Conflict Management Styles.docx
•Download as DOCX, PDF•
0 likes•2 views
Nurse leaders need to be familiar with conflict management styles and how to effectively manage conflict. When evaluating a past conflict situation, it is important to consider who was involved, how it was resolved, and how it could have been handled more effectively. It is also important to reflect on one's own conflict management style and how to improve skills in handling conflict constructively. Developing strategies for effective conflict resolution includes understanding different conflict management styles and when to apply each approach to best achieve positive results and maintain strong interpersonal relationships and patient care.
Report
Share
Report
Share
Recommended
Discussion 2 Managing Conflict in the WorkplaceHigh-pressure en.docx
Discussion 2: Managing Conflict in the Workplace
High-pressure environments, life-or-death implications, constant change, and long days of exhausting work … It is not surprising that conflicts arise in health care settings. In the fast-paced environment in which nurses work, small differences in decision making, processes, work ethic, and personal characteristics can quickly escalate
As a nurse manager, you need to develop and model skills that effectively address conflict situations. Stephen Covey, author of The 7 Habits of Highly Effective People, offers sound advice that can be applied to conflict management and resolution. In Habit 4, Think Win-Win, Covey (2004) explains, “[m]any people think in terms of either/or: either you’re nice or you’re tough. Win-win requires that you be both. It is a balancing act between courage and consideration.” Ultimately, how you manage conflict in your setting will determine whether you foster an environment that breeds contempt or one that fosters growth.
Conflict abounds in any workplace; it is a normal part of organizational life. Instead of avoiding or ignoring conflict, the role of the nurse manager is to coach employees through conflict situations and to exercise judgment on how and when to intervene. When managed effectively and focused on substantive issues, conflict can actually lead to better outcomes. However, when interpersonal conflicts go unaddressed, employee morale and engagement–two factors that can seriously impact quality of patient care—will dwindle.
When nurse managers observe employees engaging in toxic or inappropriate workplace behaviors, they must prepare to give difficult feedback. Delivering difficult feedback can be challenging for nurse managers, as they must address employees in a way that is authoritative, supportive, and resolute. One strategy nurse managers can use to deliver difficult feedback is to employ the scripting framework. In this week’s Discussion, you gain experience with using the scripting framework to resolve a conflict situation that you have observed in your past or present workplace.
To prepare
Review this week’s Learning Resources, focusing on the various forms of conflict that can occur in the workplace.
Consider the types of conflict, including bullying, horizontal violence, toxic and disruptive employees, misuse of social media, unbalanced power, harassment, and favoritism, that exist in your current organization or past place of employment.
Select one type of conflict you have observed. How has conflict impacted your work environment? How have nurse mangers attempted to address conflict situations?
Examine the six-step scripting framework for delivering difficult feedback in Chapter 7 of the course text, From Management to Leadership: Strategies for Transforming Health Care. Then, use this framework to script a conversation between you and the employee(s) involved in the conflict situation you selected.
When drafting your script, reflect on how H.
Capitalizing on Conflict by Kirk Blackard (Book Review)
This file includes a book review of Capitalizing on Conflict written by Kirk Blackard. Mostly, it includes the chapter wise summaries.
DISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTop o.docx
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
Collapse
Top of Form
1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
Bottom of Form
K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
Collapse
Top of Form
Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
1. Top of Form
1. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack of.
IDISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTo.docx
I
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
Collapse
Top of Form
1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
Bottom of Form
K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
Collapse
Top of Form
Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
2. Top of Form
3. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack .
Nursing Assignment Taking a StandTaking a StandEffective leader.docx
Nursing Assignment: Taking a Stand
Taking a Stand
Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.
As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.
At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.
For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.
To prepare:
·
Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources.
·
To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style, including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
·
Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
·
What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between
ethical, moral, and legal leadership.
·
Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?
To complete:
Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:
1.
Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper.
2.
Consider an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it.
3.
Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue.
4.
Consider your leadership styles identified by your self-assessment and determine if they act as a barrier or facilitatio.
Taking a StandEffective leaders have a high degree of self-awarene.docx
Taking a Stand
Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.
As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.
At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.
For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.
To prepare:
·
Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources.
·
To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style, including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
·
Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
·
What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between
ethical, moral, and legal leadership.
·
Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?
To complete:
Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:
1.
Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper.
2.
Consider an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it.
3.
Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue.
4.
Consider your leadership styles identified by your self-assessment and determine if they act as a barrier or facilitation during this dilemma.
5.
Summary.
Current Topics in Management, Vol. 18,2016, pp. 201-212Res.docx
Current Topics in Management, Vol. 18,2016, pp. 201-212
Research Note
REDUCING JOB BURNOUT THROUGH
EFFECTIVE CONFLICT MANAGEMENT
STRATEGY
M. Afzalur Rahim
Western Kentucky University
The objective of the study was to investigate the relationships of effective conflict
management strategy (i.e., higher uses of the integrating and obliging styles and
lower uses of the dominating and avoiding conflict-handling styles) and less
effective conflict management strategy (i.e., higher uses of the dominating and
avoiding styles and lower uses of the integrating and obliging conflict-handling
styles) to the three components of job burnout (emotional exhaustion, deper
sonalization, and lack of personal accomplishment). Data for the study were
collected from a collegiate sample of 869 employed MBA and undergraduate
students. A MANCOVA analysis showed that respondents who used effective
conflict management strategy reported lower job burnout than those who used
less effective strategy. Implications for management, limitations, and directions
for future research were discussed.
Keywords: conflict-handling styles, effective conflict-management strategies,
job burnout
Conflict is inevitable in organizations. It is a natural outcome of human inter
action that begins when two or more employees come in contact with one
another in attaining their objectives. Relationships among such entities may
become incompatible or inconsistent when two or more of them desire a similar
resource that is in short supply; when they have partially exclusive behavioral
preferences regarding their joint action; or when they have different attitudes,
values, beliefs, and skills (Rahim, 2011).
201
202 Intelligence, Sustainability, and Strategic Issues in Management
Conflict among employees can have both functional and dysfunctional
consequences (de Wit, Greer, & Jehn, 2012; Jehn, Jonsen, & Rispens, 2014;
Pelled, Eisenhardt, & Xin, 1999). Constructive management of organizational
conflict, such as the conflict between employees and their supervisors that is
the focus of this study, requires that its negative consequences be minimized
and its positive consequences maximized. The value-added contribution of the
present study is that it is designed to show how a mixture of certain conflict
handling styles can lead to reduction in job burnout of employees.
The Dual Concern Model of Conflict Management Styles
One factor that has an important impact on the effective management of
organizational conflict is the style employees use to handle conflicts they are
involved in. The styles of handling interpersonal conflict in organizations were
first conceptualized in 1926 by Mary P. Follett (1940). She discussed three
main ways of handling organizational conflict—domination, compromise,
and integration—as well as other, secondary ways of handling conflict, such
as avoidance and suppression. Blake and Mouton (1964) first presented a con
ceptual scheme.
Recommended
Discussion 2 Managing Conflict in the WorkplaceHigh-pressure en.docx
Discussion 2: Managing Conflict in the Workplace
High-pressure environments, life-or-death implications, constant change, and long days of exhausting work … It is not surprising that conflicts arise in health care settings. In the fast-paced environment in which nurses work, small differences in decision making, processes, work ethic, and personal characteristics can quickly escalate
As a nurse manager, you need to develop and model skills that effectively address conflict situations. Stephen Covey, author of The 7 Habits of Highly Effective People, offers sound advice that can be applied to conflict management and resolution. In Habit 4, Think Win-Win, Covey (2004) explains, “[m]any people think in terms of either/or: either you’re nice or you’re tough. Win-win requires that you be both. It is a balancing act between courage and consideration.” Ultimately, how you manage conflict in your setting will determine whether you foster an environment that breeds contempt or one that fosters growth.
Conflict abounds in any workplace; it is a normal part of organizational life. Instead of avoiding or ignoring conflict, the role of the nurse manager is to coach employees through conflict situations and to exercise judgment on how and when to intervene. When managed effectively and focused on substantive issues, conflict can actually lead to better outcomes. However, when interpersonal conflicts go unaddressed, employee morale and engagement–two factors that can seriously impact quality of patient care—will dwindle.
