Discussion Topic Ch 8

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Dealing With Problems and Conflicts

Chapter 8

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Potential Conflict Generators

Competition between groups

Increased workload

Multiple role demands

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Potential Conflict Generators (cont'd)

Threats to safety and security

Scarce resources

Cultural differences

Ethical conflicts

Invasion of personal space

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Bullying

Often targets one individual

Is an attempt to exert power over another person

May have devastating effects on the individual and the team

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Workplace Incivility

Displays of disrespect among staff and providers

Coworkers are the most common source

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Moral Distress

Occurs when personal and professional ethics are violated

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Conflict Resolution Myths

• Win-lose-draw
• Fixed pie myth
• Devaluation reaction

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Conflict Resolution

• Problem resolution
• Negotiating informally
• Formal negotiation

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Problem Resolution

• Identify the problem or issue.
• Generate possible solutions.
• Evaluate suggested solutions.

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Problem Resolution (cont’d)

• Choose the best solution.
• Implement the solution chosen.
• Is the problem resolved?
• If yes, end process; if not, repeat.

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Negotiating an Agreement Informally

• Scope the situation.
• Set the stage.
• Conduct the negotiation.
• Agree on a resolution.

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Conducting a Negotiation

• Manage emotions.
• Set ground rules.
• Clarify the problem.
• Make an opening move.
• Continue the negotiations.
• Agree on a resolution.

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Collective Bargaining

• Economic issues
• Management issues
• Practice issues

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Pro: Collective Bargaining

• Protects workers’ rights
• Grievance procedures available
• Higher pay
• Empowering

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Con: Collective Bargaining

• Creates management-staff barrier
• Adds rules and regulations
• Drains manager’s time

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Conclusion

• Conflict is inevitable within large groups.
• It is not necessarily a negative experience.
• Growth may emerge from positive conflict management.

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