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Class 1 Week 6: What you should know Chap 21—Conflict, Workplace Violence, and Negotiation 1. Define conflict and describe the benefits and risks of too much/too little conflict in an organization Conflict is created when there are differences in economic and professional values and where there is competition among professionals(Wolters Kluwer,2021). Too little conflict can be an organizational stasis. Too much conflict can reduce organizational effectiveness with eventual immobilization of employees. Conflict is viewed as neither good nor bad because it can produce growth or be destructive, depending on how it is managed. 2. What are the common sources of conflict in an organization? · Common sources of organizational conflict are: · scarce resources, restructuring · poorly defined role expectations · communication problems · organizational structure · individual behavior (Wolters Kluwer,2021) 3. What types of conflict might a nurse see In a healthcare organization? A nurse might see an intrapersonal conflict which a conflict within themselves is, interpersonal conflict which is a conflict with another person, and intergroup conflict which is a conflict with a group(Wolters Kluwer,2021). 4. What are the stages occurring in conflict resolution? Stages of conflict are latent conflict or also called antecedent conditions, next is perceived and felt conflict, next is manifest conflict or overt conflict, then conflict resolution or conflict management, and finally conflict aftermath(Wolters Kluwer,2021). 5. What are the anticipated conflict resolution outcomes? The anticipated conflict resolution outcomes are win-win which is the optimal goal in conflict resolution, win-lose, and lose-lose 6 Name and define with an example of the 6 common resolution strategies · Compromising: each party gives up something they want · Competing: one party uses what it wants regardless of the cost to others · Cooperating/accommodating: one party sacrifices his or her beliefs and wants to allow the other party to win · Smoothing: an individual attempts to reduce the emotional component of the conflict · Avoiding: Parties are aware of a conflict but choose not to acknowledge it or attempt to resolve it

Collaborating: an assertive and cooperative means of conflict resolution whereby all parties set aside their original goals and work together to establish a superordinate or common priority goal (Marquis & Huston, 2021) 7.What are common causes of organizational conflict, as in a healthcare org? · Poor communication · Inadequately defined organizational structure · Individual behavior · Individual or group conflicts of interest · Operational or staffing changes · Diversity in gender, culture, or age · Unclear expectations (Marquis & Huston, 2021) 8.What are three strategies in conflict resolution that you have tried or can anticipate in your first nursing job? · Compromising · Smoothing · Collaborating 9.Define bullying and incivility within the nursing . · in nature · Incivility: mistreatment or discourtesy to another person. It occurs on a continuum from disruptive behaviors such as eye rolling and other nonverbal behaviors and sarcastic comments to threaten behaviors such as intimidating or physical violence(Marquis & Huston, 2021). ·

10.What is negotiation as it relates to concerns in healthcare? · Resembles compromise when used as a conflict strategy · Emphasis is on accommodating differences between the parties · Negotiation is psychological and verbal. The effective negotiator always looks calm and self-assured(Marquis & Huston, 2021). 11. Name negotiating strategies. · Be honest, start tough · Discuss issues, not personalities. · Use factual statements · Delay when confronted with something totally unexpected · Never tell the other party you are willing to negotiation totally · Know the bottom line but try not to use (Marquis & Huston, 2021) (Marquis & Huston, 2021) (Marquis & Huston, 2021)

12.What are some destructive tactics that can damage a successful negotiation session? · Ambiguous or inappropriate questioning · Gestures of helplessness

· Intimidation · Manipulation · Ridicule · Flattery · Aggression 13.Name three alternatives to negotiation · Mediation · Fact-finding · Due process hearings 14.Describe the importance of consensus as a conclusion to conflict management · It is always an appropriate goal in resolving conflicts and in negotiation(Marquis & Huston, 2021). Consensus building is employed to settle conflicts that involve multiple parties and issues. The approach seeks to transform adversarial interactions into solutions that meet all parties’ interests and needs.

