Communication and Relationships: Conflict, styles, manager’s role, and Emotional Intelligence.
Conflict – Is inevitable, therefore it is important to understand, and know your instincts in dealing with it. By having a framework for the better management of conflicts at work you can be prepared and actually gain creativity and innovation from it (Cellucci, 2019) .
Two primary sources of workplace conflict are relationship and task:
1. Relationship conflict is when coworkers experience tension, animosity, and annoyance amongst themselves.
2. Task conflict – is a disagreement among coworkers about the tasks being performed, these can be differences in approaches to work, philosophies of care, or priorities and desired outcomes
There are five generalized styles for dealing with conflict
1. Dominating style – Involves high concern for self and low concern for others; demanding and imposing one’s will on others with little or no concern about the impact on the other party.
2. Accommodating style – Involves low concern for one’s own position and high concern for that of others
3. Avoidance style – Involves low concern for self and low concern for others; often presents itself as withdrawal or lack of cooperation
4. Compromising style – Involves a reasonable level of concern for self and for others; aims to keep both sides equal and actively searches for the middle ground, ensuring that one side does not give in more than the other.
5. The problem-solving style- demonstrates high concern for self and high concern for others. It does more than search for the middle ground; it actively works toward finding the best possible outcome for all parties. It is assertive and cooperative (Cellucci, 2019).
Manager’s Role – Conflict can be complex, emotional, and intense. It might seem natural to avoid conflict or to respond with anger, but you should consider taking a step back, clearly defining the issues, and thinking about the relative power of the parties, the criticality of the issue, and each party’s willingness to confront the other. A manager may have a preferred style for responding to conflict but it is wiser to consider the situation and use a conflict style that is appropriate for the scenario(Cellucci, 2019).
Emotional intelligence is defined as the ability to understand and manage your own emotions, as well as recognize and influence the emotions of those around you. EI is broken down into four core competencies:
3. Social awareness
4. Relationship management (Emotional intelligence in leadership: Why it’s important, 2019)
Emotional intelligence in leadership: Why it’s important. Business Insights Blog. (2019, April 3). Retrieved April 1, 2022, from https://online.hbs.edu/blog/post/emotional-intelligence-in-leadership#:~:text=Emotional%20intelligence%20is%20defined%20as,popularized%20by%20psychologist%20Daniel%20Goleman.
Leigh Cellucci. (2019). Essentials of Healthcare Managem
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