Also among reasons on which it would not be necessary to enter P., P. is selected by the followings:

1) to repulse the supporters of P. among colleagues (18,2%), that in with a preference in 18,2% cases of confrontation methods of of this conflict, and also testifies an unwillingness (90,9%) to change the days which are near to desired that P. has an orientation on the interests in harm to interests of P.;

2) to rotin that guidance listens to «my» opinion (18,2%), that in combination with the preferred method of overcoming of this conflict by means of intervention from guidance (9,1%) testifies that the opponents of P. have an orientation on guidance;

3) to define the degree of adequacy of presentation of opponents P. about the interests from point of its supporters is not possible, as for the supporters of P. the picture of interests of opponents of P. is not formed. Comparing presentation of opponents P. about the , from point of supporters, with presentation of opponents P., with their own picture of the interests, it is possible to talk that P., similarly as well as supporters, opposite add other, different from own, vision of the interests.

Preeminently it ignorance of conflict of interests of each other participants is underlaid crisis of this conflict, creating a delay in his development. And clearing up of conflict of interests of each other participants is a necessary condition for the structural overcoming of this conflict. And it is possible by means of adjusting of equal in rights informative co-operation between the participants of conflict, I.e. linings up communication.

The analysis of research results allows not only to expose the basic subjects of conflict, distinction of their interests, degree of adequacy of perception by them it and stranger interests as reason of arising up conflict. Taking into account the planned passing to the round-the-clock office (and he will entail the increase of the state and next change of chart of work, I.e. new conflicts) hours, information of questioning allow to formulate primary recommendations guidance of firm. But for development of recommendations on an exposure and overcoming of reasons of resistance of personnel innovations at preparation and leadthrough of new researches it is necessarily necessary to take into account the individual psychological features of employees and their.