Chapter 24—Performance Appraisal 1. Describe the performance appraisal process, naming important factors to consider · Performance appraisal is a sensitive and crucial part of the management process, they are used to determine how well employees are performing their job duties and tasks, supervisory and leadership capabilities and how well they manage the workplace relationships and conflict resolution. They measure actual behavior not intent. When accurate and appropriate appraisal assessments are performed, outcomes can be very positive(Marquis & Huston, 2021). 2. Describe the factors influencing an effective appraisal—why are these important? · Appraisals should be based on predetermined standards. · The appraisal tool must adequately and accurately assess job performance. · Employees should have input into development of the standards. · Employees must know the standards in advance. · Employee must know the sources of data gathered for the appraisal. · These are important in order to have an effective appraisal and get appropriate feedback. (Marquis & Huston, 2021) 3.Discuss salient strategies for a successful performance appraisal. · Develop self-awareness regarding own biases and prejudices. · Use appropriate consultation. · Gather data adequately over time.

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Keep accurate anecdotal records for the length of the appraisal period. Collect positive data and identify areas where improvement is needed. Include employee’s own appraisal of his or her performance. Implicit bias is an important criterion to master because tools can be provided to adjust automatic patterns of thinking, and ultimately eliminate discriminatory behaviors.

4.Define the terms associated with errors made in performance appraisals Recency effect occurs when recent issues are weighed more heavily than past performance. · Halo effect occurs when the appraiser lets one or two positive aspects of the assessment or behavior of the employee unduly influence all other aspects of the employee’s performance. · Horns effect occurs when the appraiser allows some negative aspects of the employee’s performance to influence the assessment to such an extent that other levels of job performance are not accurately recorded. (Marquis & Huston, 2021) 5.Describe different types of performance appraisals—which would you prefer and why? ·

I prefer Peer review . I felt based off my experience it creates a safe nonjudgmental environment. Its teas a two part process a self-appraisal and then a peer to peer. It was nice to reflect and create goals to improve for next quarter. · Trait rating scales: rates an individual against some standard · Job dimension scales: rates the performance on job requirements · Behaviorally anchored rating scales: rates desired job expectations on a scale of importance to the position · Checklists: rates the performance against a set list of desirable job behaviors · Essays: a narrative appraisal of job performance · Self-appraisals: an appraisal of performance by the employee · Management by objectives: employee and management agree upon goals of performance to be reached. · Peer review: assessment of work performance carried out by peers · Self-appraisal is not easy for many employees because they often undervalue their own accomplishments or feel uncomfortable giving themselves high marks in many areas. (Marquis & Huston, 2021) 6. Describe the features of a successful performance appraisal session

There should be no surprises in the appraisal conference. The effective leader coaches and communicates informally with staff on a continual basis, so there should be little new information at an appraisal conference(Marquis & Huston, 2021). Employees must know in advance what happens if standards are not met. Employees must know how information will be obtained to determine performance level.

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7. Define and describe the management by objectives approach to performance appraisals Supervisor and employee meet and agree on the principal duties and responsibilities of the employees’ job. The employee sets short-term goals and target dates in cooperation with the supervisor or manager. Both parties agree on the criteria that will be used for measuring and evaluating the accomplishment of goals.

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8.How does peer review work for performance appraisals? What are the potential downfalls? Peer review has great potential for developing professional accountability .Peer to peer creates a non-judgmental environment. It is often difficult to implement because it requires risk taking to avoid becoming simply an exercise of advocacy (Wolters Kluwer,2021). 9.Define strategies for being a successful coach to others · · · ·

Be specific, not general in describing behavior that needs improvement. Be descriptive, not evaluative, when describing what was wrong with the performance. Direct the feedback toward behavior that can be changed. Use sensitivity in timing the feedback and make sure employees understand feedback. (Wolters Kluwer,2021)

References

ATI Testing. (2019). Nursing Leadership and Management Review Module Edition 8.0. ATI Testing. https://student.atitesting.com/Home Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: theory and application (10th ed.). Wolters Kluwer. Wolters Kluwer. (2021). Chapter 24 Organizational, Interpersonal, and Group Communication in Team Building. [PowerPoint slides]. https://resu.brightspace.com/d2l/le/content/14005/viewContent/244566/View...