Having employee problems? Employees do not seem to be able to get along? Need more teamwork? A good class in Conflict Management might be just what the doctor ordered. You have here 38 slides for a full-day class with exercises and activities to help employees and managers learn how to better handle conflict in the workplace. Call me if you have any questions: 612-310-3803. John
Conflict PowerPoint PPT Content Modern SampleAndrew Schwartz
131 slides include: the definition of conflict, symptoms and causes of conflict, 5 methods to handle conflict, group conflict and causes, ways to address conflict: ignoring - stifling, defusing, organizational conflict: positive and negative aspects, 4 stages of conflict management, organizational conflict and conflict management strategies, 17 points on how to overcome deadlocks, 5 types of conflict deadlocks each with causes and techniques to handle: relationship - data - value - interests - structural, conflict models, strategies, tips, how to’s and more.
A one day seminar slides- free-Workplace conflict ManagementE J Sarma
If you like it please say so here and buy the e book and read my new new book on employee rewards-The invisible hand-how to reward employees without killing the motivation of others----- in amazon.in
Every one faces conflict in day to day life especially at workplace.
Here is complete training program to understand, strategize and face the conflict challenges,This seminar was given 8/10 excellent, rating by 85% of participants
Having employee problems? Employees do not seem to be able to get along? Need more teamwork? A good class in Conflict Management might be just what the doctor ordered. You have here 38 slides for a full-day class with exercises and activities to help employees and managers learn how to better handle conflict in the workplace. Call me if you have any questions: 612-310-3803. John
Conflict PowerPoint PPT Content Modern SampleAndrew Schwartz
131 slides include: the definition of conflict, symptoms and causes of conflict, 5 methods to handle conflict, group conflict and causes, ways to address conflict: ignoring - stifling, defusing, organizational conflict: positive and negative aspects, 4 stages of conflict management, organizational conflict and conflict management strategies, 17 points on how to overcome deadlocks, 5 types of conflict deadlocks each with causes and techniques to handle: relationship - data - value - interests - structural, conflict models, strategies, tips, how to’s and more.
A one day seminar slides- free-Workplace conflict ManagementE J Sarma
If you like it please say so here and buy the e book and read my new new book on employee rewards-The invisible hand-how to reward employees without killing the motivation of others----- in amazon.in
Every one faces conflict in day to day life especially at workplace.
Here is complete training program to understand, strategize and face the conflict challenges,This seminar was given 8/10 excellent, rating by 85% of participants
Guide to Emotional Resilience & well-being - Great as a reference guide in Su...Alex Clapson
The Guide to Emotional Resilience written by Louise Grant & Gain Kinman & published in Community Care Inform. The article is written in a really accessible format & whilst the target audience was Health & Social Care workers, the messages apply to a much broader audience. Ideal to give out to your direct-reports / for use in supervision.
Conflict Management Training, Learn The Causes Of ConflictTonex
A workforce full of conflicts may be under extreme pressure, and high levels of pressure can cause conflicts. Both need to be managed to make the workplace function effectively.
Conflicts rarely resolve on their own-in fact, conflicts usually escalate if they are not proactively handled appropriately. This is why leaders need to make plans to deal with inevitable conflicts.
The fact is that leadership and conflict go hand in hand. Leadership is a full-contact sport, and if you cannot or will not resolve conflicts in a healthy and productive way, you should not assume a leadership role.
Conflict management is a practice that can identify and handle conflicts wisely, fairly and effectively.
At present, conflict management has been recognized as a key skill for successfully managing employees, especially considering the competitive nature of employees competing for recognition in typical business structures.
The purpose of conflict management is to enhance learning and group outcomes, including effectiveness or performance in the organizational environment.
Ineffective conflict management makes companies suffer money, inhibits action and hinders innovation.
Effects of Good Conflict Management Skills
Improved Relationships
Increased Productivity
Improved Communication
Decrease Turnover
Reduce Absenteeism
Increase Employee Engagement
Conflict Management Training Course by Tonex
Conflict Management Training is a workshop style training program where participants learn the causes of conflict and how to prevent issues before they escalate.
