WHO WE ARE IS TRULY TESTED AND PROVEN WHEN WE ENCOUNTER CONFLICT. It is a part of our human nature to experience conflict, as we are each forced to respond to conflict at various times in our lives. In order to live serenely we must attempt to avoid and resolve the conflict. Whilst conflict may merely involve two parties disagreeing over minor differences and opinions. We view through our history that major conflict in the form of war and political matters lead may to experience horrific life-changing conflicts.
When you struggle with language differences, it is difficult to effectively handle conflict c. Different orientations to conflict and conflict management style also complicate intercultural conflict. Two Orientations to Conflict 1. Conflict as Opportunity: a conflict is a normal, useful process and all issues are subject to change through negotiation. Benefits of conflict: a. Gaining new information about people or other groups b. Diffusing more serious conflict c. Increasing cohesiveness Conflict as Destructive: Assumptions: a. conflict is a destructive disturbance of the peace, the social system should be adjusted to the needs of members; rather, members should adapt to established values When conflict does arise, the strong spiritual value of pacifism dictates a nonresistant response-often avoidance.
Deborah Tanner said “nearly everything is framed as a battle or game in which winning or losing is the main concern.” (Argument 4) each partner needs to be cognizant of this mindset and thru the utilization of mindful speech and listening be prepared to concede certain points. Often couples will completely lose focus on the current disagreement because one or both refers back to previous issues. This is unhealthy and should be avoided. Argument should never employ verbal abuse as a tactic to win. If this should occur an immediate apology can go a long way in repairing the damage.
Your actions and the choices you make will always come with positive or negative consequences. It is important to understand this, and understand that this specific area will directly effect both your personal, and business life. The way in which you communicate with others is one example of this area. When communicating with others, you have to realize not everyone responds in the same way. The way you tell someone to do something, may be ok to one person, but it could be offensive, or threatening to another.
• Question 6 “Know thyself” is the essential argument of __________ leadership. • Question 7 People respond to a(n) __________ change strategy mainly out of the fear of being punished if they do not comply with a change directive or out of the desire to gain a reward if they do. • Question 8 A key similarity shared by ethical, authentic, spiritual and transformational leadership is __________. • Question 9 __________ represent(s) forces for change that deal with mergers, strategic alliances, and divestitures as ways of redefining organizational relationships with challenging social and political environments. • Question 10 The leadership context of __________ refers to a dramatic departure from prior practice and sudden threats to high-priority goals with little or no response time.
If you didn’t follow it, you could harm yourself and the service user. When moving a service user communication is very important, not only with your service user, but also your colleagues, they must be made aware what’s going on so they understand the actions you’re taking so they can cooperate accordingly. The consequences of not following an individual’s care plan could bring about some very damaging scenarios. Moving an individual incorrectly could seriously damage your back, this will probably be the most common injury you could do to yourself in a moving and handling situation. You could potentially harm your service user
Another dilemma would be knowing when to break confidentiality and share information. If you have any concerns about an individual or feel they are at risk you need to share them and report it, it is always better to be safe than sorry. Other dilemmas in our setting could be:- • Staff falling out, • Break confidentiality, • Swearing and behaviour, • Absent staff members, • Lack of team work. 2.2 Describe how to manage risks associated with conflicts or dilemmas between an individual’s rights and the duty of care. There are many ways to manage risks associated with conflicts and dilemmas:- • Allowing individuals to explore with guidance, • Making individuals aware of potential hazards and dangers, • Allowing individuals to acquire life skills through learning how to cope with risky situations, • Staff ignorance, • Parents are a risk to staff if reported to social services.
Because of poor crisis management communication skills it is important that ICS executive management and marketing staff quickly develop a detailed crisis management plan that has a clear set of objectives ensuring internal and external stakeholders are provided clear and valid information by a dedicated crisis management team with the primary spokesperson being Tim and secondary spokespersons to be identified geographically. Failure to develop a crisis plan and train for responses to different scenarios prior to the next natural disaster will result in serious harm to ICS stakeholders, potential financial losses and additional damage to ICS reputation (Combs,
Conflict will always exist when an individual or group is composed with different people with different approaches and ideas with dealing with situations. Conflict cannot be avoided and is inevitable in letting people develop and provide a constructive and possibly beneficial outcome in managing the conflict. In times of conflict an individual is more often given a choice, whether to resolve it or heighten it. Throughout certain situations people have the opportunity to respond, react or withdraw when encountered with conflict. An individual’s characteristic, beliefs, morals and values are tested in times of conflict and determine how they respond and approach conflict.
There is functional conflict and dysfunctional conflict and it is in management’s best interest to identify potential conflict before it happens, so that it can be managed effectively. Functional conflicts are conflicts that are constructive in nature and create stimulating thoughts and problem solving within a group or team through exercises called devil’s advocate or debates. These functional conflicts are actually quite healthy for an organization because it supports company goals and objectives as well as improves performance. On the contrary, dysfunctional conflicts can be extremely harmful to an organization because it can hinder group or team performance. Dysfunctional conflict usually starts when two or more team members don’t get along, are not willing to work together and it is most often personal.