When nurse managers observe employees engaging in toxic or inappropriate workplace behaviors, they must prepare to give difficult feedback. Delivering difficult feedback can be challenging for nurse managers, as they must address employees in a way that is authoritative, supportive, and resolute. One strategy nurse managers can use to deliver difficult feedback is to employ the scripting framework. In this week’s Discussion, you gain experience with using the scripting framework to resolve a conflict situation that you have observed in your past or present workplace.
To prepare
Review this week’s Learning Resources, focusing on the various forms of conflict that can occur in the workplace.
Consider the types of conflict, including bullying, horizontal violence, toxic and disruptive employees, misuse of social media, unbalanced power, harassment, and favoritism, that exist in your current organization or past place of employment.
Select one type of conflict you have observed. How has conflict impacted your work environment? How have nurse mangers attempted to address conflict situations?
Examine the six-step scripting framework for delivering difficult feedback in Chapter 7 of the course text, From Management to Leadership: Strategies for Transforming Health Care. Then, use this framework to script a conversation between you and the employee(s) involved in the conflict situation you selected.
When drafting your script, reflect on how H.
Capitalizing on Conflict by Kirk Blackard (Book Review)
This file includes a book review of Capitalizing on Conflict written by Kirk Blackard. Mostly, it includes the chapter wise summaries.
DISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTop o.docx
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
Collapse
Top of Form
1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
Bottom of Form
K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
Collapse
Top of Form
Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
1. Top of Form
1. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack of.
IDISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTo.docx
I
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
Collapse
Top of Form
1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
Bottom of Form
K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
Collapse
Top of Form
Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
2. Top of Form
3. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack .
Nursing Assignment Taking a StandTaking a StandEffective leader.docx
Nursing Assignment: Taking a Stand
Taking a Stand
Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.
As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.
At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.
For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.
To prepare:
·
Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources.
·
To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style, including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
·
Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
·
What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between
ethical, moral, and legal leadership.
·
Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?
To complete:
Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:
1.
Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper.
2.
Consider an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it.
3.
Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue.
4.
Consider your leadership styles identified by your self-assessment and determine if they act as a barrier or facilitatio.
Taking a StandEffective leaders have a high degree of self-awarene.docx
Taking a Stand
Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.
As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.
At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.
For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.
To prepare:
·
Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources.
·
To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style, including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
·
Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
·
What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between
ethical, moral, and legal leadership.
·
Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?
To complete:
Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:
1.
Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper.
2.
Consider an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it.
3.
Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue.
4.
Consider your leadership styles identified by your self-assessment and determine if they act as a barrier or facilitation during this dilemma.
5.
Summary.
Current Topics in Management, Vol. 18,2016, pp. 201-212Res.docx
Current Topics in Management, Vol. 18,2016, pp. 201-212
Research Note
REDUCING JOB BURNOUT THROUGH
EFFECTIVE CONFLICT MANAGEMENT
STRATEGY
M. Afzalur Rahim
Western Kentucky University
The objective of the study was to investigate the relationships of effective conflict
management strategy (i.e., higher uses of the integrating and obliging styles and
lower uses of the dominating and avoiding conflict-handling styles) and less
effective conflict management strategy (i.e., higher uses of the dominating and
avoiding styles and lower uses of the integrating and obliging conflict-handling
styles) to the three components of job burnout (emotional exhaustion, deper
sonalization, and lack of personal accomplishment). Data for the study were
collected from a collegiate sample of 869 employed MBA and undergraduate
students. A MANCOVA analysis showed that respondents who used effective
conflict management strategy reported lower job burnout than those who used
less effective strategy. Implications for management, limitations, and directions
for future research were discussed.
Keywords: conflict-handling styles, effective conflict-management strategies,
job burnout
Conflict is inevitable in organizations. It is a natural outcome of human inter
action that begins when two or more employees come in contact with one
another in attaining their objectives. Relationships among such entities may
become incompatible or inconsistent when two or more of them desire a similar
resource that is in short supply; when they have partially exclusive behavioral
preferences regarding their joint action; or when they have different attitudes,
values, beliefs, and skills (Rahim, 2011).
201
202 Intelligence, Sustainability, and Strategic Issues in Management
Conflict among employees can have both functional and dysfunctional
consequences (de Wit, Greer, & Jehn, 2012; Jehn, Jonsen, & Rispens, 2014;
Pelled, Eisenhardt, & Xin, 1999). Constructive management of organizational
conflict, such as the conflict between employees and their supervisors that is
the focus of this study, requires that its negative consequences be minimized
and its positive consequences maximized. The value-added contribution of the
present study is that it is designed to show how a mixture of certain conflict
handling styles can lead to reduction in job burnout of employees.
The Dual Concern Model of Conflict Management Styles
One factor that has an important impact on the effective management of
organizational conflict is the style employees use to handle conflicts they are
involved in. The styles of handling interpersonal conflict in organizations were
first conceptualized in 1926 by Mary P. Follett (1940). She discussed three
main ways of handling organizational conflict—domination, compromise,
and integration—as well as other, secondary ways of handling conflict, such
as avoidance and suppression. Blake and Mouton (1964) first presented a con
ceptual scheme.
Follow all directions to the letter. Do not miss anything from the i.docx
Follow all directions to the letter. Do not miss anything from the instructions. Here are the assignments:
1. Discussion Board Forum:
Topic:
Choose a business issue such as job dissatisfaction, narcissism, learning theories, etc. from your own professional work experience or peer-reviewed journal articles. Apply a total of 2 concepts (such as mental models, the grapevine, Fiedler contingency model, etc.) from chapters 10–14 to the issue you are discussing. Keep in mind that chapters 10–14 deal with work teams, organizational communication, leadership, and politics, so find a scenario that is most applicable in those regards. Discuss the scenario and apply 2 core concepts from chapters 10–14.
APA Format: Must be at least 500- 750 words.
Required BOOKS
American Psychological Association.
Publication manual of the American Psychological Association
(Current ed.).
Washington, DC: Author.
Kroeger, O., Thuesen, J. M., & Rutledge, H. (2002).
Type talk at work: How the 16 personality types determine your success on the job
(2nd ed.)
.
New York, NY: Dell Publishing. ISBN: 9780440509288.
Robbins, S. P., & Judge, T. A. (2009).
Organizational behavior
(Custom ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780555012277.
2.
Article review Instructions: APA Format.
Include an overview of the problem area discussed in the article.
Summarize any theories or conclusions reached by the author.
Briefly provide your own assessment of the article, evaluating its strengths and weaknesses.
Explain how the article relates contributes towards the field of conflict management.
Each Article Review should be no more than two pages (double-spaced)
Assignment:
For your Fifth Article Review, you may choose either Article 14 or Article 16 from the Helmick & Petersen text.
3.
Essay Instructions
Using the essay topics provided below, write a 5 page paper essay (using 1 topic from below ). that deal directly with the issue you have selected. You may develop the topic in any way you wish. You may use any materials presented as part of the course content to back up your opinions. The remaining essay topics should be used as a study guide for the final exam.
Please use APA style for your Works Cited section and all formatting within your paper.
Topic Choices
1.
Elaborate on the four Gs of peacemaking as identified by Sande. Use the following references for support: I Cor. 10:32, Matt. 7:5, Gal. 6:1, Matt. 5:24, Eph. 4:1–4, Eph. 4:29–32, Phil. 4:5–10, Col. 4:5–6.
2.
Using all class texts and lecture notes, define conflict. Your answer should be exhaustive and identify characteristics from several definitions. In addition, discuss at least three metaphors of conflict that help to explain how people may view conflict. Why are so many words and metaphors negative when they define conflict?
3.
Sande claims that conflict situations may be an opportunity to “Glorify God.” Explain the validity of his argument and give 1 illustration of how yo.
CHAPTER 16Handle Conflict, Negotiation, and Decision MakingD
CHAPTER 16
Handle Conflict, Negotiation, and Decision Making
Don't neglect the power of “yes”
LEARNING OBJECTIVES
At the end of this chapter you will be able to:
· Understand what conflict is, why it is occurring and how to manage it.
· Describe methods for effective negotiations.
· List tools that will help you make more effective and less biased decisions.
WHAT'S INSIDE?
