Who determined that conflict proceeds through four stages of conflict? Thomas (1992)
What are the four stages of conflict? (Thomas, 1992) 1. Frustration 2. Conceptualization 3. Action 4. Outcomes
Frustration When all people perceive their goals to be blocked, frustration results
Conceptualizatio...
NUR 460 Final Exam Question s and Correct Answers Who determined that conflict proceeds through four stages of conflict? ✅Thomas (1992) What are the four stages of conflict? (Thomas, 1992) ✅1. Frustration 2. Conceptualization 3. Action 4. Outcomes Frustration ✅When all people perceive their goals to be blocked, frustration results Conceptualization ✅All involved in conflict develops an idea (visualization) of what it is about, and views may or may not be accurate or the same Example - two nurses respond to a new order, have different emotions in response, one thinks new order has too many changes, one disagrees and indicates why Action ✅A behavioral response to a conflict follows conceptualization Outcomes ✅Consequences could be constructive, stagnant, or an unsatisfactory resolution Conflict ✅By nature, conflict is potentially present in all interpersonal situations The nurse manager should create an environment that recognizes and values differences in staff, physicians, patients, and communities Nurses today can face organizational conflict (not limited to) between ✅- nurse -
physician relationship - nurse -nurse relationship - nurse -patient relationship - nurse -chief nursing officer relationship - nurse -auxiliary personnel relationship Conflict involves a ✅difference in perceptions (perceptions of incompatibility) between two or more individuals - people see events differently Example compromising ✅If a nurse uses a different solution to prep a site for a biopsy than what the surgeon wants, the surgeon yells at the nurse in front of the staff - the best approach to conflict resolution in this example is compromising Conflict and conflict resolution in an organization is important as an optimal level of conflict will generate ✅creativity, a problem -solving atmosphere, a strong team spirit, and motivation for its workers After a conflict resolution with a mediator, it is best for the manager to ✅follow up and observe to assure the conflict has been resolved - a strategy for addressing a conflict is to schedule a meeting time for resolution Interpersonal conflict arises when people ✅See events differently Avoidance and accommodation are the predominant conflict management style of ✅nurses - accommodating involves neglecting one's own needs. While trying to satisfy the needs of another Compromise ✅involves negotiation or an exchange of concessions and supports balance of power An optimal level of conflict will generate ✅creativity, a problem -solving atmosphere, a strong team spirit, and motivation for its workers Productivity decreases with ✅destructive conflict, whereas constructive conflict strengthens relationships and can increase creativity The most creative conflict resolution between two staff nurses arguing and blaming each other is called ✅collaborating Collaboration, although time consuming, is ✅the most creative stance - the collaboration technique involves both sides in the conflict working together to develop an optimal outcome - this is a win -win solution Interpersonal conflict ✅transpires between and among nurses, physicians, members of other departments, and patients Intrapersonal conflict occurs ✅within a person when confronted with the need to think or act in a way that seems at odds with that person's sense of self - questions often arise that create a conflict over priorities, ethical standards, and values - some issues present conflict over comfortably maintaining the status quo and taking risks to confront people when needed, which can lead to interpersonal conflict Coalition ✅a group of individuals or organizations with a common interest who agree to work toward a common goals - the formation of temporary groups to achieve specific goals involves the development of coalitions
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