Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

N478 > Week 5: Teambuilding/conflict > Flashcards

Week 5: Teambuilding/conflict Flashcards

1
Q

What are the 5 Senge’s Model 5 disciplines?

A
  1. systems thinking
  2. personal mastery
  3. team learning
  4. mental models
  5. Shared vision
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

What is organizations encourages staff to see themselves as connected to the whole organization and activities are seen past the individual. Commitment between co-workers?

A

systems thinking

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What is improving individual personal abilities, than integrated into the team organization?

A

personal mastery

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

What is collaboration amongst team members, achieve goals for the organization and your self?

A

team learning

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

What is the goal to have diverse thinking. Gives full potential for the individual to learn?

A

mental models

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

What is when employees share a common vision to focus on teamwork rather than individual needs?

A

shared vision

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What are 2 important parts of staff development?

A
  1. training

2. education

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What is an organized method of ensuring that people have knowledge and skills for a specific purpose and that they have acquired the necessary knowledge to perform the duties of the job.

A

training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

What is more formal and broader in scope than training?

A

education

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What is the difference between training and education?

A

Whereas training has an immediate use, education is designed to develop individuals in a broader sense.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What are the 4 social learning theory principles?

A
  • People learn because of the direct experience of the effects of their actions.
  • Knowledge is frequently obtained through vicarious experiences, such as by observing someone else’s actions.
  • People learn by judgments voiced by others, especially when vicarious experience is limited.
  • People evaluate the soundness of the new information by reasoning through inductive and deductive logic
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

What are 3 reasons for staff development?

A
  1. To establish competence
  2. To meet new learning needs
  3. To satisfy interests the staff may have in learning in specific areas
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What is having the ability to meet the requirements for a particular role/unit.(state board, national certification)?

A

competence

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Why are staff development activities generated?

A

Staff development activities are generated to ensure workers at each level are competent to perform there duties assigned to them.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

What are 4 evaluation of staff development activities?

A
  1. Learner’s reaction
  2. Behavior change
  3. Organizational impact
  4. cost effectiveness
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What is learner’s perception?

A

learner’s reaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

what is the behavior change occurred for the learner. Follow up to observe behavior change?

A

behavior change

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

What is quality care, medication errors, accidents, infection control (how many pts. have MRSA)?

A

organizational impact

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

What is all activities to be cost- effective. Evaluate for quality control e.g. wash cloth-Linen police?

A

cost effectiveness

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Who are role models?

A

Examples are experienced, competent employees.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

What kind of relationship do you have with a Role Models, Preceptors, and Mentor?

A

passive or non-existent

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

What is an in-depth supportive and nurturing relationship between an expert and a novice?

A

mentoring

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

How long does a mentor relationship last?

A

2-5 years

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

What are the phases of the mentoring process?

A
  1. Finding and connecting
  2. Learning and listening
  3. Changing and shifting
  4. Mentoring others
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

Who is an experienced nurse who provides emotional support?

A

preceptor

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

What is a preceptor to a nurse?

A

active and purposeful

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

True or false: preceptor is judgmental

A

false; nonjudgemental

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

What are the characteristics of a pedagogy?

A
  1. learner is dependent
  2. learner needs external rewards and punishment
  3. Learner’s experience is inconsequential or limited
  4. subject centered
  5. teacher directed
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

What are the characteristics of androgogy?

A
  1. learner is self-directed
  2. learner is internally motivated
  3. learner’s experiences are valued and varied
  4. Task or problem centered
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

What is the pedagogy learning environment?

A
  1. climate is authoritative
  2. competition is encouraged
  3. teacher set goals
  4. decisions are made by teacher
  5. teacher lectures
  6. teacher evaluates
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

What is the androgyny learning envrionment?

A
  1. The climate is relaxed and informal
  2. Collaboration is encouraged
  3. Teacher and class set goals
  4. Decisions are made by teacher and students
  5. Students process activities and inquire about projects
  6. Teacher, elf, and peers eval
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

What are obstacles to adult learning?

A
  • Institutional barriers
  • Time
  • Self-confidence
  • Situational obstacles
  • Family reaction
  • Special individual obstacles
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

What are assets to adult learning?