· Be a Critical Thinker: Dealing with Deception at the Bargaining Table
· Bringing OB to Life: Intuition and US Airway Flight 1549
· Checking Ethics in OB: Is a Two-Tiered Wage System Ever Justified?
· OB in the Office: What to Do When Face-to-Face Negotiations Are Not Possible: Tips for Negotiating via Email
· OB in the Office: Sooner or Later You'll Know How to Negotiate a Better Raise
· Research Insights: Analytical and Intuitive Decisions: When to Trust Your Gut
· Worth Considering or Best Avoided? Labor and Management Sides Disagree. Is a Strike the Answer?
You are at work and you hear your colleagues disagreeing with each other loudly. Their voices can be heard throughout the office, and you notice people popping their heads up to see what's going on. You are in charge of the team, and you know that your organization prides itself on having a collegial culture. What do you do?
For many people, the answer is clear: Conflict is bad—we need to get rid of it. Conflict makes people uncomfortable and harms our ability to work together, so managers need to step in and resolve differences. Is this always true? Couldn't it be that conflict can also play a positive role in the workplace?
In this chapter, we show that conflict can be good when it surfaces important issues that need to be discussed. The key to managing it is knowing how to determine what kind of conflict is occurring and then using it to generate better decisions. This requires developing skills in areas that are becoming increasingly important in today's workplace: conflict, negotiation, and decision making.
16.1 Manage Conflict
LEARNING OBJECTIVES
Understand what conflict is, why it occurs, and how we can manage it more effectively.
· Define what conflict is and why it occurs.
· Understand conflict management strategies.
· Guard against common conflict management pitfalls.
Why Do We Have Conflict?
Conflict occurs whenever disagreements exist in a social situation over issues of substance, or whenever emotional antagonisms create frictions between individuals or groups.1 Team leaders and members can spend considerable time dealing with conflicts. Sometimes they are direct participants, and other times they act as mediators or neutral third parties to help resolve conflicts between other people.2 Because conflict dynamics are inevitable in the workplace, we need to know how to handle them.3
Functional and Dysfunctional Conflict
Any type of conflict in teams and organizations can be upsetting both to the individuals directly involved and to others affected by its occurrence. As with the opening example, it can b ...
The Project Management Process - Week 8 Conflict Management
About managing conflict within the team and beyond. Useful info for project managers of all sorts.
Mgt 3332 organizational behavior module 3 assignmen
Mgt 3332 organizational behavior module 3 assignmen
Although supportive psychotherapy and interpersonal ps
Although supportive psychotherapy and interpersonal psychotherapy share some similarities, these therapeutic approaches have many differences. When assessing clients and selecting therapies, it is important to recognize these differences and how they may impact your clients. For this Assignment, as you compare supportive and interpersonal psychotherapy, consider which therapeutic approach you might use with your clients.
Interpersonal Psychotherapy: A Case of Postpartum Depression with Scott Stuart MD.
Counseling and Psychotherapy Theories in Context and Practice. Psychotherapy.net
· Briefly describe how supportive and interpersonal psychotherapies are similar.
· Explain at least three differences between these therapies. Include how these differences might impact your practice as a mental health counselor.
· Explain which therapeutic approach you might use with clients and why. Support your approach with evidence-based literature.
Wheeler, K. (Ed.). (2014). Psychotherapy for the advanced practice psychiatric nurse: A how-to guide for evidence-based practice (2nd ed.). New York, NY: Springer Publishing Company.
· Chapter 5, “Supportive and Psychodynamic Psychotherapy” (pp. 238–242)
· Chapter 9, “Interpersonal Psychotherapy” (pp. 347–368)
Negotiation and Confrontation
Negotiation
The skills of negotiation are imperative in the business world. Negotiations are a necessary part of many enterprise relations. People are unsettled through the negotiation process because they think that it is a personal matter; however, negotiation is about eradicating problems as well as arriving at the win solutions for all the parties. The Harvard project developed an inventive method for the negotiations. This so-called principled negotiation that outlines the strategies, as well as techniques, anticipate shifting the method to exchange permanent positions to the more flexible method that are relied on the interest of every party. Cognitive biases, as well as culture valued scopes, influence the choice making that limits the variation of this kind of innovative approach within the administrations. These biases define the unreasonable choices that individuals make, which affect the adaptation of the principled negotiations as well as the evidence-based management within the organizations (Sanders & Hak, 2018).
Confrontation
Confrontation is the procedure of describing another individual behavior so that the person can see the results of the behavior and possibly change. It is normal as well as the natural feature of the organization; moreover, it occurs in every organization. The few studies inspected the goal coping has established that targets use a variety of plans to covenant with the mistreatment of the organization's. Both confrontations, as well as avoidance, will be unproductive strategies for stopping the recurrence of the rudeness. It arises the objectives to be more probable to forgive as well as the psychology of the mistreatment. In a ...
Take Test Grammar Quiz Joining Clauses with SemicolonsQUES.docx
Take Test: Grammar Quiz: Joining Clauses with Semicolons
QUESTION 1
Review: Below, you should see a sentence fragment, or a dependent clause masquerading as a complete sentence. Correct the sentence fragment by eliminating the subordinating conjunction. Write the corrected sentence in the box provided.
Because the stock market crashed.
13 points
QUESTION 2
Review: This time, correct the sentence fragment by adding an independent clause. Write the ENTIRE sentence in the box provided.
After the stock market crashed, . . .
13 points
QUESTION 3
Review: Below, you should see two clauses. Combine them properly into a single sentence using SUBORDINATION. Remember to use a comma if necessary.
Bonnie and Clyde blasted their way out of the bank and through the police blockade.
They barrelled down the highway across the border.
13 points
QUESTION 4
Review: Below, you should see two more clauses. This time, join them using COORDINATION.
In Mexico, the lovers were safe.
They missed the excitement of their high-crime lifestyle.
13 points
QUESTION 5
Join the clauses using a semicolon.
The couple returned to the United States the following spring.
They were dead before the year was out.
16 points
QUESTION 6
This time, join the clauses with a conjunctive adverb along with a semicolon. You can put the conjunctive adverb wherever you like, but remember that where you put the conjunctive adverb determines the number of commas you need.
Today, Bonnie and Clyde are remembered as romantic figures, striving for love and freedom.
They are also remembered as America's first homegrown terrorists, willing to kill for personal pleasure.
16 points
QUESTION 7
Write a sentence that combines two independent clauses using a semicolon and a conjunctive adverb. Remember to use commas appropriately, depending on where you place the conjunctive adverb.
How to Analyze a Case Study
Included in these cases are questions to help you understand and analyze the case. You may, however, be assigned other case studies that do not have questions. This Hands-on Guide presents a structured framework to help you analyze such cases as well as the case studies in this text. Knowing how to analyze a case will help you attack virtually any business problem.
A case study helps students learn by immersing them in a real-world business scenario where they can act as problem-solvers and decision-makers. The case presents facts about a particular organization. Students are asked to analyze the case by focusing on the most important facts and using this information to determine the opportunities and problems facing that organization. Students are then asked to identify alternative courses of action to deal with the problems they identify.
A case study analysis must not merely summarize the case. It should identify key issues and problems, outline and assess alternative courses of action, and draw appropriate conclusions. The case study a.
This week, you have been reading about key assumptions of interperso.docx
This week, you have been reading about key assumptions of interpersonal communication processes and examining how communicators’ goals influence these processes. The individuals involved in a conversation have their own point of view, perspective, experiences, and insights. Nearly all communication is goal-oriented to some extent, from gaining trust to learning more about each other to even selling products or providing services, whether or not the participants are aware of it. Each individual brings his or her own unique perspective and influence into daily communication to meet these unconscious or conscious goals.
Students will:
·
Apply conflict management styles to a case study
·
Evaluate how perception and attributions affect conflict management
·
Evaluate media for characteristics of interpersonal communication
·
Analyze examples of stereotypes in media
·
Apply conflict management styles to a case study
Using the scenario in the attached document:
Ø
What else could Kai, Ronnie, or Lauren have done differently during or after their discussions that could have minimized the conflict? What conflict management styles, patterns, or dimensions could be used that would help resolve the conflict? Explain.
Readings
·
McLean, S. (2016).
Business relationships across cultures.
