Opportunity in conflict

Question 1

what is an authoritarian leadership style?

Answer 1

• holds the decision making power and control
• do not seek team input or consensus
• one way communication, clear and direct

Question 2

what is a democratic leadership style?

Answer 2

• involves team in decision making
• promote open communication
• gives team members a voice
• engage in open dialogue, active listening

Question 3

what is the Laissez-faire leadership style?

Answer 3

• hands off style
• team members have decision making power and manage tasks themselves
• minimal intervention (independent), freedom of expression

Question 4

what is transformational leadership?

Answer 4

• leadership model focused on inspiring and motivating teams to achieve collective goals by emphasising shared vision

Question 5

what are the 4 primary elements of transformational leadership?

Answer 5

• idealised influence, inspirational motivational, intellectual stimulation, individual consideration

Question 6

what is situational leadership?

Answer 6

• adapting to the movement, effective leadership depends on the context

Question 7

What are the effective leader values?

Answer 7

• they are flexible
• they adapt, shift and respond

Question 8

what is power?

Answer 8

• encompasses the ability to influence, control or direct the behaviour of others or situations.

Question 9

what is direct power?

Answer 9

• involves explicit actions or behaviours aimed at influencing others (includes assertiveness)

Question 10

what is indirect power?

Answer 10

• operates through broader social structures, group norms, and shared values

Question 11

what are the sources of power (French and raven 1959)?

Answer 11

• reward power
• coercive power (power arising from capacity to exercise punishment)
• authority power
• referent power
• expert power

Question 12

how is power handled in health (Stenfors-hayes 2016)?

Answer 12

• challenges in practitioner-client relationship
• power dynamics and imbalance
• importance of plain language.

Question 13

what are the three roots of conflict?

Answer 13

• limited resources
• unmet needs
• different values

Question 14

how to navigate value influence?

Answer 14

• reflect regularly on your values and assumptions
• seek supervision and feedback
• engage in ongoing professional development

Question 15

what does it mean by unmet needs?

Answer 15

• idea that every human carries basic needs
• when these needs go unmet, tension builds
• this is because someone’s need wasn’t acknowledged or fulfilled

Question 16

what does it mean by limited resources?

Answer 16

• anything that is perceived as scarce
• conflict can escalate quickly if communication is not clear

Question 17

how is conflict shown in healthcare?

Answer 17

• poorly understood roles
• power differentials
• highly stressful experiences for people

Question 18

what are the consequences of unresolved conflict in healthcare?

Answer 18

• poor client care
• burnt out staff
• errors in practice

Question 19

what is the Thomas-Kilmann conflict model?

Answer 19

• competing, compromising, collaborating, avoiding, accommodating

Question 20

what are the cultural considerations (Barsky 2014)

Answer 20

• power distance - cultural expectations about respect and deference to people in authority
• collectivisms-individualism - extent that culture values individual needs over group

Question 21

what are the 3 main barriers offering high quality apologies?

Answer 21

• low concern for the victim
• perceived threat to the transgressors self image
• perceived apology ineffectiveness

Question 22

what are the two types of apologies?

Answer 22

• informal
• formal