A
  • High self-motivation
  • Self-directed
  • A proven learner
  • Knowledge experience reservoir
  • Special individual assets
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

Readiness to learn learning theory

A

Maturation is that the learner has received the prerequisites for the next stage in learning. (behaviors/prior learning). Experiential factors are skills previously acquired that are necessary for the next step in learning.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

Motivation to learn learning theory

A

informing employees the benefit of learning prior to the activity is more beneficial

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

Reinforcement learning theory

A

great preceptors to help reinforce behavior.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

Task learning theory

A

Effective when broken down into parts, from simplest to complex.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

Transfer of learning learning theory

A

goal is to transfer new learning to the work setting

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

Span of memory learning theory:

A

retaining the information you learn

40
Q

Chunking learning theory:

A

Two independent items if information are presented than grouped together in one unit.(experienced nurses can include more data in
the chunks than new nurses e.g. swans, pressor’s etc.)

41
Q

Knowledge of results learning theory:

A

People learn faster when they are informed of there progress.

42
Q

What are the GROUP COMMUNICATION

STAGES OF GROUP PROCESS?

A
  1. Forming
  2. Storming
  3. Norming
  4. Preforming
43
Q

What is forming in group process?

A

Meeting staff , rules are defined and directions given.

44
Q

What is storming in group process?

A

Competition amongst staff, individual identities are established

45
Q

What is norming in group process?

A

individuals are agreeing on rules, tasks ( but this might not happen).

46
Q

What is preforming in group process?

A

Everything comes together , rules are done and tasks followed.

47
Q

What is learning of the behaviors that accompany each role by instruction, observing, trial/error by the CNL/Manager.

A

socialization

48
Q

What can new grads experience as a result of unresolved conflicts?

A

reality shock

49
Q

What are the 5 things to consider when socializing an international student?

A
  1. cultural changes
  2. language skills
  3. currency
    4, different meds
  4. different interpretations
50
Q

What is the internal or external discord that results from differences in ideas, values or feelings between two or more groups.

A

conflict

51
Q

What 2 things can also create conflict in an organization?

A
  1. economic

2. professional

52
Q

What are 3 causes of conflict?

A
  1. scarce resource
  2. restructuring
  3. poorly defined role expectations
53
Q

What are the stages of conflict growth?

A
  1. latent conflict
  2. perceived conflict
  3. felt conflict
  4. manifest conflict
  5. gender
  6. conflict aftermath - positive or negative
54
Q

What happens with short staffing and rapid change?

change in budget cuts, cutback of staffing

A

latent conflict

55
Q

What kind of conflict is intellectualized and often involves issues and
roles?

A

perceived conflict

56
Q

What kind of conflict is emotionalized (hostility, fear, mistrust, and anger) a person may feel the conflict but not perceive the problem?

A

felt (affective) conflict

57
Q

What kind of conflict occurs when action is taken, this may be to withdraw, compete, debate or seek conflict resolution?

A

manifest (overt) conflict

58
Q

What can play a role in conflict e.g. men were known for being able to respond aggressively to conflict, and women were taught to try and avoid conflict or to pacify them?

A

gender

59
Q

What is “if managed well, people involved fine their position was given a fair hearing. If managed poorly, conflict issues frequently remain and may return later?”

A

conflict aftermath

60
Q

What are the 5 categories of conflict?

A
  1. intergroup
  2. qualitative conflict
  3. quantitative conflict
  4. interpersonal conflict
  5. intrapersonal conflict
61
Q

What is two or more groups, departments or organizations in a conflict?

A

intergroup

62
Q

What kind of conflict shows a difference in the quality or significance that conflict is to the person experiencing it?

A

qualitative conflict

63
Q

What kind of conflict is the impact this conflict has on the organization?

A

quantitative conflict

64
Q

What kind of conflict occurs within a person. Differentiate your values, ideas, wants?

A

intrapersonal conflict

65
Q

What kind of conflict is two or more people with different values, goals and beliefs. Bullying- individuals gang up on an employee?

A

interpersonal conflict

66
Q

What are the 6 conflict resolution strategies?

A
  1. compromising
  2. competing
  3. cooperating/accommodating
  4. smoothing
  5. avoiding
  6. collaborating
67
Q

define compromising

A

each person gives up something they want.

68
Q

define competing

A

one party pursues what they want at the expense of another. Win-lose conflict leaves the loser angry, frustrated and wanting to get even.

69
Q

define cooperating/accomodating

A

one party sacrifices his/her beliefs and allows the other party to win.