Boston: Flat World Knowledge Publishers.
o
Chapter 4, “Understanding Your Audience”
This chapter details with how people organize information and create expectations. It also discusses perception, including differences in perception. The chapter closes with an examination of how these processes influence listening.
o
Chapter 2, “Culture, Relationships, and Conflict”
Culture is discussed in intrapersonal communication, or how we communicate with ourselves, and its influence on our self-concept and our interpersonal needs. In addition, conflict strategies are explored in relation to intercultural communication.
o
Cialdini, R. B. (1971). Attitudinal advocacy in the verbal conditioner.
Journal of Personality and Social Psychology, 17
(3), 350–358.
...
Conflict analysis using an organizational justice model.v1
This paper relates to applying conflict analysis and diagnostic models to grievance and complaint processes. Conflict analysis is critical in achieving successful outcomes within an organization’s grievance or complaint process, and involves two steps: Diagnosing the conflict; and then developing a program to fit and address the conflict.
Conflict models are an effective way of diagnosing conflict, and an Organizational Justice Model is used to example their application within an organisational setting.
NURS 6053 WK 7 DISCUSSIONThink of a particular day you spent w.docx
NURS 6053 WK 7 DISCUSSION
Think of a particular day you spent working in a health care environment, and consider three or four distinct points in time. For each point of time, consider the following: With whom did you interact? Which forms of communication did you use? What issues were communicated about—did they seem to be light-hearted or sensitive? Straightforward or complicated? How would you describe the pace of the interactions and your work?
As you consider these questions, it becomes clear that communication can be quite complex, with many layers of meaning that shape the experience for everyone involved. How could this awareness help you to understand instances of ineffective communication when they arise?
To prepare:
Review the information in
Chapter 19 of the course text
, as well as the assigned articles.
Reflect on an incident involving ineffective communication within your organization or another health care setting. Consider this incident through the lens of the communication process
outlined in Figure 19.1 of the course text (p. 439
).
What barriers contributed to this incident? What other challenges may have influenced this situation?
Using the information presented in the other Learning Resources, consider what could have been done to prevent or address the ineffective communication. Why do you think the use of these strategies would have resulted in better outcome(s)?
On the Discussion Board, post 1 page on
a summary of an incident involving ineffective communication. Describe communication barriers and other challenges that contributed to the incident. Propose one or more strategies that could have been employed to promote a better outcome. Be sure to refer to elements of the communication process.
References
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
Review Chapter 19, “Organizational, Interpersonal, and Group Communication
Gifu, D., Dima, I. C., & Teodorescu, M. (2014). New communication approaches vs. traditional communication.
International Letters of Social and Humanistic Sciences
, (20), 46-55.
Retrieved from Walden Library Databases.
Johansson, C., Miller, V. D., Hamrin, S. (2014) Conceptualizing communicative leadership: A framework for analyzing and developing leaders’ communication competence,
Corporate Communications: An International Journal, 19
(2), 147 – 165.
Retrieved from Walden Library Databases
Manojlovich, M., Harrod, M., Holtz, B., Hofer, T., Kuhn, L., & Krein, S. L. (2015). The Use of Multiple Qualitative Methods to Characterize Communication Events Between Physicians and Nurses. Health communication, 30(1), 61-69.
Retrieved from Walden Library Databases
.
1. Earlier in the class, we considered the various numeric types a.docx
1. Earlier in the class, we considered the various numeric types available in VB. We even talked about the bounds for these numeric types. Please identify each of the numeric types in VB and their numeric bounds (e.g., from 2 to 63). Order those types from smallest to largest by their upper bound. Once you have done that, find an example of something in the world that fits between the upper bound of its predecessor and its own upper bound.
For example: if you have a class that goes from 1 to 5 and another that goes from 1 to 20, you could say that there are 16teams in the American Football Conference in the NFL (16 is between 5 and 20).
Your answer should include each of the types, their bounds, AND an example.
2. You have gone to work for Apple circa 2007 and they have asked you to create a simple application for a cell phone that will allow a user to search their contacts list by typing.
The user starts typing a name. If what they have typed begins a string or is a substring of some other string in the contact list, it will pull up those entries. After each new character is typed or deleted, the list is changed that is available to see. Once the user selects a contact, the process ends.
Construct a simple flow chart that will model that process. Make sure that each waypoint along the way is included here. If the program is making a decision or the user is reacting, include it.
Attach a photo.
3. Let's revisit part of Assignment 1. You constructed a pseudocode that would allow for the advancement of dates. In this case, we are going to work with that to write a function.
Write a function called maxDate that takes in two arguments (I won't tell you what they are, but the notes below should cue you in as to what they would be). That function should return an integer that declares the maximum number of days that month can have as an integer. Think about what would be the easiest thing for this type of function to receive from another part of the program.
Notes:
1. Different months have different numbers of available days
2. Certain months in certain years have a different number of available days. Those years are predictable. If it is divisible by 4, it is a leap year with a somewhat tricky exception: if it is divisible by 100 and not by 400, it is not a leap year. So, 2000 is a leap year, but 1900 is not.
Submit the code of your function here by copying and pasting.
Assessment 1
Top of Form
Bottom of Form
Interprofessional Collaboration
Draft a proposal of 4–5 pages for the development of an interprofessional team to address a problem in delivering safe, high-quality health care.
Note: Submit your assessment to Turnitin prior to grading. Then, only submit your final assessment to faculty for grading.
SHOW LESS
Read each portion of the assessment carefully and see if the suggested resources can help you complete it.
Effective interprofessional collaboration is an essential strategy for health care leaders.
Using the essay topics provided below, you will write 5-page pa.docx
Using the essay topics provided below, you will write 5-page paper (1 topic per paper). that deal directly with the issue you have selected. You may develop the topic in any way you wish. You may use any materials presented as part of the course content to back up your opinions. The remaining essay topics should be used as a study guide for the final exam.
Please use MLA style for your Works Cited section and all formatting within your paper.
Topic Choices
1.
Elaborate on the four Gs of peacemaking as identified by Sande. Use the following references for support: I Cor. 10:32, Matt. 7:5, Gal. 6:1, Matt. 5:24, Eph. 4:1–4, Eph. 4:29–32, Phil. 4:5–10, Col. 4:5–6.
2.
Using all class texts and lecture notes, define conflict. Your answer should be exhaustive and identify characteristics from several definitions. In addition, discuss at least three metaphors of conflict that help to explain how people may view conflict. Why are so many words and metaphors negative when they define conflict?
3.
Sande claims that conflict situations may be an opportunity to “Glorify God.” Explain the validity of his argument and give 1 illustration of how you have applied this principle this semester. What were the positive outcomes?
4.
Sande suggests that it is the Christian’s responsibility to live in peace. Develop and evaluate his argument. Use Scripture and Christian ethics/morality to support this premise. What are some of the lifestyle methods Christians can use to carry out this command of Christ?
5.
Discuss the biblical concept of “forgiveness” in relationships. Support the concept from Scripture and any of the articles from your Helmick text. What are the foundational characteristics and behaviors necessary to practicing forgiveness in interpersonal relationships? Why is forgiveness so hard to practice? To what degree is forgiveness necessary for reconciliation?
6.
Discuss Cahn & Abigail’s categorization of “real” and “unreal” conflicts. Define and give examples of each type.
7.
Explain the basic characteristics of the following positive and negative models for conflict resolution: What are the strengths and weaknesses of each model:
Positive
Borishoff
Mediation
Arbitration
S-TLC
Weeks
Dana
Negative
Conquest
Bargaining
Band-aid
Role-player
Avoidance
8.
Discuss the Conflict Grid. What kind of person is a 9/1, 1/9, 5/5, 9/9, 1/1? When is it appropriate to use each of the styles? What style is most recommended for effective conflict resolution?
9.
Discuss the 4 communication behavior styles for handling conflict: Aggressive, Passive-aggressive, Non-assertive, and Assertive. What are the advantages and disadvantages? When would you want to use each? When would you not want to use each? What are the criteria for selecting the type of communication behavior style to use?
10.
Discuss the characteristics of the following conflict strategies. What are the pros and cons of each? When should you use or not use them?
a. Avoidance
b. Accommo ...
