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Workplace conflicts are commonplace, defined as disagreements between individuals that impact something one party cares about. Effectively managing conflicts is crucial in professional settings, and various conflict management approaches are implemented to address disputes. This essay explores conflict management approaches, particularly within the context of an Assisted Living facility, focusing on the accommodating and collaborating approaches. Additionally, it delves into my personal conflict management style, emphasizing the compromising approach.
The Assisted Living workplace, a collaborative environment of caregivers, care managers, and human resources, deals with numerous conflicts arising from diverse interactions involving seniors, employees, and family members.
The executive director has strategically employed two conflict management approaches—accommodating and collaborating—to navigate through these disputes.
The accommodating approach, often termed the peacekeeper mode, involves a high degree of cooperation, even if it contradicts the desired outcomes of an employee. In the context of caring for seniors, conflicts may arise when residents resist certain care processes, such as activities or social meetings.
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Caregivers, aiming to maintain a positive relationship with residents, may choose to yield their goals to preserve harmony within the facility (Aldag, 2002).
Similarly, when family members express concerns about the care provided to their loved ones, care managers may opt for the accommodating approach to maintain pleasant relations. While this approach may seem non-productive, as it creates a win-lose situation, it often proves effective in preserving overall harmony within the Assisted Living facility, benefiting residents, family members, and other parties involved.
Contrastingly, the collaborating approach is employed primarily within employee interactions.
This approach aims to find the best solution for all parties involved in a conflict (Hellriegel, 2001). Given the diverse workforce within the Assisted Living facility, collaboration becomes essential in resolving conflicts arising from different perspectives on care plans for residents.
For instance, when employees disagree on the appropriate care level for a resident after a 90-day monitoring period, conflicts may arise. The executive director recognizes the need for collaboration in such situations. Employee meetings are convened to allow open discussion and collaboration, ensuring a mutual and beneficial solution aligns with the resident's needs and concerns. While the collaborating approach may be time-consuming, its application is discerning, and it is not employed for trivial disputes to prevent excessive conflict.
While the accommodating and collaborating approaches are effective within the workplace, my personal conflict management style leans towards the compromising approach. The compromising style seeks a mutually acceptable solution that partially satisfies both parties, allowing for quick settlements, face-saving, deadlock breaking, and fostering a culture of tolerance (Whetten, 2002).
Within the compromising style, disputes can be swiftly resolved, crucial for sensitive times, such as project completions. Each party makes concessions to reach an agreement without clearly determining a winner or loser. This approach enables individuals involved in conflicts to save face and maintain their integrity without experiencing humiliation.
Moreover, the compromising style proves valuable in breaking deadlocks, especially when conflicting parties present compelling arguments that are challenging to resolve. Finding a compromise where both sides yield on certain points may be the only feasible path to resolution. Embracing a culture of tolerance is crucial in a diverse workplace, and the compromising style ensures that parties achieve partial victories, acknowledging their perspectives.
Unlike the win-lose dynamic often associated with workplace conflict resolution approaches, the compromising style seeks a win-win solution. It avoids assigning blame and fosters a collaborative environment where all parties contribute equally, promoting a sense of satisfaction and cooperation among employees.
In conclusion, conflict management in Assisted Living facilities involves navigating complex interactions among caregivers, care managers, and other stakeholders. The accommodating and collaborating approaches, employed by the executive director, prove effective in resolving disputes related to resident care, family concerns, and employee interactions. While these approaches contribute to maintaining harmony, my personal conflict management style leans towards the compromising approach, emphasizing a win-win solution that encourages satisfaction for all parties involved.
Ultimately, the unique dynamics of conflict resolution in the Assisted Living workplace demonstrate the adaptability required to address diverse issues. Balancing the use of accommodating and collaborating approaches with the compromising style ensures a comprehensive and nuanced conflict management strategy that aligns with the complex nature of caregiving environments.
Conflict Management in Assisted Living Facilities. (2016, Oct 14). Retrieved from https://studymoose.com/conflict-management-styles-essay
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