Upward Communication
- Subordinates up to superiors
- Organization lack this, superiors arent aware of problems,
- negatively impacting quality productivity and frustration levels
Pelz Effect
Subordinates have higher job satisfaction if feel superiors have influence on decisions at higher levels
If supervisors seen as supportive, it increases openness and satisfaction
Downward Communication
- Superiors to subordinates
- Primarily specifics of how to do job, rationales, organizational policies & procedures, performance feedback, etc.
- Method (memo, newsletter, face-to-face) depends on situation
- Good managers develop & send ethical, other-oriented messages & should address hostile environments
What makes an environment hostile
- Difference in opinions
- Verbal Abuse
- Substance Abuse
- Patronizing
**Harassment and Assault Policies at Canadian Universities
St. Marys uni
-Some looks (girls) look puzzled and confused
-Chant that mentioned,
offensive, non-consensual, under age sexual harassment’
**Harassment and Assault Policies at Canadian Universities
Carleton uni rape Brittany galler
- Who was considered to be a friend
- Woke up in her room the next morning with her clothes off
- School has no direct policies or provincial oversight to implement report sexual harassment.
- Took 6 days to take any action
- Policy doesn’t specify what direction a student should do when assaulted.
-“University of Saskatchewan views the full spectrum of harassment (bullying, discrimination & sexualized violence) as
health-harming behavior that can undercut the human capacity to thrive and disrupt our working and learning environment”
Horizontal Communication
- Coworkers at the same level
- Most often work related
-informal communication “grapevines” (inaccurate but enhance teamwork & develop independence
Outward Communication
- To outside organizations
- Include client input on needs and performance
-Hospitals are using outward advocates to imply ideas for infrastructure, health care org. and more.
How do we define where we stand on this apparent communication hierarchy? (VIDEO)
- Routine Operation
- Death of wife, operation went wrong
- Awareness of who was the lead was lacking
- due to death of wife, report accountability was breached
- nurses perspectives were different
- nurse called for intensive care bed to be delivered
- Attending and physicians ignored/belittled
- caused misguided approach of procedure
CIHC Six Interprofessional Competency Framework Domains
- Interprofessional communication
- Pt/Client/family/ community centred care
- Role clarification
- Team functioning
- Collab leadership
- Interprofessional conflict resolution
INterprofessional COmmunication
- make team work communication principles
- actively listen to team members/pt/client/families
- communicate to ensure common understanding of care decisions
- develop trusting relationships with pt/clients/families/team
- use info and communication tech to improve interprofessional client-centered care (standardized communication tools)
Collective Competence
“Health care is full of highly competent individuals… BUT, only sometimes do they come together to form a competent team”
- Designing of seamless way of communicating (e-health)
- shifting for primary health care team approach (less specific speciality more collab)
- impactful point of failure
How do we adapt our thinking toward a collective competence to provide better pt care
- More seamless transfer of accurate info (ehealth)
- Shift to primary health care team approach
- Address most impactful points of failure in collective competence first (target initiatives)
Conflict management
** Reasons for conflict -> 10% difference in opinion, 90% wrong tone of voice
Interpersonal Conflict
- an expressed struggle
- between two independent people
- Perceived goal incompatibility, scare resources, interference from others
- who are attempting to achieve their specific goals
Spectrum
Mild differences - dispute - campaign - litigation - fight
Pseudo - Conflict
- misunderstanding and miscommunication - miss meaning of message
- Perception checking, watch for non-verbal cues, establish supportive not defensive climate
Simple Conflict
Different stands on issues (ideas, definition, goals)
-Clarify understanding, tackle one issue at a time, find truth in what they say, take time to cool off
Ego Conflict
Personal attacks
-each becoming more defensive about position
and issues become entangled
-try to steer back to simple conflict, focus on solving issue not the battle, write down what you want to say, vow not to reciprocate (use I language)
Myths - Conflict is always
A Sign of poor interpersonal relationship
-oversimplification as free expression of disagreement is sign of a healthy relationship
To be avoided
-normal part of relationships
Because misunderstandings
able to be resolved (agree to disagree sometimes)
Conflict Management Styles
Avoidance: Lose Lose
- Try to side step issue
- demand-withdrawal pattern
Advantage
-Time to think, cool down, assess options, put things in perspective
Disadvantage
-may appear don’t care about other person, conflict remains unresolved
-Nursing students scored highest for avoiding and accommodating behaviours
Conflict Management Styles
Accommodation: Lose - win
- give into demand
- seek approval
- avoid scene
Advantage
-Show they are reasonable, gain credibility if trivial issue, appropriate if you are wrong/made mistake
Disadvantage:
-produces a pseudo-solution because issue not resolved, others may take advantage of you, may prevent finding a real solution
-Nursing students scored highest for avoiding and accommodating behaviours
Conflict Management Styles
Competition: Win - Lose
- Stresses winning, blaming others
- Resort to threats and warnings
- appropriate if you believe position is correct and anything less harmful to you/others
- Less likely to use competing or collaborating strategies
- age was sig, indicator.