5Conflict stylesIntroduction .docx
5
Conflict styles
Introduction
The reflection essay based on the discussion of conflict styles. The writing presents the overview of conflict styles and the positive and negative traits of the conflict styles. Several benefits of building an awareness of conflict styles in an organization are described. The discussion based on Lynda.com videos, a personal experience towards the conflict structure is discussed.
Overview of conflict styles
Conflict is considered as the part of life. The concepts are a point that everyone has their own interest and incompatible understandings. People have different goals, experience, principles, and feelings in this aspect of life. In some other way, the concept of conflict style describes the experience of two people having discomforting differences. Talking about the daily lifestyle conflicts, we think of helping others in every aspect of life but we go through some arguments. In volunteer activities or in relationships we must respond to any conflict if it moves in any harmful or beneficial condition. Conflict styles of daily lifestyle have some management style of avoiding, accommodation, collaborate, and completion of strategy (Prause and Mujtaba,2015).
Conflict styles are based on the following major categories
• Issues are involved in a conflict that is based on the principles, important priorities, and values.
• In any conflict, the importance of maintenance problems and resolving them reveals the relationship priority
• The relative power and time required to resolve such issue is based on the conflict style
Positive and negative traits of conflict styles
Talking about the positive traits of my conflict style discusses that when the team members feel fully confident and they are free to think about their ideas they provide relative information about their own thinking. No judgment is seen in this case. Hence, the process becomes creative entirely and in this way, I feel the benefits of conflict styles. I guess managers have to understand the outcomes of debating in a business environment. Managers facing a positive argumentive environment facilitates the discussion and makes positive ideas for a better understanding of the managers. The reviews and feedbacks of employees are provided (DuBrin,2015).
The negative traits of the conflict styles used in my area are based on pretty arguments. Hence, on any occasion, the two parties are found augmenting and everyone feels it. Hence, people must have understood the pressure and they must try to reduce the tension and fuss in any function. In any business environment, conflict styles force arguments and disagreements with the leadership which creates disrespect in the organization (Folger et al,2017).
Benefits of building an awareness of conflict styles
When multiple employees work together in any organization conflicts are normal. While building an awareness among the employees working in any organization about the conflict styles.
Application Taking a StandEffective leaders have a high degre.docx
Application: Taking a Stand
Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.
As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.
At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.
For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.
To prepare:
Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources.
To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style, including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between
ethical, moral, and legal leadership.
Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?
To complete:
Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:
1) Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper.
1) Consider an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it.
2) Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue.
3) Consider your leadership styles identified by your self-assessment and determine if they act as a barrier or facilitation during this dilemma.
R.
More Related Content
Similar to Conflict Management Styles.docx
Follow all directions to the letter. Do not miss anything from the i.docx
Follow all directions to the letter. Do not miss anything from the instructions. Here are the assignments:
1. Discussion Board Forum:
Topic:
Choose a business issue such as job dissatisfaction, narcissism, learning theories, etc. from your own professional work experience or peer-reviewed journal articles. Apply a total of 2 concepts (such as mental models, the grapevine, Fiedler contingency model, etc.) from chapters 10–14 to the issue you are discussing. Keep in mind that chapters 10–14 deal with work teams, organizational communication, leadership, and politics, so find a scenario that is most applicable in those regards. Discuss the scenario and apply 2 core concepts from chapters 10–14.
APA Format: Must be at least 500- 750 words.
Required BOOKS
American Psychological Association.
Publication manual of the American Psychological Association
(Current ed.).
Washington, DC: Author.
Kroeger, O., Thuesen, J. M., & Rutledge, H. (2002).
Type talk at work: How the 16 personality types determine your success on the job
(2nd ed.)
.
New York, NY: Dell Publishing. ISBN: 9780440509288.
Robbins, S. P., & Judge, T. A. (2009).
Organizational behavior
(Custom ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780555012277.
2.
Article review Instructions: APA Format.
Include an overview of the problem area discussed in the article.
Summarize any theories or conclusions reached by the author.
Briefly provide your own assessment of the article, evaluating its strengths and weaknesses.
Explain how the article relates contributes towards the field of conflict management.
Each Article Review should be no more than two pages (double-spaced)
Assignment:
For your Fifth Article Review, you may choose either Article 14 or Article 16 from the Helmick & Petersen text.
3.
Essay Instructions
Using the essay topics provided below, write a 5 page paper essay (using 1 topic from below ). that deal directly with the issue you have selected. You may develop the topic in any way you wish. You may use any materials presented as part of the course content to back up your opinions. The remaining essay topics should be used as a study guide for the final exam.
Please use APA style for your Works Cited section and all formatting within your paper.
Topic Choices
1.
Elaborate on the four Gs of peacemaking as identified by Sande. Use the following references for support: I Cor. 10:32, Matt. 7:5, Gal. 6:1, Matt. 5:24, Eph. 4:1–4, Eph. 4:29–32, Phil. 4:5–10, Col. 4:5–6.
2.
Using all class texts and lecture notes, define conflict. Your answer should be exhaustive and identify characteristics from several definitions. In addition, discuss at least three metaphors of conflict that help to explain how people may view conflict. Why are so many words and metaphors negative when they define conflict?
3.
Sande claims that conflict situations may be an opportunity to “Glorify God.” Explain the validity of his argument and give 1 illustration of how yo.
CHAPTER 16Handle Conflict, Negotiation, and Decision MakingD
CHAPTER 16
Handle Conflict, Negotiation, and Decision Making
Don't neglect the power of “yes”
LEARNING OBJECTIVES
At the end of this chapter you will be able to:
· Understand what conflict is, why it is occurring and how to manage it.
· Describe methods for effective negotiations.
· List tools that will help you make more effective and less biased decisions.
WHAT'S INSIDE?
· Be a Critical Thinker: Dealing with Deception at the Bargaining Table
· Bringing OB to Life: Intuition and US Airway Flight 1549
· Checking Ethics in OB: Is a Two-Tiered Wage System Ever Justified?
· OB in the Office: What to Do When Face-to-Face Negotiations Are Not Possible: Tips for Negotiating via Email
· OB in the Office: Sooner or Later You'll Know How to Negotiate a Better Raise
· Research Insights: Analytical and Intuitive Decisions: When to Trust Your Gut
· Worth Considering or Best Avoided? Labor and Management Sides Disagree. Is a Strike the Answer?
You are at work and you hear your colleagues disagreeing with each other loudly. Their voices can be heard throughout the office, and you notice people popping their heads up to see what's going on. You are in charge of the team, and you know that your organization prides itself on having a collegial culture. What do you do?
For many people, the answer is clear: Conflict is bad—we need to get rid of it. Conflict makes people uncomfortable and harms our ability to work together, so managers need to step in and resolve differences. Is this always true? Couldn't it be that conflict can also play a positive role in the workplace?
In this chapter, we show that conflict can be good when it surfaces important issues that need to be discussed. The key to managing it is knowing how to determine what kind of conflict is occurring and then using it to generate better decisions. This requires developing skills in areas that are becoming increasingly important in today's workplace: conflict, negotiation, and decision making.
16.1 Manage Conflict
LEARNING OBJECTIVES
Understand what conflict is, why it occurs, and how we can manage it more effectively.
· Define what conflict is and why it occurs.
· Understand conflict management strategies.
· Guard against common conflict management pitfalls.
Why Do We Have Conflict?
Conflict occurs whenever disagreements exist in a social situation over issues of substance, or whenever emotional antagonisms create frictions between individuals or groups.1 Team leaders and members can spend considerable time dealing with conflicts. Sometimes they are direct participants, and other times they act as mediators or neutral third parties to help resolve conflicts between other people.2 Because conflict dynamics are inevitable in the workplace, we need to know how to handle them.3
Functional and Dysfunctional Conflict
Any type of conflict in teams and organizations can be upsetting both to the individuals directly involved and to others affected by its occurrence. As with the opening example, it can b ...
The Project Management Process - Week 8 Conflict Management
About managing conflict within the team and beyond. Useful info for project managers of all sorts.
Mgt 3332 organizational behavior module 3 assignmen
Mgt 3332 organizational behavior module 3 assignmen
Although supportive psychotherapy and interpersonal ps
Although supportive psychotherapy and interpersonal psychotherapy share some similarities, these therapeutic approaches have many differences. When assessing clients and selecting therapies, it is important to recognize these differences and how they may impact your clients. For this Assignment, as you compare supportive and interpersonal psychotherapy, consider which therapeutic approach you might use with your clients.
