Pro Dev: Ch 12 key terms
Terms in this set (19)
a disagreement or tension between two or more parties.
forcing conflict management style
attempts to make the other party do things your way
avoiding conflict management style
used when you do not want to deal with the conflict so you ignore the offense.
accommodating conflict management style
allows the other party to have his or her way without the other party knowing there was conflict
compromising conflict management style
occurs when both parties give up something of importance to arrive at a mutually agreeable solution to the conflict
collaborating conflict management style
which both parties work together to arrive at a solution without having to give up something of value
create a dialog with other involved parties in an effort to create a solution that is fair to all involved parties
if you consistently allow others to have their way.
when you stand up for your rights without violating the rights of others
stand up for their rights in an offensive way that violates others' rights.
offensive, humiliating, or intimidating behavior
unwanted advances of sexual nature
quid pro quo harassment
behavior that is construed as payback for a sexual favor
Hostile behavior harassment
includes any behavior by another employee that is of sexual nature that you find offensive
employee who behaves in an offensive, humiliating, or intimating manner
a coworker who is very familiar with the union contract and the procedures available to assist you in resolving a workplace conflict.
a problem , unfair treatment, or conflict related to employment
the formal steps taken in resolving a conflict between the union and an employer
employee assistance program (EAPs)
provides free and confidential psychological, financial, and legal advice.