Stages of Conflict Flashcards

Questions and Answers

What is latent conflict?

A situation where actual conflict has developed

A situation that has a high likelihood of causing conflict but has not yet developed (correct)

Conflict that has been resolved

A problem perceived to be present, but no conflict exists

What does perceived conflict mean?

A party perceives a problem is present even if no actual conflict exists.

Felt conflict occurs when the parties involved begin to feel an emotional response towards the conflict.

True

What characterizes manifest conflict?

Parties are aware of the conflict and action is taken Signup and view all the answers

What does conflict aftermath refer to?

Completion of the conflict process which can be positive or negative. Signup and view all the answers

Which of the following describes an avoiding/withdrawing strategy?

Both parties ignore the conflict and refuse to face it Signup and view all the answers

What is a smoothing strategy?

One party attempts to satisfy the other party, often using compliments. Signup and view all the answers

What is the outcome of a competing/coercing strategy?

One party loses while the other wins Signup and view all the answers

What does cooperating/accommodating strategy entail?

One party sacrifices something for the other party to get what it wants. Signup and view all the answers

What describes a compromising/negotiating approach?

Each party gives up something equally important Signup and view all the answers

What is the essence of a collaborating strategy?

Both parties set aside individual goals to achieve a new common goal. Signup and view all the answers

Study Notes

Stages of Conflict

Latent Conflict: Stage where actual conflict is not yet developed; factors present may lead to conflict; individuals are unaware and show no emotional response. Example: New scheduling policy causing potential unrest among staff.
Perceived Conflict: A party recognizes a potential issue even if actual conflict is absent; there is awareness but still no emotional engagement. Example: A nurse believes the scheduling decisions of a manager are unfair without knowledge of the context.
Felt Conflict: Emotional responses to the perceived conflict arise; individuals involved start to experience feelings such as anger or frustration. Example: A nurse feels upset after being scheduled to work consecutive holidays.
Manifest Conflict: Conflict comes to light with parties acknowledging it; actions are taken which can be constructive or destructive. Example: Nurses and manager recognize scheduling issues and work collaboratively on resolution.
Conflict Aftermath: The conclusion of the conflict process, outcomes can vary between positive or negative. Example: Satisfaction from both managers and nurses with a newly revised scheduling system boosts team morale.

Conflict Resolution Strategies

Avoiding/Withdrawing Strategy: Awareness of the conflict exists, yet no resolution efforts are made; suitable for minor conflicts or power imbalances; unresolved issues may resurface later. Characterized as a lose-lose situation.
Smoothing Strategy: One party attempts to placate another to maintain workplace harmony; involves emphasizing commonalities without resolving the core conflict. Also a lose-lose outcome.
Competing/Coercing Strategy: One party aggressively seeks a solution that benefits them at others' expense; this method is often favored by managers for quick decisions. Results in a win-lose scenario, leading to feelings of resentment from the losing party.
Cooperating/Accommodating Strategy: One party concedes certain demands to allow the other to achieve their needs; original issues may remain unresolved, leading to potential future conflicts. Described as lose-win.
Compromising/Negotiating: Each party makes concessions to reach a mutually acceptable solution; both sides experience a loss of something important, leading to a win-lose outcome.
Collaborating Strategy: Parties work together, setting aside individual goals to achieve a new, collective objective; requires mutual respect and effective communication. This strategy leads to a win-win situation, producing the most favorable resolution for all involved.

Description

This quiz contains flashcards that cover the stages of conflict, including latent and perceived conflict. Each card provides definitions and examples to help you understand the dynamics of conflict within organizations. Test your knowledge and grasp the fundamental concepts of conflict management.