Interpersonal Psychotherapy: A Case of Postpartum Depression with Scott Stuart MD.
Counseling and Psychotherapy Theories in Context and Practice. Psychotherapy.net
· Briefly describe how supportive and interpersonal psychotherapies are similar.
· Explain at least three differences between these therapies. Include how these differences might impact your practice as a mental health counselor.
· Explain which therapeutic approach you might use with clients and why. Support your approach with evidence-based literature.
Wheeler, K. (Ed.). (2014). Psychotherapy for the advanced practice psychiatric nurse: A how-to guide for evidence-based practice (2nd ed.). New York, NY: Springer Publishing Company.
· Chapter 5, “Supportive and Psychodynamic Psychotherapy” (pp. 238–242)
· Chapter 9, “Interpersonal Psychotherapy” (pp. 347–368)
Negotiation and Confrontation
Negotiation
The skills of negotiation are imperative in the business world. Negotiations are a necessary part of many enterprise relations. People are unsettled through the negotiation process because they think that it is a personal matter; however, negotiation is about eradicating problems as well as arriving at the win solutions for all the parties. The Harvard project developed an inventive method for the negotiations. This so-called principled negotiation that outlines the strategies, as well as techniques, anticipate shifting the method to exchange permanent positions to the more flexible method that are relied on the interest of every party. Cognitive biases, as well as culture valued scopes, influence the choice making that limits the variation of this kind of innovative approach within the administrations. These biases define the unreasonable choices that individuals make, which affect the adaptation of the principled negotiations as well as the evidence-based management within the organizations (Sanders & Hak, 2018).
Confrontation
Confrontation is the procedure of describing another individual behavior so that the person can see the results of the behavior and possibly change. It is normal as well as the natural feature of the organization; moreover, it occurs in every organization. The few studies inspected the goal coping has established that targets use a variety of plans to covenant with the mistreatment of the organization's. Both confrontations, as well as avoidance, will be unproductive strategies for stopping the recurrence of the rudeness. It arises the objectives to be more probable to forgive as well as the psychology of the mistreatment. In a ...
Take Test Grammar Quiz Joining Clauses with SemicolonsQUES.docx
Take Test: Grammar Quiz: Joining Clauses with Semicolons
QUESTION 1
Review: Below, you should see a sentence fragment, or a dependent clause masquerading as a complete sentence. Correct the sentence fragment by eliminating the subordinating conjunction. Write the corrected sentence in the box provided.
Because the stock market crashed.
13 points
QUESTION 2
Review: This time, correct the sentence fragment by adding an independent clause. Write the ENTIRE sentence in the box provided.
After the stock market crashed, . . .
13 points
QUESTION 3
Review: Below, you should see two clauses. Combine them properly into a single sentence using SUBORDINATION. Remember to use a comma if necessary.
Bonnie and Clyde blasted their way out of the bank and through the police blockade.
They barrelled down the highway across the border.
13 points
QUESTION 4
Review: Below, you should see two more clauses. This time, join them using COORDINATION.
In Mexico, the lovers were safe.
They missed the excitement of their high-crime lifestyle.
13 points
QUESTION 5
Join the clauses using a semicolon.
The couple returned to the United States the following spring.
They were dead before the year was out.
16 points
QUESTION 6
This time, join the clauses with a conjunctive adverb along with a semicolon. You can put the conjunctive adverb wherever you like, but remember that where you put the conjunctive adverb determines the number of commas you need.
Today, Bonnie and Clyde are remembered as romantic figures, striving for love and freedom.
They are also remembered as America's first homegrown terrorists, willing to kill for personal pleasure.
16 points
QUESTION 7
Write a sentence that combines two independent clauses using a semicolon and a conjunctive adverb. Remember to use commas appropriately, depending on where you place the conjunctive adverb.
How to Analyze a Case Study
Included in these cases are questions to help you understand and analyze the case. You may, however, be assigned other case studies that do not have questions. This Hands-on Guide presents a structured framework to help you analyze such cases as well as the case studies in this text. Knowing how to analyze a case will help you attack virtually any business problem.
A case study helps students learn by immersing them in a real-world business scenario where they can act as problem-solvers and decision-makers. The case presents facts about a particular organization. Students are asked to analyze the case by focusing on the most important facts and using this information to determine the opportunities and problems facing that organization. Students are then asked to identify alternative courses of action to deal with the problems they identify.
A case study analysis must not merely summarize the case. It should identify key issues and problems, outline and assess alternative courses of action, and draw appropriate conclusions. The case study a.
This week, you have been reading about key assumptions of interperso.docx
This week, you have been reading about key assumptions of interpersonal communication processes and examining how communicators’ goals influence these processes. The individuals involved in a conversation have their own point of view, perspective, experiences, and insights. Nearly all communication is goal-oriented to some extent, from gaining trust to learning more about each other to even selling products or providing services, whether or not the participants are aware of it. Each individual brings his or her own unique perspective and influence into daily communication to meet these unconscious or conscious goals.
Students will:
·
Apply conflict management styles to a case study
·
Evaluate how perception and attributions affect conflict management
·
Evaluate media for characteristics of interpersonal communication
·
Analyze examples of stereotypes in media
·
Apply conflict management styles to a case study
Using the scenario in the attached document:
Ø
What else could Kai, Ronnie, or Lauren have done differently during or after their discussions that could have minimized the conflict? What conflict management styles, patterns, or dimensions could be used that would help resolve the conflict? Explain.
Readings
·
McLean, S. (2016).
Business relationships across cultures.
Boston: Flat World Knowledge Publishers.
o
Chapter 4, “Understanding Your Audience”
This chapter details with how people organize information and create expectations. It also discusses perception, including differences in perception. The chapter closes with an examination of how these processes influence listening.
o
Chapter 2, “Culture, Relationships, and Conflict”
Culture is discussed in intrapersonal communication, or how we communicate with ourselves, and its influence on our self-concept and our interpersonal needs. In addition, conflict strategies are explored in relation to intercultural communication.
o
Cialdini, R. B. (1971). Attitudinal advocacy in the verbal conditioner.
Journal of Personality and Social Psychology, 17
(3), 350–358.
...
Conflict analysis using an organizational justice model.v1
This paper relates to applying conflict analysis and diagnostic models to grievance and complaint processes. Conflict analysis is critical in achieving successful outcomes within an organization’s grievance or complaint process, and involves two steps: Diagnosing the conflict; and then developing a program to fit and address the conflict.
Conflict models are an effective way of diagnosing conflict, and an Organizational Justice Model is used to example their application within an organisational setting.
NURS 6053 WK 7 DISCUSSIONThink of a particular day you spent w.docx
NURS 6053 WK 7 DISCUSSION
Think of a particular day you spent working in a health care environment, and consider three or four distinct points in time. For each point of time, consider the following: With whom did you interact? Which forms of communication did you use? What issues were communicated about—did they seem to be light-hearted or sensitive? Straightforward or complicated? How would you describe the pace of the interactions and your work?
As you consider these questions, it becomes clear that communication can be quite complex, with many layers of meaning that shape the experience for everyone involved. How could this awareness help you to understand instances of ineffective communication when they arise?
To prepare:
Review the information in
Chapter 19 of the course text
, as well as the assigned articles.
Reflect on an incident involving ineffective communication within your organization or another health care setting. Consider this incident through the lens of the communication process
outlined in Figure 19.1 of the course text (p. 439
).
What barriers contributed to this incident? What other challenges may have influenced this situation?
Using the information presented in the other Learning Resources, consider what could have been done to prevent or address the ineffective communication. Why do you think the use of these strategies would have resulted in better outcome(s)?
On the Discussion Board, post 1 page on
a summary of an incident involving ineffective communication. Describe communication barriers and other challenges that contributed to the incident. Propose one or more strategies that could have been employed to promote a better outcome. Be sure to refer to elements of the communication process.
References
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
Review Chapter 19, “Organizational, Interpersonal, and Group Communication
Gifu, D., Dima, I. C., & Teodorescu, M. (2014). New communication approaches vs. traditional communication.
