Abstract: A person's life is constantly accompanied by conflicts in various areas - in communication with peers, in the educational, professional environment, in sports activities. Conflicts in our life are inevitable, since they are the source of movement and development of the individual. In the description of the essential characteristics of a conflict, the underlying contradiction, the opposition of views, as well as the activity of the conflicting parties, which can manifest itself to varying degrees, are often noted. For example, the style of behavior in a conflict depends on this, which determines the effectiveness of interaction as a whole. The choice of behavior style in a conflict situation is influenced by many factors: what psychological characteristics a person has, how long the conflict lasts, what consequences the development of the conflict can lead to, how significant the conflict situation is for the opponent, what resources he has, etc. Of particular interest among the listed factors is the factor "personal characteristics", since this is an internal factor, it is more stable and determines the style of behavior in a conflict as a whole, since the conditions of the conflict, resources and goals of the conflicting parties can change in different conflict situations, and personal characteristics are quite stable. There is a need to study the relationship between the personality traits of an individual and his or her style of behavior in a conflict. The sample was taken from an organization producing repair products, where employees of different professions work: repairmen, designers, appraisers, etc. The purpose of this study is to study the relationship between personality traits and behavior style in a conflict. All respondents were male, their age ranged from 28 to 40 years.

Keywords: efficiency, interaction, compromise, organization, style of behavior, employees, peculiarities, personality, conflict, communication

Abstract: The research subject is the prevention of mobbing in labor relations. The condition caused by the victim of mobbing (stress, tension, fear, guilt, etc.) affects how he/she copes with work responsibilities and what decisions one makes. There is also a negative impact that mobbing has on the team : the deterioration of the climate in the team, the consolidation of unethical behavior, distraction from the work performed, etc., which also affects the decrease in the effectiveness of the team and the socio-psychological degradation. In this regard, it is advisable to study the possibilities of preventing mobbing in organizations. The main research methods are theoretical methods (analysis, synthesis, generalization of literature on the problem and prevention of mobbing in service teams). The method of theoretical modeling was also used (development of a model for the prevention of mobbing in service groups). In the conducted research, it was found out that mobbing often begins with the submission of the head (consciously or unconsciously, when, for example, the head encourages competition). It is proposed to distinguish the specific measures of the mobbing prevention model in the organization into two stages (preparatory and basic). Within the framework of these stages, we propose three areas of prevention of the mobbing: regulatory, organizational and managerial, as well as socio-psychological. We have developed recommendations to the head on the prevention of mobbing in service teams. We have developed a model for the prevention of mobbing in an organization that combines and systematizes existing ideas about measures to prevent this form of psychological violence. The actions of the mobbing prevention in the organization are divided into two stages (preparatory and basic) and three directions (normative, organizational and psychological). The following tasks of the organization's activities were identified within the framework of the model of mobbing prevention in the organization: 1. Implementation and consolidation of corporate ethics standards in local regulatory documents of the organization. 2. Maintaining a favorable socio-psychological climate in the team. 3. Development of managerial skills and managerial culture of managers.

Keywords: activity, bullying, violence, supervisor, organization, prevention, employees, conflict, harassment, mobbing

Abstract: One of the key tasks at the current stage of development of the Russian society and its regional communities lies on only in modification of labor capital for increasing its quantitative and qualitative parameters, but also in improving the quality of social and labor environment, which prompts more effective implementation of the available labor capital and rise in labor productivity. The development of the system of moral encouragement of personnel is viewed as the condition for improving the social and labor environment of the company and the criterion satisfaction with the work life. The subject of this research is the system of moral encouragement of personnel as the mechanism for improving the labor efficiency and mitigating conflict manifestations in the sphere of social and labor relations. The empirical analysis is based on the state statistical data, as well as the sociological survey conducted by the Sector of Socio-Political Research of the Institute for Social and Economic Research of Ufa Federal Research Center of the Russian Academy of Sciences in 2021 in the Republic of Bashkortostan. The article also employs secondary data analysis. The author substantiates the need for implementation in the companies of the Republic of Bashkortostan of the flexible system of moral encouragement based on the principle of “social cafeteria” and differentiated mechanisms considering the social characteristics of employees (men, women, and employees with family responsibilities). It is revealed that the clash of career and family is one of the most relevant spheres of the emergence of tension and conflict in modern labor collectives regardless of the field of employment. Description is given to the relevant measures of moral encouragement of personnel, which imply the broadening of options to combine work with family and parenting responsibilities.