70
Q

define smoothing

A

one person smoothes others in the conflict to reduce emotional component.

71
Q

define avoiding

A

aware of the conflict but choose not to acknowledge the problem

72
Q

define collaborating

A

is a assertive and cooperative means of conflict resolution, results in win-win. This is rare especially when power between the groups or individuals have a wide difference of opinion.

73
Q

What is bullying, pranks, verbally abusive, sending abusive correspondence, engaging in favoritism, denying workers promotional opportunities?

A

violence and workplace aggression

74
Q

What are 6 steps to avoid violence and aggression?

A
  1. Confront person or persons if possible.
  2. Talk with CNL, or Manager.
  3. Human Resources
  4. Negotiator/ Union Rep
  5. Seek Legal advice (Risk Manager)
  6. Change Behavior
75
Q

What are 7 causes of organizational conflict?

A
  1. Poor communication
  2. Inadequately defined organizational structure
  3. Individual behavior ( incompatibilities)
  4. Unclear expectations
  5. Individual or group conflicts of interest
  6. Operational or staffing changes
  7. Diversity in gender, culture or age
76
Q

What are strategies to facilitate conflict resolution in the workplace?

A
  • Confrontation
  • Third-party consultation
  • Behavior change
  • Responsibility charting
  • Structure change
  • Soothing one party
77
Q

What happens when each party gives up something?

A

negotiation

78
Q

What is the major goal of negotiation?

A

make the party feel satisfied with the outcome.

79
Q

true or false: managers might have hidden agendas:

A

true

80
Q

What are strategies for negotiation?

A

• Factual statements that are gathered from research
• Listen carefully and observe nonverbal communication
• Keep an open mind
• Try to understand where the staff is coming from.
• Discuss the conflict, do not personalize the conflict
• Never fix blame for the conflict
• Be honest
• Delay when confronted with something different during negotiation
- E.g. raises are brought up but you are not prepared to answer this, admit honestly.
• Try not to use your bottom line. Credibility will be on the line.
• Take a break if the meeting becomes angry, frustrated staff, than reconvene.

81
Q

What are 5 destructive negotiation techniques?

A
  1. ridicule
  2. ambiguous/inappropriate
  3. flattery
  4. aggressive
  5. destructive
82
Q

What has ridiculing people been used to do?

A

has been used at times, to intimidate others.

83
Q

What makes true collaboration very difficult. This can make the other person or persons feel unlikely to disagree with you?

A

flattery

84
Q

true or false: aggressively taking over the negotiation this can make the negotiation feel uncomfortable and things might get out of hand.

A

true

85
Q

what are 4 ways to follow up following a negotiation?

A
  • Close on a friendly note.
  • Reiterate what you have discussed.
  • Satisfaction should be won by both parties to a certain degree.
  • Good idea to follow up with an email, writing a letter stating what was agreed.
86
Q

What are 5 ways to mend a dispute?

A
  1. mediation
  2. mediator
  3. formal arbitration
  4. court hearings
  5. ombudsperson
87
Q

What is a neutral third party, is a confidential, legally nonbinding process designed to bring the parties together or bring a solution to the conflict?

A

mediation

88
Q

What does not take sides and has no vested interest in the outcome. The mediator must only take the facts into consideration?

A

mediator

89
Q

What if the mediator is unable to help the conflicted parties come to an agreement. This is a binding conflict resolution process they make a final decision based on the facts?

A

formal arbitration

90
Q

What is when a hearing officer objectively listens to both sides of
the issue and makes a decision following the letter of the law?

A

court hearings

91
Q

What is an official title as such within an organization. This person will investigate grievances filed by the party have the parties understand their rights as well as the process to resolve this conflict?

A

ombudsperson

92
Q

What happens when negotiating parties reach an agreement that all parties can support and agree on.

A

consensus

93
Q

What can be used to reach a consensus but is also very time consuming?

A

experience facilitator

94
Q

Managers must be able to discern what from what?

A

constructive from destructive

95
Q

What does constructive conflict result in?

A

results in creativity, innovation and growth for the unit.

96
Q

What does destructive conflict facilitate?

A

can in fact facilitate negativity on the unit and dissatisfied working environment.

97
Q

What does successful negotiation mean?

A

Assertive communication skills rather than destructive tactics

N478 (15 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions