group, phenomenon, etc.). For example, an entrepreneur has previously arranged a meeting with his colleague from another company to conclude an important business agreement. In preparation for the meeting, he heard negative comments from third parties about the business and ethical qualities of the proposed partner. Based on these reviews, the entrepreneur has formed a negative attitude and the meeting may either not take place or not produce the expected results.

In conflict situations, a negative attitude deepens the rift between opponents and makes it difficult to resolve and resolve interpersonal conflicts.

Often the causes of interpersonal conflicts are misunderstandings (misunderstanding of one person by another). This occurs due to different ideas about the subject, fact, phenomenon, etc. “We often expect,” writes Maxwell Moltz, “that others will react to the same facts or circumstances in the same way as we do, doing the same the very conclusions. We forget... that a person reacts not to real facts, but to his ideas about them.” People have different ideas, sometimes diametrically opposed, and this fact must be accepted as a completely natural phenomenon, not conflict, but try to understand others.

When interacting with people, a person protects first of all his personal interests, and this is quite normal. The conflicts that arise are a reaction to obstacles to achieving goals. And how significant the subject of the conflict seems to be for a particular individual will largely depend on his conflict setting – predisposition and readiness to act in a certain way in a perceived conflict. It includes the goals, expectations and emotional orientation of the parties.

In interpersonal interaction, an important role is played by the individual qualities of opponents, their personal self-esteem, self-reflection, individual threshold of tolerance, aggressiveness (passivity), type of behavior, sociocultural differences, etc. There are concepts interpersonal compatibility And interpersonal incompatibility. Compatibility presupposes mutual acceptance of partners in communication and joint activities. Incompatibility is mutual rejection (antipathy) of partners, based on the discrepancy (confrontation) of social attitudes, value orientations, interests, motives, characters, temperaments, psychophysical reactions, individual psychological characteristics of the subjects of interaction.

Interpersonal incompatibility can cause emotional conflict (psychological antagonism), which is the most complex and difficult to resolve form of interpersonal confrontation.

In the development of interpersonal conflict, it is also necessary to take into account the influence of the social and socio-psychological environment. For example, conflicts between gentlemen in the presence of ladies can be especially cruel
and uncompromising, since they affect the honor and dignity of opponents.

Individuals encounter interpersonal conflicts, defending not only their personal interests. They can also represent the interests of individual groups, institutions, organizations, labor collectives, and society as a whole. In such interpersonal conflicts, the intensity of the struggle and the possibility of finding compromises are largely determined by the conflict attitudes of those social groups whose representatives the opponents are.

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 occurring at the macro level of the social system.

General social conditions are less dependent on the individual. Therefore, we will consider in more detail the personal methods and conditions for overcoming intrapersonal conflict.

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

• ? Compromise? make a choice in favor of a specific option and begin to implement it.;
• ? Care? refusal to solve a problem caused by intrapersonal contradictions;
• ? Reorientation? a change in claims regarding the object that caused the internal problem;
• ? Idealization? dreams, fantasies, escape from reality, from intrapersonal contradictions.;
• ? Crowding out? a process as a result of which thoughts and experiences unacceptable to the individual are transferred from the conscious sphere to the unconscious;
• ? Correction? change in self-concept in the direction of achieving an adequate idea of ​​oneself.

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

The effectiveness of an individual’s activities in constructively resolving intrapersonal conflict is influenced by a number of factors.

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

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

The function of mental protection is to “protect” the sphere 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 defense of the individual is a special regulatory system for stabilizing the individual’s psyche, aimed at eliminating or minimizing the feelings of anxiety or fear that accompany intrapersonal conflict.

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

• ? Negation? replacing decision-making with ignoring it.
• ? Substitution? a protective mechanism against the threat of destruction, the integrity of the “I” of the individual, from mental overstrain, consisting in a spontaneous change in the object of the actualized need. For example, aggression and irritability towards the boss can be taken out 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 humanitarian university or by refusing to receive higher education altogether. Substitution as a mechanism of mental defense can manifest itself in a change in feelings, motives, and personal relationships to the opposite (unrequited love can turn into hatred; unsatisfied sexual need into aggression, etc.). During the action of the replacement mechanism, a transformation occurs, a transfer of activity and energy from one type of activity to another, accompanied by catharsis. Catharsis? liberation of the individual from traumatic emotions through storytelling and remembering.
• ? Suppression? containing fear by forgetting its source, as well as the circumstances associated with it.
• ? Insulation? perceiving or remembering a traumatic situation without feelings of anxiety.
• ? Introjection? appropriating the values ​​or character traits of other people to prevent a threat from them.
• ? Intellectualization? a method of analyzing the problems facing a person, which is characterized by the absolutization of the role of the mental component while completely ignoring its sensory elements. When using this defense mechanism, even very important events for the individual are viewed neutrally, without the participation of emotions, which surprises ordinary people. For example, with intellectualization, a person hopelessly ill with cancer can serenely count how many days he has left, or enthusiastically engage in some activity, without thinking at all about his impending death.
• ? Cancellation? behavior, thoughts that contribute to the symbolic nullification of a previous act or thought that caused severe anxiety and guilt.
• ? Sublimation? mechanism of substitution (switching) from a conflict situation to another
• ? Reactive education? development of the opposite attitude.
• ? Compensation? hiding a defect through exaggerated manifestation and development of other qualities.
• ? Identification
• ? Device
• ? Separation
• ? 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, assumes that an individual should be guided by a realistic assessment of his chances of achieving a goal and therefore should set himself feasible, although perhaps moderate, goals and objectives.

Being principled towards 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 through 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 quite complex, diverse, multifunctional, both positive and negative phenomenon. Knowledge of its essence and content, the main types, causes of its occurrence, 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.

With a more specific consideration of the causes of intrapersonal conflict, they can be divided into three types:

• 1) internal reasons rooted in the contradictions of the individual himself;
• 2) external reasons due to the position of the individual in a social group;
• 3) external reasons determined by the position of the individual in society.

The internal causes of intrapersonal conflict are rooted in the contradictions between various motives of the individual, in the mismatch of its internal structure. Moreover, the more complex a person’s inner world is, the more developed his feelings, values ​​and aspirations, the higher his ability for self-analysis, the more the personality is susceptible to conflict.

For an intrapersonal conflict to arise, contradictions must acquire a deep personal meaning, otherwise a person will not attach importance to them. In addition, the different sides of the contradictions should be approximately equal in the strength of their impact on the individual. Otherwise, a person easily chooses the lesser of two evils, but what of two goods? more. And no conflict arises.

External causes of intrapersonal conflict, determined by the position of the individual in the group, can be varied. But their common feature is the impossibility of satisfying any important needs and motives that have deep inner meaning and significance for the individual in a given situation.

When our need for respect is not understood, when we are deprived of freedom or feel like strangers in our class because of the attitude of some people towards us,? we are in a state of frustration. There are many examples of conflict situations of this type in society, since very often groups put pressure on their members, which leads to personal conflicts.

External causes of intrapersonal conflict, determined by the position of the individual in society. These reasons 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.

Every person at least once found himself in a conflict situation, and not only with the outside world - those around him, but also, above all, with himself. And internal conflicts can easily develop into external ones. For a mentally healthy person, internal conflict that does not go beyond the norm is quite natural. Moreover, the situation of intrapersonal inconsistency and tension within certain limits is not only natural, but also necessary for the improvement and development of the individual himself. Any development cannot occur without internal contradictions (crises), and where there are contradictions, there is also a basis for conflict. And if an intrapersonal conflict occurs within the framework of reason, it is really necessary, because a moderate critical attitude towards one’s own “I”, dissatisfaction with oneself, as a powerful internal engine, forces a person to follow the path of self-actualization and self-improvement, thereby filling not only his own life with meaning, but also improving the world.

The scientific study of intrapersonal conflict began at the end of the 19th century and was associated primarily with the name of the founder of psychoanalysis - the Austrian scientist Sigmund Freud(1856 - 1939), who revealed the biosocial and biopsychological nature of intrapersonal conflict. He showed that human existence is associated with constant voltage And overcoming contradictions between socio-cultural norms and biological drives and desires of a person, between consciousness and the unconscious. According to Freud, the essence of intrapersonal conflict lies in this contradiction and constant confrontation between these parties. Within the framework of psychoanalysis, the theory of intrapersonal conflict was also developed by K. Jung, K. Horney and others.

A German psychologist made a great contribution to the study of the problem of intrapersonal conflict Kurt Lewin(1890-1947), who defined it as a situation in which a person Oppositely directed forces of equal magnitude act simultaneously. In this regard, he highlighted three type of conflict situation.