Conflict management training produces key life skills that can be used in and outside the workplace.
In addition, participating in conflict is an important leadership skill, and employees seeking training and experience in this area may have better opportunities for promotion within the organization.
Participants will also learn about stress management techniques and how to become more aware of conflict and its impact on the workplace.
In turn, this can help employees focus on productivity, thereby improving interpersonal and communication skills in the office.
Learning Objectives
Classify types of conflict and their causes.
Talk about and implement the conflict resolution process.
Recognize conflicts and how to prevent an issue before it escalates.
Expand communications skills and techniques.
Apply stress management techniques.
Training Outline
Overview of Conflict Management
Consequences of Conflict
Positive Results for the Group, Negative Results
Conflict Outcomes
Emotions in Conflicts
Principals of Conflict Resolution
Conflict Resolution Process
Conflict Reduction
Negotiation
Workshop
Learn More:
https://www.tonex.com/training-courses/conflict-management-training/
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of the conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
soft skill :conflict resolution
1.what is conflict?
2.causes of conflict
3.types of conflict
4.types of organisational conflict
5.result of conflict
6.what is conflict resolution?
7.conflict resolution skill
competing
compromising
collaborating
avoiding
accommodating
8.conflict resolution song
9.references
10.thank you
This is a presentation about a topic in Human resource management- Conflict management. It gives a detailed insight into what is conflict and conflict management. Conflict management styles, measures and conflict management in workplace is also explained.
Many leaders stay away from using the word conflict to describe tensions in their organizations. By failing to properly account for what is preventing the enterprise from producing, they contribute to the toxicity.
Understanding how to manage/resolve conflict is an essential skill required by managers/leaders today. Shying away from treating with its presence is likely to affect the organization in a negative way.
Conflict Management, a chapter of Organisational Behaviour for Human Resource Managers. It includes sources of conflict, types of conflict, conflict management styles and a case study on conflict. It also shows measures that can be taken for conflict prevention.
Guide to Emotional Resilience & well-being - Great as a reference guide in Su...Alex Clapson
The Guide to Emotional Resilience written by Louise Grant & Gain Kinman & published in Community Care Inform. The article is written in a really accessible format & whilst the target audience was Health & Social Care workers, the messages apply to a much broader audience. Ideal to give out to your direct-reports / for use in supervision.
Conflict Management Training, Learn The Causes Of ConflictTonex
A workforce full of conflicts may be under extreme pressure, and high levels of pressure can cause conflicts. Both need to be managed to make the workplace function effectively.
Conflicts rarely resolve on their own-in fact, conflicts usually escalate if they are not proactively handled appropriately. This is why leaders need to make plans to deal with inevitable conflicts.
The fact is that leadership and conflict go hand in hand. Leadership is a full-contact sport, and if you cannot or will not resolve conflicts in a healthy and productive way, you should not assume a leadership role.
Conflict management is a practice that can identify and handle conflicts wisely, fairly and effectively.
At present, conflict management has been recognized as a key skill for successfully managing employees, especially considering the competitive nature of employees competing for recognition in typical business structures.
The purpose of conflict management is to enhance learning and group outcomes, including effectiveness or performance in the organizational environment.
Ineffective conflict management makes companies suffer money, inhibits action and hinders innovation.
Effects of Good Conflict Management Skills
Improved Relationships
Increased Productivity
Improved Communication
Decrease Turnover
Reduce Absenteeism
Increase Employee Engagement
Conflict Management Training Course by Tonex
Conflict Management Training is a workshop style training program where participants learn the causes of conflict and how to prevent issues before they escalate.
Conflict management training produces key life skills that can be used in and outside the workplace.
In addition, participating in conflict is an important leadership skill, and employees seeking training and experience in this area may have better opportunities for promotion within the organization.
