Conflict Flashcards
What is the benefit of constructive/functional conflict?
although group members disagree, they are able to express their ideas in ways that value all contributions.
- can energize and unite the group
- promotes working towards common goal
Describe destructive or dysfunctional conflict
- groups engage in behaviours that create hostility and prevent groups from achieving their goal
- complaining, insults, avoidance, threats
Describe interpersonal or internal conflict
conflict that occurs within the individual self, for example, when you have to make a decision between alternatives like will I go spend time with my patient or will I sit and hang out at the nurse’s station with other nurses
What is an example of an interpersonal or external conflict?
conflict that occurs between or among individuals. For example, you are diligent about filling out 48-6 sheets on pt. admission, but another RN doesn’t, and you get blamed for it.
OR
-another RN chooses to take all their breaks at once and you are left alone with their patients for 2 hrs.
What is organizational/intergroup conflict?
When conflict occurs between two or more groups, or departments struggling for power, territory or resources.
Give an example of a situation that might cause organizational/intergroup conflict
ER, OR, ICU, PACU all have large power according to the organization, but then when nurses on other floors receive patients from these units and only critical care has been completed, we are left with ALL personal care and follow-up. This fosters butteriness and disrespect between units
Name 5 sources and causes of conflict
- Unequal power
- Poor communication
- Different goals
- Different values
- Clash of personalities
Explain the 5 stages of the conflict process
- Latent Conflict
- conditions are ripe for conflict even though no problem has happened, and none may ever happen - Perceived Conflict
- awareness that conflict exists but recognize it logically and impersonally - Felt Conflict
- emotionalized:you feel hostile, angry, hurt. You can FEEL the conflict, but you might not have perceived it yet - Manifest/Overt Conflict
- Action is taken, either constructive or destructive, some people prefer to avoid altogether - Conflict Aftermath
- positive or negative
List the 6 conflict resolution techniques
- Avoiding-choose not to address issue at hand
- Accommodating- relieve the feelings of conflict without actually solving the underlying problem.
- Competing- exclusively focussed on your own solution, compromise is NOT acceptable
- Compromising- give and take, collective bargaining
- Collaborating- encourages parties to work towards a common goal/consensus
- Confronting
When is it appropriate to AVOID or WITHDRAW from conflict?
- when its not your problem
- more to be lost than to be gained
- if you just need more time
When might “accommodation” be the best conflict resolution technique to use?
- want to maintain the peace short term
- individuals have a strong need to be accepted and liked with a self-sacrificing attitude
Although “competing” seems like a harsh way to resolve conflict, when might it be appropriate in a clinical setting?
when confronting an ethical situation that MUST be resolved
When it is appropriate to “compromise” in conflict resolution?
-if opposing goals are so incompatible that no resolution can be met without meeting in the middle
When is it important to take the time to collaborate in conflict resolution?
- when both needs are important
- if you want to merge 2 points of view
What are the 3 possible outcomes of conflict?
- win-lose
- win-win
- lose lose