1. A person is between two positive forces approximately equal in size. “This is the case of Buridan’s donkey, located between two equal haystacks and dying of hunger.”

2. A person is between two approximately equal negative forces. A typical example is the situation of punishment. Example: on the one hand, a child must do a school task that he does not want to do, and on the other hand, he can be punished if he does not do it.

3. A person is simultaneously affected by two multidirectional forces approximately equal in size and in the same place. Example: a child wants to pet a dog, but he is afraid of it, or wants to eat cake, but he is forbidden.

The theory of intrapersonal conflict was subsequently developed in the works of representatives of humanistic psychology. One of the leaders in this direction is an American psychologist Carl Rogers(1902-1987). The fundamental component of personality structure, he believes, is “I -concept" - a person’s idea of ​​himself, the image of his own “I”, formed in the process of interaction of the person with the environment. Self-regulation of human behavior occurs on the basis of the “I-concept”.

But the “I-concept” often does not coincide with the idea of ideal “I”. There may be a mismatch between them. This dissonance (mismatch) between the “I-concept”, on the one hand, and the ideal “I”, on the other, acts as intrapersonal conflict, the consequence of which can be severe mental illness.

The concept of intrapersonal conflict by one of the leading representatives of humanistic psychology, the American psychologist, has gained wide popularity. Abraham Maslow(1908-1968). According to Maslow, the motivational structure of a person is formed by a number of hierarchically organized needs (see here).

The highest is the need for self-actualization, that is, for the realization of a person’s potentials, abilities and talents. It is expressed in the fact that a person strives to be who he can become. But he doesn’t always succeed. Self-actualization as an ability may be present in most people, but only in a minority is it accomplished and realized. This gap between the desire for self-actualization and the actual result and underlies intrapersonal conflict.

Another very popular theory of intrapersonal conflict today was developed by an Austrian psychologist and psychiatrist. Viktor Frankl(1905-1997), who created a new direction in psychotherapy - logotherapy(from the gr. logos - thought, mind and gr. therapeia - treatment). According to his definition, logotherapy “is concerned with the meaning of human existence and the search for this meaning.”

According to Frankl's concept, the main driving force in the life of every person is his search for the meaning of life and the struggle for it. The lack of meaning in life gives rise to a state in a person that he calls an existential vacuum, or a feeling of aimlessness and emptiness. It is the existential vacuum that becomes the cause of intrapersonal conflict, which subsequently leads to “noogenic neuroses” (from the gr. noos - meaning).

According to the author of the theory, intrapersonal conflict in the form of noogenic neurosis arises due to spiritual problems and is caused by a disorder of the “spiritual core of personality,” which contains the meanings and values ​​of human existence, which form the basis of individual behavior. Thus, noogenic neurosis is a disorder caused by an existential vacuum, a person’s lack of meaning in life.

It is the existential vacuum, the feeling of purposelessness and emptiness of existence that gives rise at every step to the existential frustration of the individual, most often manifested in boredom and apathy. Boredom is evidence of a lack of meaning in life, meaning-forming values, and this is already serious. Because finding the meaning of life is much more difficult and more important than wealth. In addition, need, for example, pushes a person to action and helps get rid of neuroses, while boredom associated with an existential vacuum, on the contrary, dooms him to inactivity and thereby contributes to the development of a psychological disorder.

Among the domestic scientists who made a significant contribution to the development of the problem under consideration, one should name A. N. Leontyeva(1903-1979), who with his theory about the role of objective activity in the formation of personality, he did a lot for understanding intrapersonal conflict.

According to his theory, the content and essence of intrapersonal conflict are determined by the nature of the structure of the personality itself. This structure, in turn, is caused by the contradictory relationships into which a person enters while carrying out various types of his activities. One of the most important characteristics of the internal structure of a personality is that any person, even if he has a leading motive for behavior and a main goal in life, does not necessarily live only by one goal or motive. The motivational sphere of a person, according to A. N. Leontyev, even in its highest development, never resembles a frozen pyramid. Figuratively speaking, the motivational sphere of the individual is always multi-vertex.

The contradictory interaction of these “peaks” of the motivational sphere, various motives of the individual, forms an intrapersonal conflict.

