Sesi 8 Manajemen Konflik Am

7/28/2019 Sesi 8 Manajemen Konflik Am

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An teamonor anizationinwhich eo leinteractwith

othershas

apotential

for

conflict.

Conflictrelatestohumanfeelings,includingfeelingsofneg ec ,o e ng a en orgran e ,o no e ngappreciated,ofbeingignoredandofbeingwithwork

overloaded.

Theindividualismfeelingsbuildintoangertothepointofrage.Theindividualcanletfeelingsandbehaviorget

,

,purposefully,andmistakesaremade.Underthese

conditionsconflictisacertainty.

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differencesof

opinion

or

opposing

points

of

, .

An

expressed

struggle

between

at

least

two

,

incompatiblegoals,scarcerewards,and

theirgoals.Theyareinapositionof

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Conflictcanbea ositivesourceofener and

creativity.It

can

be

constructive

when

properly

managed.Forinstance:

Helpsindividualsunderstandoneanotherand

differencejobs

or

responsibility

Opensnewchannelsofcommunication

Energiespeople

Couldresultinamoreequitabledistributionsofresourcesorpowerinorganization

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antecedentsources,

including

the

following

:

Unclear obboundaries

Communicationbreakdown

Timepressure

Unreasonablestandard,rule,policies

Personalityclashes

Statusdifferentials

Unrealizedexpectation

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Discipline:in

using

discipline

to

manage

or

preventconflict.Thenursemanagermustknowandunderstandtheorganizationalrules,and

regulation

on

discipline.

If

they

are

not

clear,

the

ConsiderExperienced&LifeStages:Conflictcanbemanagedbysupportingindividualnursein

attaininggoals

that

pertain

to

their

experienced

andlifestages

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Communication:Goodcommunicationis

essential

or

maintaining

a

therapeutic

environment.Managerscanpreventconflictwith

wayoflife.

ActiveListening:

Active

listening

is

essential

to

managingconflict.Tobesurethatperceptionofnursemanagersarecorrect,theycanparaphrase

demonstratethat

they

have

been

listening

to

them

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Natureof

conflict

Personalskillsofpersoninvolvedinsettingthe

Relativeimportanceoftheissue

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Avoidancecan

be

used

when

the

issue

is

not

immediateconfrontationoutweightsthebenefit.

Avoidanceis

astrategy

that

allows

conflicting

partiestocooldown.Thenursemanagerinvolved

inaconflictcansidesteptheissuebysayingLet

ot

ta et me

to

t n

a out

t s

an

set

a

ate

forthefuturetalk.

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Thisis

aparticularly

good

strategy

when

the

issue

.

maintainscooperationonharmonyanddevelops

subordinatesby

allowing

them

to

make

decision.

Thenursewhoispartytotheconflictcan

accommodatetheotherpartybyfieldingand

p ac ngt e

ot ers

nee s

rst

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Fore

the

issue

and

work

for

your

particular

desired

.

havemoreinformationorgreaterexpertisethat

othersor

when

you

do

not

wish

to

compromise

yourvalues.Thismayleadtofindconflictbutmay

beessentialforsafetyreasons.

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Eachgives

up

something

and

gains

something

at

t esamet me,oneo g vean ta e,m n m zes

thelooserforallpartieswhileprovidingsome

.

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PROBLEMSOLVINGORCOLLABORATING AWin WinSolution,whereindividualinvolved

.

Requiresacommitmentonallpersonsinvolvedto

.

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Conductathrough

self

assessment

Reviewandadjust ownattitudesifappropriate

rgan zeamee ngo ose nvo ve

Encourageviewpointfromallindividualsinvolved

eve op

an

out ne

mu t p e

so ut on

Correctivelychoosethesolutionandaction

Planforimplementation

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