Keywords: flexible incentive system, non-material incentives, material incentives, labor efficiency, labor incentives, quality of working life, social and labor environment, labor capital, social and labor relations, conflict field

Abstract: Among the neologisms actively used in youth environment, one come across multiple words with negative connotation, which are used to describe aggressive behavior or destructive emotional state. Aggression, conflict, alienation are the markers of modern society, which infiltrate all spheres of social life, including the system of education, which on the one hand is influenced by the external environment, while on the other is the mechanism for harmonization of public relations, formation of moral and ethical attitudes, as well as worldview values of the society. The ongoing anthropological crisis, which actualized the problem of conflictogenity in the sphere of higher education, laid the groundwork for this research. The goal of this article lies in the analysis and review of foreign research dedicated to the causes of conflicts that occur in the academic environment, as well as the mechanisms for their settlement. The author employs the combination of descriptive, comparative methods, classification, and introspection methods for the development of original perspective on the topic. Having provided the philosophical-psychological foundations of the modern anthropological crisis, and its conflictogenity in the system of higher education on the individual and institutional levels, the author classifies the types of conflicts along with the ways for overcoming them, and gives  special attention to such that may find their application in the Russian educational space. The main result of this research lies in the description of the types of conflicts in the academic environment, methods of their settlement, as well as practical recommendations for eliminating conflicts in the Russian universities. The novelty of this article consists in the systemic description of problematic field of the research – conflictogenity in the system of higher education, and determination of the mechanisms for overcoming conflict situations, considering national, cultural, and administrative specificity of higher education institutions in the Russian Federation.

Keywords: university, ombudsmen, academic culture, facilitation, conflic management, higher education, anthropological crisis, arbitration, internalization, globalization

Abstract: The subject of this article is the multitude of conflicts which occur in educational organizations undergoing organizational change. The author defines conflict and organizational changes, drawing attention to the fact that organizational changes are a conflictogenic factor in any organization, including an educational institution, as it causes friction with the employees. Due to this, the necessity of conflict-prevention and academically-substantiated measures of resolving existing conflicts is justified. The methodological basis of this work includes modern approaches to studying social and psychological foundations of conflict in an organization. The article also contains the data acquired from sociological research of conflictness deriving from organizational changes in educational institutions. Over the course of the sociological research the author describes the satisfaction levels regarding the organizational changes, and the level conflict potential. The results allowed the author to reach the conclusion that organizational changes, as a whole, may be a major contributor to conflict in case the employees do not understand, or do not share the goal of such changes.

Keywords: prevention of conflicts, the contentious, teachers, resistance to change, organizational change, institution, educational organization, conflict, resolve the conflict, organizational conflict

Abstract: This article is focused on the issue of high conflict potential between inmates, and operative divisions of correctional facilities as one of the means for conflict prevention. The viewpoints of several researchers on the nature of conflict are examined by the author, as well as the main forms of conflict prevention. Based on practical data the author describes the main functions of operative divisions in the field of inmate conflict prevention. The data analysis showed that the most typical crimes are bodily harm of varying degrees, and, less frequently, murder. Within correctional facilities the inmates who became subjected to a conflict situation sometimes provide false information, or no information at all. Conflicts between inmates that serve a term of imprisonment is one such situation. In order to enhance the efficiency of social and psychological work in detention facilities, to take various measures in order to rehabilitate the inmates and to reduce crime recurrence for crimes committed by prisoners, we must consider all groups of factors that affect the organization of the detention regime and security levels in correctional facilities.

Keywords: convict, operative divisions, interview, room inspection, inspection, search, relapse of crimes, psychological violence, correctional institution, Conflict

Abstract: This article is focused on the issue of high conflict potential between inmates, and operative divisions of correctional facilities as one of the means for conflict prevention. The viewpoints of several researchers on the nature of conflict are examined by the author, as well as the main forms of conflict prevention. Based on practical data the author describes the main functions of operative divisions in the field of inmate conflict prevention. The data analysis showed that the most typical crimes are bodily harm of varying degrees, and, less frequently, murder. Within correctional facilities the inmates who became subjected to a conflict situation sometimes provide false information, or no information at all. Conflicts between inmates that serve a term of imprisonment is one such situation. In order to enhance the efficiency of social and psychological work in detention facilities, to take various measures in order to rehabilitate the inmates and to reduce crime recurrence for crimes committed by prisoners, we must consider all groups of factors that affect the organization of the detention regime and security levels in correctional facilities.

Keywords: convict, operative divisions, interview, room inspection, inspection, search, relapse of crimes, psychological violence, correctional institution, Conflict