lOMoARcPSD|6353920
Exam 2 Week 3-5 NR 446
Collaborative Healthcare (Chamberlain University)
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Communication
Passive:
Aggressive:
Indirectly aggressive: Do whatever with an attitude
Assertive: be perceived as aggressive
Conflict
Latent: Short Staff; potential for conflict
No conflict yet but high likelihood
Perceived: perceived conflict on their end but nobody aware
Felt: emotions; perceived conflict
Manifest: throw down; blown up
Both parties are aware of the conflict and action is taken to resolve conflict
Conflict aftermath: resolution with either negative/positive results.
Compromising: both sides give something up equally; win/lose-win/lose solution.
Competing/Coercing: Confrontational; party pursues desired solution at the expense of others. Losing end can be
angry, aggravated. Win-lose solution.
Cooperating/accommodating: sacrifices something, allowing the other party to get what it wants. Solution can
contribute to future conflict. Lose-win solution. “missing a meeting”
Caves in and allows the other party to get their desired solution.
Avoiding: Passive person tend to use; lose-lose solution;
Both parties refuse to acknowledge or work on resolution to conflict.
Smoothing: peacemaker; satisfy the other person. Lose-lose solution
One party attempts to keep peace by complimenting the other party; conflict is unresolved.
Collaborating: GOAL; parties set aside their goals and work together to achieve a common goal. Requires mutual
respect, positive communication, and shared decision-making between parties.
Performance Appraisal
Determine how well employees are performing their job.
Measures actual behavior
Trait Rating Scales: widely used; self evaluate and the manager evaluate (1-5 scale)
Professional Standard Scale: Objective; maintain current knowledge, CE’s
360 Degree Evaluation: Peer evaluation, self, customers, boss, supervisors
Mgmt by Objectives Tool: Goals for the year being met; coaching;
Positive Feedback annual performance review
Pitfalls in Performance Appraisal:
Favoritism
Inadequate record keeping
Recency effect
Halo:
Horns:
Central tendency trap: give everyone the same rating
Matthew effect: “copy paste” feedback
Downloaded by youn sam ()
Exam 2 Week 3-5 NR 446
Collaborative Healthcare (Chamberlain University)
Scan to open on Studocu
Studocu is not sponsored or endorsed by any college or university
Downloaded by youn sam ()
, lOMoARcPSD|6353920
Communication
Passive:
Aggressive:
Indirectly aggressive: Do whatever with an attitude
Assertive: be perceived as aggressive
Conflict
Latent: Short Staff; potential for conflict
No conflict yet but high likelihood
Perceived: perceived conflict on their end but nobody aware
Felt: emotions; perceived conflict
Manifest: throw down; blown up
Both parties are aware of the conflict and action is taken to resolve conflict
Conflict aftermath: resolution with either negative/positive results.
Compromising: both sides give something up equally; win/lose-win/lose solution.
Competing/Coercing: Confrontational; party pursues desired solution at the expense of others. Losing end can be
angry, aggravated. Win-lose solution.
Cooperating/accommodating: sacrifices something, allowing the other party to get what it wants. Solution can
contribute to future conflict. Lose-win solution. “missing a meeting”
Caves in and allows the other party to get their desired solution.
Avoiding: Passive person tend to use; lose-lose solution;
Both parties refuse to acknowledge or work on resolution to conflict.
Smoothing: peacemaker; satisfy the other person. Lose-lose solution
One party attempts to keep peace by complimenting the other party; conflict is unresolved.
Collaborating: GOAL; parties set aside their goals and work together to achieve a common goal. Requires mutual
respect, positive communication, and shared decision-making between parties.
Performance Appraisal
Determine how well employees are performing their job.
Measures actual behavior
Trait Rating Scales: widely used; self evaluate and the manager evaluate (1-5 scale)
Professional Standard Scale: Objective; maintain current knowledge, CE’s
360 Degree Evaluation: Peer evaluation, self, customers, boss, supervisors
Mgmt by Objectives Tool: Goals for the year being met; coaching;
Positive Feedback annual performance review
Pitfalls in Performance Appraisal:
Favoritism
Inadequate record keeping
Recency effect
Halo:
Horns:
Central tendency trap: give everyone the same rating
Matthew effect: “copy paste” feedback
Downloaded by youn sam ()