Participants will also learn about stress management techniques and how to become more aware of conflict and its impact on the workplace.
In turn, this can help employees focus on productivity, thereby improving interpersonal and communication skills in the office.
Learning Objectives
Classify types of conflict and their causes.
Talk about and implement the conflict resolution process.
Recognize conflicts and how to prevent an issue before it escalates.
Expand communications skills and techniques.
Apply stress management techniques.
Training Outline
Overview of Conflict Management
Consequences of Conflict
Positive Results for the Group, Negative Results
Conflict Outcomes
Emotions in Conflicts
Principals of Conflict Resolution
Conflict Resolution Process
Conflict Reduction
Negotiation
Workshop
Learn More:
https://www.tonex.com/training-courses/conflict-management-training/
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of the conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
soft skill :conflict resolution
1.what is conflict?
2.causes of conflict
3.types of conflict
4.types of organisational conflict
5.result of conflict
6.what is conflict resolution?
7.conflict resolution skill
competing
compromising
collaborating
avoiding
accommodating
8.conflict resolution song
9.references
10.thank you
This is a presentation about a topic in Human resource management- Conflict management. It gives a detailed insight into what is conflict and conflict management. Conflict management styles, measures and conflict management in workplace is also explained.
Many leaders stay away from using the word conflict to describe tensions in their organizations. By failing to properly account for what is preventing the enterprise from producing, they contribute to the toxicity.
Understanding how to manage/resolve conflict is an essential skill required by managers/leaders today. Shying away from treating with its presence is likely to affect the organization in a negative way.
Conflict Management, a chapter of Organisational Behaviour for Human Resource Managers. It includes sources of conflict, types of conflict, conflict management styles and a case study on conflict. It also shows measures that can be taken for conflict prevention.
Conflict Management - This presentation was for participants in the Ottawa Catholic School Board Leadership part 1 course. The presentation outlines some of the causes of conflicts between adults in a school environment and strategies to best deal with conflicts.
Resilience Resilience is not only needed in the business wor.docxaudeleypearl
Resilience
Resilience is not only needed in the business world but in all areas of life. In “Developing Resilience—The
Most Important Soft Skills for Hard Times, Maree Harris, Phd. (n.d.) states, “Resilience is usually
associated with the ability to bounce back up after being knocked down, with responding positively and
proactively to any adversity”. In order to cultivate resilience, individuals must also possess or develop a
variety of other soft skills. Resilient people are able to see the worst tragedies and failures as challenges
to overcome and are able to use a growth mindset to overcome them. They are able to keep a positive
attitude about the situation and are able to see failure as lessons.
We often see those that we most admire as having resilience. For example, according to The
Academy of Achievement (n.d.), Oprah Winfrey overcame a childhood of poverty, abuse and racism, as
well as numerous career setbacks. Many individuals experience any one of Winfrey’s challenges but
because she possessed and continued to develop her resilience, she became the most successful black
woman in modern history. Those in the business world can learn from Winfrey and others like her that
they must find ways to come back from even the cruelest setback. Resilience is key in all areas of career
success, for job seekers as well as those looking to advance in their organization.
A resilient job seeker gains strength from receiving a rejection letter. They will use the information given
by the potential employer as a learning tool for the next application process and interview. They are able
to “bounce back” by seeing the experience as informative and strengthening, rather than defeating. In
“Resilience--Fall Seven Times, Stand up Eight,” Lei Han (n.d.) writes, “More than half of the battle in a job
search is actually the emotional aspect--thinking positive, staying in action, and ‘standing up’ when you
feel ‘knocked down’ by the lack of results”. Not getting hired by employers whom one wishes to work for
may cause one to question one’s own abilities and qualifications an/or perhaps how one is presenting
these abilities and qualifications, but a resilient individual will use that questioning process to return to the
job market as a stronger, more aware candidate A resilient job seeker will use each rejection as an
opportunity to build his or her “brand”.
When an individual finally does get hired by an organization, he or she must demonstrate resilience in
order to be successful in their career in that organization and beyond. In an advertising agency , for
example, an employee may be given a new client and may spend days developing an ad campaign only
to have the client reject the campaign or only to find that the campaign failed miserably. In this case, the
employee must be highly resilient must immediately begin redesigning the campaign so as to keep this
client’s business and to show their supervisor that they can ...
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "People Problems".
Managing for Success at O&B
Focus on Coaching, approaching difficult situations, conflict management, escalation and tools/ resources to assist your management functions
Managing conflict in the workplace is challenging at the best of times. In this light hearted yet effective presentation learn the does and dont's of conflict management.
1) Chapter 9 activity Provide a typed response to questions on sl.docxSONU61709
1) Chapter 9 activity: Provide a typed response to questions on slides 14 & 15 of the Chapter 9 Powerpoint (answer questions after watching required video and reviewing Ch 9 slides)
Slide 14: Watch the video with Stephanie (the supervisor) and Sara (the supervisee)
· What rights of Sara’s were violated by her supervisor?
· What should Sara do in this situation?
· If Sara doesn’t address her rights that are being violated, what are some potential consequences?
Slide 15: Watch the 2nd half of this video with an example of what a good supervisor should do.
· What did you notice was helpful?
2) Chapter 9 activity: Provide a typed response to questions on slide 23 of Ch. 9 PPT (watch video on slide 22 first)
· What ethical responsibilities is this supervisee not meeting?
· This supervisee seems overwhelmed with responsibilities- what should he discuss with his supervisor?
· If you’re feeling overwhelmed, anxious, or having a tough time in life and it’s detracting from your ability to counsel effectively, what should you do?
3) Chapter 10: Review Chapter 10 Powerpoint. Open the file “Ch 10-Activities” in Blackboard. Type your responses to all five activities on the activity sheet. Please clearly label each activity.
Chapter 10 Class Activities
#1- Counseling Theory
Discuss your personal theory of counseling. Make sure to include the following in your discussion:
· What theory (or theories) do you see yourself using? (use list on pages 379-381 to help you recall some of the foundational counseling theories)
· Consider:
· your views on goal-setting
· how you believe change happens
· focus on past, present, future
· level of directiveness
· Does your theory has research to support its use in therapy?
· What will you take into consideration when implementing your approach? Consider the multicultural application of your approach.
Be prepared to explain your theoretical approach to clients in 3 minutes or less. If you draw from multiple theories, explain these theories and how you integrate them.
#2- Diagnosis
In class we will have a discussion on different views of diagnosis, assessment, and the medical model. Helping professions have general views on these topics, but it’s up to you to develop your own view based on what you’re learning (e.g., family therapy= systemic perspective, clinical psychology= medical model; counseling= wellness/strengths based model). Also keep in mind that you may hold a view now that will be modified as you gain more counseling experience.
What is your perspective on diagnosis? Use the following number system and write your number nice and big on a piece of paper:
1- Diagnosis is essential in counseling and I will use it with all of my clients.
2- Diagnosing clients is usually helpful in counseling and I will likely use it with most of my clients.
3- Diagnosis can be harmful, but I may use it at times (with caution).
4- I will avoid using diagnosis at all costs because I see it as detrimental more o ...
Every day we’re inundated with horrific videos and images of violence on our social media timelines. While most of us will remain unaffected, there is a large portion of the population who find themselves in the midst of a PTSD episode just browsing Facebook. With digital well being in its infancy, it is time for designers and technologists to look to health and wellness to learn about trauma informed care. Join interaction designer and rape survivor Theresa Slate as she introduces us to what Trauma Informed Design is and why it’s important.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Asking Questions".
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "The Counselling Interview".
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2. What is conflict management?
“Conflict management is the practice of
identifying and handling conflict in a
sensible, fair, and efficient manner.
Conflict management requires such skills
as effective communicating, problem
solving, and negotiating with a focus on
interests”.
(
http://www.cedanet.com/meta/conflict_manage
). vc
4. Our organisation
Are supportive of all employees
Real life Jobs
Staff are valued
Training days aim to provide employees with
an opportunity to learn and practice positive
coping strategies for getting through the day
and dealing with a range of demanding
situations
5. Objectives
Coping strategies
Understanding why a client/prescriber is
being abusive
Understanding where to get support from
The process from beginning to end
Learning from other colleagues
experiences
vc
6. Part one
In health and social care settings we will
explore some of the reasons why people can
be difficult
People we define as: Patients? Carers?
Health and Social care professionals?
Colleagues?
We will learn about how to adopt “positive
coping strategies”
BR
7. Ground Rules
Our learning space is a“ safe environment” for
freedom of expression
Whilst everyone is entitled to their own opinions the
course instructors reserve the right to “move the
group on” and ask for “conformity” to support the
course objectives
We appreciate how difficult this topic can be and we
respect each of your views
Confidentiality
Any specific emotional life experiences “remain in
the training room”
We must be “open to learn” and therefore be open
to change
BR
8. How do we go about responding appropriately to
difficult people and difficult situations?
9. Group Discussion
Take the time to discuss a difficult experience
that you have come across and how you dealt
with this.
VC
10. Reflecting on the exercise
How do people see us?
(us as individuals and as a
service we provide)
How do we see ourselves?
What do others know
about us…(that we do not
know)?
Unknown to everyone
BR
11. Difficult People
Is the following statement True or False?
“People start out in life being difficult”
(please discuss this statement in pairs)
Life stories can tell us something about what
makes people tick. In this course we call this
assessing peoples biographical timelines or
personal histories
BR
12. Some people feel the need to “fight”
Is fighting always wrong?
Prescribers
Service users Elderly/Disabled)
BR
13. Group Exercise
Split into smaller groups
What are the characteristics of a someone
who is difficult?
How does it make you feel when you are on the
“receiving end” of someone who is not nice?
What are the characteristics of someone who
is not difficult?
How does it make you feel when someone is polite
and not difficult?
14. Some of the reasons behind peoples attitude
Personal experience
Being victimised
Poor communication skills
Disabling environment
Ignorance
(Are there any more you wish to add?)
15. Some examples – Personal experiences
Being threatened
Prescribers being rude
Swearing
Abuse over the telephone
Emotional blackmail from prescribers
Dealing with emotional people
16. What is a biographical timeline
1. What events have happened in your life and when?
2. How would these events affect and influence the
way you think?
1. Date of Birth
2. Name of first school
3. Parents job
4. First job when you left school
5. Affected by the war?
6. Marital status
BR
17. Age Event 1 Social Event Second event
1 0 Birth Iraq War
2 5 to 11
Primary
school
Picked for hockey
team
3 12 to 16
Secondary
school Experience Bullying
4 17 to 20 Met partner First child born
Moved into
hostel
5 21 to 25 Married Second child is born
Husband loses
job
BR
18. Case study 1 - Group work
Mrs. X , 84 year old pensioner from Dagenham. She
is a former war time machinist who is now widowed.
She has hearing deficits and only gets on with her
support worker from the local advocacy services.
She does not like to talk over the telephone and has
difficulty understanding the dialects of recently
arrived immigrants from Eastern Europe who provide
home help.
The OT Team have asked you to provide a service.
When you initially make contact you discover she is
quite irritable and short with you.
19. Task
Working in groups think about Mrs Xs life.
What do we know about her past and what
assumptions can we make to help build a
picture of what her needs might be?
BR
20. Why do we do the things we do?
How the experts might explain behaviour…
We all have basic needs to be fulfilled.
Theories of Motivation (e.g. Maslow’s
Hierarchy of Needs)
When those needs are not fulfilled it can lead
to …..
BR
21. Why do we do the things we do?
Perhaps because of traumatic experiences
that we can no longer remember…
Theories of Personality development (e.g.
