HOW TO MANAGE THE PROBLEMS

HOW TO MANAGE THE PROBLEMS
FOR NURSING MANAGERS

PRELIMINARY:

In each program or activity in daily life - surely the common problems, and that can trigger the problem is as follows:

Ø  Human rights

Ø  DIFFERENT VIEWS / IDE

Ø  CONFLICT

Ø  BARRIERS TO WORK

Ø  DECREASING PRODUCTIVITY

Ø  ENABLING ENVIRONMENT FACILITY

Ø  FAIR AND WISE

CONFLICT

Human perception of the problem is always different, that the problem is always:

1.      DIFFERENT VIEWS

2.      SCARY EVENTS

3.      BE AVOIDED

NATURAL EVENTS
CAUSES OF CONFLICT:

1.      NOT MET KDM

2.      LEVEL OF DEPENDENCE IN THE IMPLEMENTATION OF NURSING.

3.      PERCEPTION NOT THE SAME

4.      ROLE NOT SUITABLE / NOT CLEAR

CONFLICT CAN BE POSITIVE, IF:

1.      NOT IGNORED

2.      Instrumental / FUNCTION FOR CHANGES.

3.      PROCESS settlement is right.

CONFLICT MAY BE NEGATIVE, IF:

1.      DISTURB :

a.      ENERGY

b.      SOURCES

c.       TIME

2.      NOT CONTROLLED

3.      The process of completion IMPRECISE

IMPACT OF CONFLICT:

Negative :

1.      CREATE A CONFLICT BEHAVIOR

2.      REFUSE COOPERATION

3.      NOT HEALTHY COMPETITION

4.      MASTER / DOMINATED

5.      DAMAGE THE UNITY

ALL THE ABOVE MAY REDUCE THE IMPACT OF PRODUCTIVITY

Positive :  INCREASE MOTIVATION

DEVELOPMENT OF CONFLICT:

I EARLY STAGE .

1.      TASTE suspicions / GUILT

2.      YET CLEAR SIGNS OF CHANGES

IISECOND STAGE:  reveal HOSTILE.

III THIRD STAGE :

1.      WITHDRAW

2.      Avoid SETTLEMENT.

IV FINAL STAGE: IN THE SENSE THAT HOSTILE.

TYPE OF CONFLICT:

1.      DIRECT CONFLICT: Differing views interpersonal

2.      INDIRECT CONFLICT: Different views of individuals with the organization ..

CONFLICT SETTLEMENT PROCESS:
CONFLICT ANALYSIS:

1.      ISSUES

2.      SOURCES / CAUSES OF CONFLICT

3.      PERSONAL INVOLVED

4.      PHASE CONFLICT

5.      TYPE OF CONFLICT

CLARIFICATION AND VALIDATION OF VIEW EQUALITY CONFLICT RESOLUTION

LOOKING FOR CONFLICT RESOLUTION METHODS:

1.      AVOID

2.      FORCE

3.      SIDE

4.      COLLABORATION

5.      COMPROMISE.

CHARACTERISTICS OF INDIVIDUALS ARE EFFECTIVE IN CONFLICT RESOLUTION:

1.      CONSIDER THE CONFLICT AS A NATURAL PROCESS

2.      BELIEVE OTHERS AND OPEN

3.      INVOLVING THE PARTIES RELATING IN CONFLICT RESOLUTION

4.      TAK sacrifice one PARTY

CONCLUSION:
DIFFERENCES:

1.      INTEREST

2.      MOTIVATION

3.      ABILITY

4.      BEHAVIOR