Social conflicts in institutions of higher education and ways to resolve them (socio-philosophical aspect)
O. V. Osokina
Tula State University, Tula, Russia
Keywords: conflict, content and structure of conflict, culture of conflict, conflict in higher education, conflict management methods, conflict regulators, conflict participants
Abstract
Introduction. Training of specialists with systematized knowledge and practical skills is implemented in higher education organizations. In order to reduce the impact of conflicts on the educational process, it is necessary to determine their essence and content. To this end, it is necessary to identify the forms of manifestation and the underlying causes of conflicts that can be solved using the methodology of social philosophy, which allows generalizing the processes going on in educational organizations. Methodology. The work used discursive methods of comparative analysis and philosophical reflection, which is able to identify essential features in the objects of research. The synthesis method, on the basis of which a new model of a fragment of educational reality has been created, allows us to determine the underlying causes of conflicts in universities and influence effective ways of managing this phenomenon. Discussion. The study of conflict as an integral phenomenon in society makes it possible to conclude that conflict management methods should be based on taking into account the interactions of subjects, as well as in relation to the internal culture and ideologies of the functioning of a public organization, the degree of social responsibility, regulatory relations and professional differences of the participants of the organization. To manage conflicts in the organization of higher education, it is proposed to influence simultaneously the cultural environment, participants and potential organizers of the conflict, the content of relations between the participants of the organization. On the basis of idealistic, realistic, materialistic, pragmatic, anthropocentric, humanistic and technocratic models, a system of conflict management methods is proposed. Conclusion. The conducted research has shown that in order to create a “culture of trust” in organizations that train highly qualified specialists, it is necessary to stimulate the development of value orientations among its participants that would be aimed at achieving generally significant goals.
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