Erikson and Freud)
BR
22. The ultimate breakdown in communication
Can result in unresolved conflict
Violence
Other forms of abuse and or aggression
Shouting
Spitting
Swearing
23. Our aim should be to prevent conflict from
escalating
Why?...For our own health and safety…
The customer is always right
The customer is not always right
Resolving or preventing conflict might be
more about know how to negotiate for an
amicable agreement
24. Case of Mr X.
Customer call centre staff receive an order to
place an emergency same day request at 3pm.
This job cannot be completed same day due to
contract obligations and has been placed by
staff for the next day.
The next day the OT called to inform staff that
the client passed away and emphasised that the
death was related to Call centres slowness to
react. What positive coping strategies can be
used in a situation such as this?
25. Examples of Positive Coping Strategies
Taking time out : go for a walk or a fag break.
Sharing concerns with line manager
This offers support and maintains self esteem
Reflecting on ones practice
Remaining “calm” and “professional”
Good communication skills
Tension affects ones ability to communicate
logically
Documenting what took place – incident form
vc
27. Overview
In Part One what did we achieve?
People may be difficult because of….
Some of the causes of those problems might
be…
“What is missing?”
BR
28. Exercise – Case Study
Mr. X suffers from a Thyroid problem and moved to the area
over a year ago. He is 35 stones and arrived in the area with
his own very old over bed rail. The technician visited to
deliver an item and noticed that the old rail was splitting. He
undertook a risk assessment and concluded that the item
needed to be removed. He provided feedback to the OT
team on his decision. As a result the OT ordered a special over
bed rail (monkey pole) for Mr. X. The item could not fit
through the doorway. The OT service blamed the trade
technician and poor decision making. The technician has a
brief discussion with the call centre assessor who describes
the distressing nature of dealing with a very pedantic OT over
the telephone.
BR
29. Task
List all the people involved in the case
List the challenges faced by all the people
BR
30. Questions
What kind of support would you like to see
from your line manager on this case and why?
How helpful and professional was the trade
technician?
What would have been the implications from
the service had he/she ignored the failing rail?
BR
31. Dealing with Abuse
Some abuse is given by people who are angry.
Anger can be managed but is a negative
coping strategy.
We are all capable of becoming angry
Think about a time when you experienced anger and
how did you feel under the situation
32. Case Study
Have you ever responded to anger ?
Aggressive
responses
Passive
responses
Assertive
response
Victim? Agree to
disagree?
Walk away?
BR
33. Context for coping with anger
We all respond to anger in different ways.
Anger can be manifested when we “lose”
something valuable:
Confidence
Self esteem
Physical abilities
Become embarrassed
Loss of a loved one through death
vc
34. Understanding behaviour :
Loss and Bereavement
Elizabeth Kubler Ross
(1969)
Stages
1. Denial
2. Numbness
3. Shock
4. Guilt
5. Anger
6. Acceptance
BR
35. Exercise:
Describe a situation where a patient has
recently lost someone
How did you find out about the situation?
What stage in the grief cycle is the person?
Reflect on some of the expressions of anguish and
loss that the person may talk about
What does coming to terms with loss mean?
36. Summary
How we deal with the problems sets us apart from others
who are unable to use positive coping strategies
There are reasons why people behave the way they do…not
all the reasons make their behaviour right…especially if they
have a detrimental effect on us
Some causes of behaviour is understandable
If you are on the receiving end of unacceptable stress from
clients please liaise with your line manager who may advise
about the merits of completing an incident form
38. Feedback on the session
Feedback: Please answer these questions honestly
Do you think this course met your needs 1-10
Name 2 things that you will take away from todays course?
Would you feel comfortable after this training course to approach your line manger regarding difficult experiences?
Do you believe that you now have more skills to cope with dealing with an aggressive prescriber / Service user on the phone/ face to face.
In what ways has the course benefited you?
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Is there anything you would have like us to cover on the course if so please state
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How would you improve this training course?