chapter 12 Flashcards
basic rules when dealing with conflict
resolve in person remain calm and unemotional be silent and listen view other perspective explain your position and offer a solution come to a solution
conflict is
when there is a disagreement or tension between two or more parties
forcing management style
deals with the issue directly, trying to make someone do things your way
avoiding management style
when you do not want to deal with it so you avoid it
accommodating management style
allowing the other party to get what they want without them knowing there was a conflict
compromising management style
when both parties agree mutually by giving up something of importance
collaborating management style
both parties work together to agree
negotiation is
creating a solution that is fair to everyone involved
meditator is
assister in feuding parties to come to a mutual agreement
passive behaviour is
allowing others to have their way
assertive behaviour
standing up for your rights while not affecting others rights
aggressive behaviour
standing up for your right that violates others rights
harassment is
offensive humiliating or intimidating behaviour
sexual harassment
unwanted advances of a sexual nature
quid pro quo harassment
behaviour countries as pay back for a sexual favour
hostile behaviour harassment
any behaviour of a sexual nature by another employee that you find offensive
workplace bully is
employees who are intentionally rude and unprofessional to others
shop steward is
coworker who is very familiar with the union contract and procedures available to assist you in resolving workplace conflict
grievance
problem or conflict that occurs in a union setting
grievance procedure
formal steps taking in resolving a conflict between the union and an employee
employee assistance programs provide
free and confidential psychological, financial, and legal advice
conflict management styles are
forcing avoiding accommodating compromising collaborating