International Letters of Social and Humanistic Sciences
, (20), 46-55.
Retrieved from Walden Library Databases.
Johansson, C., Miller, V. D., Hamrin, S. (2014) Conceptualizing communicative leadership: A framework for analyzing and developing leaders’ communication competence,
Corporate Communications: An International Journal, 19
(2), 147 – 165.
Retrieved from Walden Library Databases
Manojlovich, M., Harrod, M., Holtz, B., Hofer, T., Kuhn, L., & Krein, S. L. (2015). The Use of Multiple Qualitative Methods to Characterize Communication Events Between Physicians and Nurses. Health communication, 30(1), 61-69.
Retrieved from Walden Library Databases
.
1. Earlier in the class, we considered the various numeric types a.docx
1. Earlier in the class, we considered the various numeric types available in VB. We even talked about the bounds for these numeric types. Please identify each of the numeric types in VB and their numeric bounds (e.g., from 2 to 63). Order those types from smallest to largest by their upper bound. Once you have done that, find an example of something in the world that fits between the upper bound of its predecessor and its own upper bound.
For example: if you have a class that goes from 1 to 5 and another that goes from 1 to 20, you could say that there are 16teams in the American Football Conference in the NFL (16 is between 5 and 20).
Your answer should include each of the types, their bounds, AND an example.
2. You have gone to work for Apple circa 2007 and they have asked you to create a simple application for a cell phone that will allow a user to search their contacts list by typing.
The user starts typing a name. If what they have typed begins a string or is a substring of some other string in the contact list, it will pull up those entries. After each new character is typed or deleted, the list is changed that is available to see. Once the user selects a contact, the process ends.
Construct a simple flow chart that will model that process. Make sure that each waypoint along the way is included here. If the program is making a decision or the user is reacting, include it.
Attach a photo.
3. Let's revisit part of Assignment 1. You constructed a pseudocode that would allow for the advancement of dates. In this case, we are going to work with that to write a function.
Write a function called maxDate that takes in two arguments (I won't tell you what they are, but the notes below should cue you in as to what they would be). That function should return an integer that declares the maximum number of days that month can have as an integer. Think about what would be the easiest thing for this type of function to receive from another part of the program.
Notes:
1. Different months have different numbers of available days
2. Certain months in certain years have a different number of available days. Those years are predictable. If it is divisible by 4, it is a leap year with a somewhat tricky exception: if it is divisible by 100 and not by 400, it is not a leap year. So, 2000 is a leap year, but 1900 is not.
Submit the code of your function here by copying and pasting.
Assessment 1
Top of Form
Bottom of Form
Interprofessional Collaboration
Draft a proposal of 4–5 pages for the development of an interprofessional team to address a problem in delivering safe, high-quality health care.
Note: Submit your assessment to Turnitin prior to grading. Then, only submit your final assessment to faculty for grading.
SHOW LESS
Read each portion of the assessment carefully and see if the suggested resources can help you complete it.
Effective interprofessional collaboration is an essential strategy for health care leaders.
Using the essay topics provided below, you will write 5-page pa.docx
Using the essay topics provided below, you will write 5-page paper (1 topic per paper). that deal directly with the issue you have selected. You may develop the topic in any way you wish. You may use any materials presented as part of the course content to back up your opinions. The remaining essay topics should be used as a study guide for the final exam.
Please use MLA style for your Works Cited section and all formatting within your paper.
Topic Choices
1.
Elaborate on the four Gs of peacemaking as identified by Sande. Use the following references for support: I Cor. 10:32, Matt. 7:5, Gal. 6:1, Matt. 5:24, Eph. 4:1–4, Eph. 4:29–32, Phil. 4:5–10, Col. 4:5–6.
2.
Using all class texts and lecture notes, define conflict. Your answer should be exhaustive and identify characteristics from several definitions. In addition, discuss at least three metaphors of conflict that help to explain how people may view conflict. Why are so many words and metaphors negative when they define conflict?
3.
Sande claims that conflict situations may be an opportunity to “Glorify God.” Explain the validity of his argument and give 1 illustration of how you have applied this principle this semester. What were the positive outcomes?
4.
Sande suggests that it is the Christian’s responsibility to live in peace. Develop and evaluate his argument. Use Scripture and Christian ethics/morality to support this premise. What are some of the lifestyle methods Christians can use to carry out this command of Christ?
5.
Discuss the biblical concept of “forgiveness” in relationships. Support the concept from Scripture and any of the articles from your Helmick text. What are the foundational characteristics and behaviors necessary to practicing forgiveness in interpersonal relationships? Why is forgiveness so hard to practice? To what degree is forgiveness necessary for reconciliation?
6.
Discuss Cahn & Abigail’s categorization of “real” and “unreal” conflicts. Define and give examples of each type.
7.
Explain the basic characteristics of the following positive and negative models for conflict resolution: What are the strengths and weaknesses of each model:
Positive
Borishoff
Mediation
Arbitration
S-TLC
Weeks
Dana
Negative
Conquest
Bargaining
Band-aid
Role-player
Avoidance
8.
Discuss the Conflict Grid. What kind of person is a 9/1, 1/9, 5/5, 9/9, 1/1? When is it appropriate to use each of the styles? What style is most recommended for effective conflict resolution?
9.
Discuss the 4 communication behavior styles for handling conflict: Aggressive, Passive-aggressive, Non-assertive, and Assertive. What are the advantages and disadvantages? When would you want to use each? When would you not want to use each? What are the criteria for selecting the type of communication behavior style to use?
10.
Discuss the characteristics of the following conflict strategies. What are the pros and cons of each? When should you use or not use them?
a. Avoidance
b. Accommo ...
5Conflict stylesIntroduction .docx
5
Conflict styles
Introduction
The reflection essay based on the discussion of conflict styles. The writing presents the overview of conflict styles and the positive and negative traits of the conflict styles. Several benefits of building an awareness of conflict styles in an organization are described. The discussion based on Lynda.com videos, a personal experience towards the conflict structure is discussed.
Overview of conflict styles
Conflict is considered as the part of life. The concepts are a point that everyone has their own interest and incompatible understandings. People have different goals, experience, principles, and feelings in this aspect of life. In some other way, the concept of conflict style describes the experience of two people having discomforting differences. Talking about the daily lifestyle conflicts, we think of helping others in every aspect of life but we go through some arguments. In volunteer activities or in relationships we must respond to any conflict if it moves in any harmful or beneficial condition. Conflict styles of daily lifestyle have some management style of avoiding, accommodation, collaborate, and completion of strategy (Prause and Mujtaba,2015).
Conflict styles are based on the following major categories
• Issues are involved in a conflict that is based on the principles, important priorities, and values.
• In any conflict, the importance of maintenance problems and resolving them reveals the relationship priority
• The relative power and time required to resolve such issue is based on the conflict style
Positive and negative traits of conflict styles
Talking about the positive traits of my conflict style discusses that when the team members feel fully confident and they are free to think about their ideas they provide relative information about their own thinking. No judgment is seen in this case. Hence, the process becomes creative entirely and in this way, I feel the benefits of conflict styles. I guess managers have to understand the outcomes of debating in a business environment. Managers facing a positive argumentive environment facilitates the discussion and makes positive ideas for a better understanding of the managers. The reviews and feedbacks of employees are provided (DuBrin,2015).
The negative traits of the conflict styles used in my area are based on pretty arguments. Hence, on any occasion, the two parties are found augmenting and everyone feels it. Hence, people must have understood the pressure and they must try to reduce the tension and fuss in any function. In any business environment, conflict styles force arguments and disagreements with the leadership which creates disrespect in the organization (Folger et al,2017).
Benefits of building an awareness of conflict styles
When multiple employees work together in any organization conflicts are normal. While building an awareness among the employees working in any organization about the conflict styles.
Application Taking a StandEffective leaders have a high degre.docx
Application: Taking a Stand
Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.
As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.
At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.
For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.
To prepare:
Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources.
To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style, including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between
ethical, moral, and legal leadership.
Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?
To complete:
Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:
1) Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper.
1) Consider an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it.
2) Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue.
3) Consider your leadership styles identified by your self-assessment and determine if they act as a barrier or facilitation during this dilemma.
R.