Consequently, intrapersonal conflict, naturally inherent in the internal structure of the personality, is a normal phenomenon. Every personality has internal contradictions and struggle between different aspirations. Usually this struggle takes place within normal limits and does not disturb the harmony of the individual. “After all, a harmonious personality is not at all a person who does not know any internal struggle.” But sometimes this struggle becomes the main thing that determines a person’s behavior and entire lifestyle. It is then that the consequences become an unhappy personality and an unfulfilled fate.

These are the causes of intrapersonal conflict. Definition of intrapersonal conflict: intrapersonal conflict is a state of personality structure when it simultaneously contains contradictory and mutually exclusive motives, value orientations and goals that it is currently unable to cope with, i.e. develop behavioral priorities based on them.

You can say it another way: intrapersonal conflict is a state of the internal structure of a personality, characterized by the confrontation of its elements.

Thus, the following properties of intrapersonal conflict can be distinguished:

1) intrapersonal conflict appears as a result of the interaction of elements of the internal structure of the personality;

2) the parties to an intrapersonal conflict are diverse and contradictory interests, goals, motives and desires simultaneously existing in the personality structure;

3) intrapersonal conflict arises only when the forces acting on the personality are equivalent. Otherwise, a person simply chooses the lesser of two evils, the greater of two goods, and prefers reward to punishment;

4) any internal conflict is accompanied by negative emotions;

5) the basis of any intrapersonal conflict is a situation characterized by:

4.5 Rating 4.50 (1 Vote)

Internal conflicts have been studied by a huge number of psychologists, including Sigmund Freud, who was the first to point out the essence of this condition. It lies in constant tension associated with a huge number of contradictions around a person: social, cultural, drives, desires.

Types of intrapersonal conflicts

There are six main groups of internal conflicts that overtake each of us from time to time.

1. Motivational – a clash of different motives.
2. Moral is the clash of our desires and responsibilities. Very often it arises as a result of a discrepancy between our desires and the requirements of our parents or environment.
3. Unrealization or inferiority complex. This type of internal conflict occurs when your desires do not turn into reality. This often includes dissatisfaction with one's appearance or abilities.
4. Interrole conflict occurs when a person takes on two roles and cannot determine which of them is more acceptable to him. For example, a woman is a careerist or a mother.
5. An adaptation conflict arises if the requirements for the surrounding world do not correspond to the capabilities. Often found in the professional sphere.
6. Inadequate self-esteem arises as a result of discrepancies between one’s personal aspirations and the assessment of capabilities.

Causes of intrapersonal conflict

As we have already said, internal conflict is a normal human process that develops. In fact, this is the result of constant search for oneself, the struggle for a certain place in life. But if they are not addressed in time, they can lead a person into a complete existential vacuum, which is akin to a feeling of emptiness and abandonment. This condition can result in a serious disorder, which is characterized by the belief in the absolute absence of meaning in life.

Among the most common reasons: contradiction, different aspirations, multiple desires and difficulty in determining priorities. These are contradictions in the sphere of interests, goals, motives. Lack of opportunities to realize anything, and at the same time the inability to ignore your desire. This is a special manifestation of a completely normal interaction between various components of a person’s personality.

It is interesting that internal conflict arises only when two equal forces press on a person. If one of them is not equally important as the second, we choose the most optimal option and avoid conflict.

How to resolve internal conflict?

Despite the fact that internal conflicts are a normal state of a developing person, they must be resolved or tried to be prevented. There are specific techniques for this. We will give you some tips that will help you understand the problem and begin to resolve it.

Start by knowing yourself. It is very important to specifically understand all your pros and cons. In this way, in your own eyes you will become a completely defined, complete person.

Analyze your mistakes and shortcomings in terms of obstacles to achieving your potential. Often a person is concentrated in a huge number of factors that hinder his development:

• Habit of passing on responsibility
• Faith in others, but not in yourself
• Hypocrisy has become a habit
• Lack of willingness to pursue and defend one’s happiness
• Independent dulling of one’s strength, which stimulates development
• Preoccupation with the secondary and unimportant

Try to clearly articulate your values.

Develop self-confidence: constantly try new things, do not fuss, do not envy and humiliate yourself, do not lie to yourself and do not try to give a false impression to others, do not adapt to your environment.

Start by changing yourself and your internal conflicts will subside on their own, and you will feel a real increase in your abilities.