BEHAVIORAL SCIENCES - Universitatea de Medicină şi Farmacie

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Instead, it can create problems for the people who use this and for the organization in which such people are working. C) Avoiders often go out of their way to avoid conflicts. 3. Style of attackers. Attackers cannot keep their feelings to themselves. They are angry for one or another reason, even though it may not be anyone's fault. They express their feelings by attacking whatever they can even, though that may not be the cause of their distress. Attackers may be up-front or behind-the-back: a) Up-front attackers are the angry people who attack openly; they make work more pleasant for the person who is the target, since their attack usually generates sympathy, support and agreement for the target. B) Behind-the-back attackers are difficult to handle because the target person is not sure of the source of any criticism, nor even always sure that there is criticism. Types of conflict management Out of conflict styles response there are also studied the style of conflict management. Conflict management is a process in which conflict is used as a deliberate personal, social, or organizational tool. Reg Adkins considers that there are at least four such styles, no one superior than other, but all depend on the people, environment and the context: Competing; Avoiding; Harmonizing; Compromising. The avoiding style of conflict management is a nonconfrontational approach to problems. It involves passive behaviors such as withdrawing or side stepping issues of contention in order to avoid issues which might be harmful to relationships involved. This approach is best used when disagreements develop from minor unimportant issues. This is a useful technique when time is needed in order to gather additional information for informed decision making. Unfortunately, sometimes the problems that are not quickly addressed tend to grow over time. Relationships can be damaged by unresolved issues. Overuse of this style can lead us into giving up too many of our personal goals and enable others to take advantage of us. The competing style of conflict management is an authoritarian approach to problems and involves only one side getting their say. It is goal oriented and quick. It is most effective in conflict which involves personal differences that are unlikely to change. It is valuable as a counter measure in situations where others are likely to take advantage of those who display a non-competitive nature. It is also valuable in circumstances which require a quick decision. Finally, one of its greatest values is in 139
making unpopular decisions which need to be implemented. The down side of the model is the hostility it has a tendency to breed in those on the losing side. This is especially true when it is the only style of conflict management being utilized. The harmonizing style of conflict management puts the relationship of the interacting parties before the conflict at hand. When utilizing this technique you may find yourself giving in to the other person for the sake of the relationship. There are two situations in which this technique is particularly useful. One is when we are caught off guard by the conflict and the other party is well prepared. In these circumstances when we find ourselves situationally outmatched the technique allows us to save face and move forward. As second instance in which this technique is valuable is in the client service model. It is nearly always more important to maintain a positive relationship with a client than it is to be victorious in a confrontation. This is especially true if you are goal oriented toward repeat business. On the other hand, when this technique is over used it can manifest some negative results. If you find yourself over utilizing this strategy and always putting the needs of other before your own you will find yourself with a buildup of feelings of resentment. Another negative result occurs when dealing with the unscrupulous. Those persons who perceive this technique as a weakness will always put their own interest in the self before the good of the many. Compromise is a technique often known as the "middle ground" approach. It supposes a negotiation process in which both parties give up something they want. Whatever one side gets, the other side loses. Neither side gets what they want but both sides make concessions in order to reach a conclusion that is equally acceptable to both. It is most useful when both parties are of equal stature and there is no simple solution. Unfortunately, no one is ever really satisfied with the results of this technique. But, at least both parties are equally dissatisfied. Ways of Conflict resolution The term "conflict resolution" refers to a range of processes aimed at alleviating or eliminating sources of conflict. Conflict resolution aims to end conflicts before they start or before they lead to verbal, physical, or legal fighting. This is different from conflict management, in which conflict is used as a deliberate personal, social, or organizational tool. Though conflict management is the more common road, it is not popular with practitioners of conflict resolution; it is better to avoid the 140
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STATE UNIVERSITY OF MEDICINE AND PH
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CZU 316.62+ 316.77 (075.8) G 76 Apr
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6.4 Barriers and Solutions for an E
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1.1. Behavior as a Concept Introduc
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Although it usually emphasizes the
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example of how important the nervou
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in order to satisfy it. The further
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arrangements of ideas accordingly w
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To clarify the concept of emotions,
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we have to mention the concert fact
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3. Maladaptiveness of behavior. Thi
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the information through to the righ
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4. Autism Autism (from the Greek wo
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2. Milliken Mary Elizabeth, Honeycu
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Some of the fundamental characteris
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Sanguine The Sanguine temperament p
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These basic elements he named endom
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Other people were strong in two ele
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The Extreme Mesotonic - Action They
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intent expression. They have a late
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An extravert is energized when arou
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The Introverted Intuition Type - is
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► Exercises and Discussions: a. G
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person separate from other persons
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In relation to the stratification o
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3.3. Health Care as a Social System
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of community health workers who wor
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The scope of practice for a Nurse P
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undergoing minor or intermediate pr
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is cured, then they will all remain
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Obligations: (1) The sick person sh
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transitional. Szasz and Hollender's
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All these approaches mentioned abov
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accurate and as unbiased a manner a
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health care facilities, pharmaceuti
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professional, or they may have few
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users of self-medication are well i
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Communication as understanding: “
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developed his ideas in a 1963 book
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perception, unclear message, social
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The conative function is allocated
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the community. Nowadays Health comm
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• Good communication helps the pa
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The efficiency in accomplishment of
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Page 147 and 148: 146 Chapter 8 Health Risk Behaviors
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