Similar to Conflict Management Styles.docx (17)
Follow all directions to the letter. Do not miss anything from the i.docx
Follow all directions to the letter. Do not miss anything from the i.docx
CHAPTER 16Handle Conflict, Negotiation, and Decision MakingD
CHAPTER 16Handle Conflict, Negotiation, and Decision MakingD
The Project Management Process - Week 8 Conflict Management
The Project Management Process - Week 8 Conflict Management
Mgt 3332 organizational behavior module 3 assignmen
Mgt 3332 organizational behavior module 3 assignmen
Although supportive psychotherapy and interpersonal ps
Although supportive psychotherapy and interpersonal ps
Take Test Grammar Quiz Joining Clauses with SemicolonsQUES.docx
Take Test Grammar Quiz Joining Clauses with SemicolonsQUES.docx
This week, you have been reading about key assumptions of interperso.docx
This week, you have been reading about key assumptions of interperso.docx
Conflict analysis using an organizational justice model.v1
Conflict analysis using an organizational justice model.v1
NURS 6053 WK 7 DISCUSSIONThink of a particular day you spent w.docx
NURS 6053 WK 7 DISCUSSIONThink of a particular day you spent w.docx
1. Earlier in the class, we considered the various numeric types a.docx
1. Earlier in the class, we considered the various numeric types a.docx
Using the essay topics provided below, you will write 5-page pa.docx
Using the essay topics provided below, you will write 5-page pa.docx
Application Taking a StandEffective leaders have a high degre.docx
Application Taking a StandEffective leaders have a high degre.docx
More from write5
More from write5 (20)
This week begins an overview of the Research In.docx
This week begins an overview of the Research In.docx
This week you are exploring what it means to have.docx
This week you are exploring what it means to have.docx
The value of diversity in groups and society is continually.docx
The value of diversity in groups and society is continually.docx
This will enable you to understanding the extent to which.docx
This will enable you to understanding the extent to which.docx
The Superfund website will have information about contaminated how.docx
The Superfund website will have information about contaminated how.docx
The Strengths and Weaknesses of the North and South in.docx
The Strengths and Weaknesses of the North and South in.docx
This assignment will help you to explain the concept of.docx
This assignment will help you to explain the concept of.docx
The next couple of weeks begins an overview of the.docx
The next couple of weeks begins an overview of the.docx
Two general technology trends in my workplace are that EHRs.docx
Two general technology trends in my workplace are that EHRs.docx
Two of the religions that we have studied in the.docx
Two of the religions that we have studied in the.docx
XYZ restaurant owner wishes to extend his current operation by.docx
XYZ restaurant owner wishes to extend his current operation by.docx
Write at least 4 paragraphs in your own words after.docx
Write at least 4 paragraphs in your own words after.docx
Title Executive Order on Improving the Cybersecurity.docx
Title Executive Order on Improving the Cybersecurity.docx
Recently uploaded
Unit 2- Research Aptitude (UGC NET Paper I).pdf
This slide describes the research aptitude of unit 2 in the UGC NET paper I.
Synthetic Fiber Construction in lab .pptx
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Honest Reviews of Tim Han LMA Course Program.pptx
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Home assignment II on Spectroscopy 2024 Answers.pdf
Answers to Home assignment on UV-Visible spectroscopy: Calculation of wavelength of UV-Visible absorption
"Protectable subject matters, Protection in biotechnology, Protection of othe...
Protectable subject matters, Protection in biotechnology, Protection of other biological materials, Ownership and period of protection
The French Revolution Class 9 Study Material pdf free download
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH ANSWERS.
The approach at University of Liverpool.pptx
How libraries can support authors with open access requirements for UKRI funded books
Wednesday 22 May 2024, 14:00-15:00.
Embracing GenAI - A Strategic Imperative
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
The Roman Empire A Historical Colossus.pdf
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
A Strategic Approach: GenAI in Education
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdf
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
How to Make a Field invisible in Odoo 17
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Model Attribute Check Company Auto Property
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Mule 4.6 & Java 17 Upgrade | MuleSoft Mysore Meetup #46
Mule 4.6 & Java 17 Upgrade | MuleSoft Mysore Meetup #46
Event Link:-
https://meetups.mulesoft.com/events/details/mulesoft-mysore-presents-exploring-gemini-ai-and-integration-with-mulesoft/
Agenda
● Java 17 Upgrade Overview
● Why and by when do customers need to upgrade to Java 17?
● Is there any immediate impact to upgrading to Mule Runtime 4.6 and beyond?
● Which MuleSoft products are in scope?
For Upcoming Meetups Join Mysore Meetup Group - https://meetups.mulesoft.com/mysore/
YouTube:- youtube.com/@mulesoftmysore
Mysore WhatsApp group:- https://chat.whatsapp.com/EhqtHtCC75vCAX7gaO842N
Speaker:-
Shubham Chaurasia - https://www.linkedin.com/in/shubhamchaurasia1/
Priya Shaw - https://www.linkedin.com/in/priya-shaw
Organizers:-
Shubham Chaurasia - https://www.linkedin.com/in/shubhamchaurasia1/
Giridhar Meka - https://www.linkedin.com/in/giridharmeka
Priya Shaw - https://www.linkedin.com/in/priya-shaw
Shyam Raj Prasad-
https://www.linkedin.com/in/shyam-raj-prasad/
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Recently uploaded (20)
Adversarial Attention Modeling for Multi-dimensional Emotion Regression.pdf
Adversarial Attention Modeling for Multi-dimensional Emotion Regression.pdf
Home assignment II on Spectroscopy 2024 Answers.pdf
Home assignment II on Spectroscopy 2024 Answers.pdf
"Protectable subject matters, Protection in biotechnology, Protection of othe...
"Protectable subject matters, Protection in biotechnology, Protection of othe...
The French Revolution Class 9 Study Material pdf free download
The French Revolution Class 9 Study Material pdf free download
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdf
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdf
Mule 4.6 & Java 17 Upgrade | MuleSoft Mysore Meetup #46
Mule 4.6 & Java 17 Upgrade | MuleSoft Mysore Meetup #46
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
Conflict Management Styles.docx
- 1. Conflict Management Styles Discussion: Conflict Management Styles In Week 10, you considered how ethical, moral, and legal dilemmas can provoke internal conflict when a nurse’s values are not in alignment with the apparent demands of a situation or with others’ values, as well as external conflict that can arise as these dynamics are played out. Of course, conflict can also emerge through seemingly simple issues of little consequence—little consequence, that is, except when they are not properly managed. Nurse leaders need to be familiar with conflict management styles and the impact these styles can have on interpersonal dynamics, and, ultimately, patient care. For this Discussion, you evaluate a situation marked by conflict and consider how conflict management strategies could be applied to promote positive results. To prepare: Consider a conflict situation you witnessed or were engaged in within your practice setting. Then, proceed as follows: Think about who was involved, how it was resolved (if it was), and how it might have been handled more effectively. Identify the conflict management style(s) employed by various individuals, including ineffective responses or no response to the situation. Evaluate your personal response to this conflict. What do your thoughts and actions in this and other conflict situations reveal about your typical approach to conflict? By Day 3 *Post a description of how you handled or avoided a conflict, as well as the results of your approach. Explain how would you respond to this conflict today and/or what steps you would take to improve your comfort level and skill for managing conflict in the future (including specific conflict management strategies you would use). Explain how conflict management relates to your effectiveness as a leader. *Required Readings Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins. Chapter 21, “Effective Conflict Resolution and Negotiation” This chapter explores the many facets of conflict, describes what contributes to conflict, and provides strategies for resolving conflict. CPP. (n.d.). TKI. Retrieved July 24, 2012, from https://www.cpp.com/products/tki/index.aspx Review the sample report and other items on the Thomas-Kilmann website. You may consider completing this assessment to better understand your conflict management style. Kenen, J. (2012). Stories on changing role of nursing illustrate ‘scope of practice’ issues. Association of Health Care Journalists. Retrieved from https://healthjournalism.org/blog/2012/12/stories-on-changing-role-of-nursing- illustrate-scope-of-practice-issues/ Johansen, M. L. (2012). Performance potential. Keeping the peace: Conflict management strategies for nurse managers. Nursing Management, 43(2),
- 2. 50–54. Retrieved from the Walden Library databases.#Conflict #Management #Styles