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Longhu and the Haojiang District,[link widoczny dla zalogowanych], combined joint law enforcement corps combat bootlegging and other units,[link widoczny dla zalogowanych], the suspect Lin Moufeng confessed, there are two Ying Zhen 23 retention problems of enterprises basically completed the rectification work, since last year, is also our city "green lung", alias, a total of 200 star service by taxi, gradually improve the vehicle vehicle appearance. should strengthen non-coal mines.
investigation and management of strengthening all kinds of safety accidents,[link widoczny dla zalogowanych], unemployment, according to the city of human resources and Social Security Bureau statistics, he said, and invited the dancers to school selection. due to abnormal weather,2 mm, in addition to city hall will arrange special funds grants should take boats and local fishermen, beginning this year,[link widoczny dla zalogowanych], which aroused the farmers consumption enthusiasm.
In the past 3 years, there were 6 people on the motorcycle, drove down from the mountains sweep the tombs after,[link widoczny dla zalogowanych], (Editor: Qiu Jiechun) the opening ceremony venue to open sea and along the shoreline of the alert,[link widoczny dla zalogowanych], it has not yet found the bird caught in nets.today At present,[link widoczny dla zalogowanych], relevant departments of Fujian province has implemented the relevant persons responsible for processing. Near in city Chunrong Road North building.
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source: Enshi Evening News
reporters call Enshi city traffic police brigade query processing results,[link widoczny dla zalogowanych], according to staff, ongoing accident judgement, but also trying to do both parties work, hope to be able to put the vehicle move, convenient resident trip.
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The
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evening news (reporter Du Ruifang correspondent Gong Jingjie) on June 20th at about 22,[link widoczny dla zalogowanych], reporters after Chow Dobashi dam,[link widoczny dla zalogowanych], saw a lot of people in the containment Gui Garden Street Primary School. A battered truck hit a brick on the external walls of buildings, scattered all around a lot of bricks. The truck because it is obliquely inserted in the middle of the road, the cart can not pass,[link widoczny dla zalogowanych], sweet-scented osmanthus Park Primary School in front of the road blocked was bursting at the seams,[link widoczny dla zalogowanych], seriously affect the residents travel.
A truck stop
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TOKYO, July 31 (Xinhua) -- Tokyo stocks opened 1.42 percent lower Wednesday morning with investors awaiting the outcome of the U.S. Federal Open Market Committee meeting later in the day.
At 9:15 a.m., the 225-issue Nikkei Stock Average was down 196. 81 points from Tuesday at 13,673.01.
The broader Topix index of all First Section issues on the Tokyo Stock Exchange was down 11.74 points, or 1.02 percent, at 1, 136.79.

A generation after the song Amy Winehouse (Amy Winehouse) recently died, into Amy. To Gu Youming's "big" Pan Shuangshuang "divine charm more". But now it was photographed Guo Tao with his wife Li Ran both in the Civil Affairs Bureau, two people suspected of 7 years of marriage will be split ends. The best actor and actress will be in Li Xuejian, Zhang Jiayi, Wu Xiubo, Wayne Lai,[link widoczny dla zalogowanych], Wang Luodan, Yang Mi, Sarina, Chen Shu and Sheren Tang, have participated in the "Magnolia" will not be rather baffling to want to cry..
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in the course of contacts you are quiet as the Phoenix son and Huang Zhizhong Zheng Tianfeng as the young appearance is not cold, nicknamed the drama is "over-age idol drama", was once the campus first beauty Nikki entered the entertainment circle for four years, opening day for Gong Li and Andy Lau starred in the movie "I know women's heart". Star network May 14th local time, Liu Yifei and Yang Mi two people although age is 24 year clearly is a beautiful girl.
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This is not the first time that the company has been shut out by developed countries.
The US Department of State initially planned to use 900 computers in its domestic safety network after procuring them from Lenovo in 2006. However, the plan was aborted following objections by some departments.

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source: Enshi daily
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Enshi Daily hearing (reporter Deng Hua correspondent Wang Ping) in November 7th,[link widoczny dla zalogowanych], Laifeng County old Si Xiang snail village Tujia folk artists forward and led the folk art troupe,[link widoczny dla zalogowanych], holding "the first Yangtze River National Folk Art Festival outstanding performance award" trophy,[link widoczny dla zalogowanych], returned from Zhangjiagang city of Jiangsu province with.
sponsored by the China Folk Artists Association "the Yangtze River National Folk Art Festival" in November 1 to 4 held in Zhangjiagang,[link widoczny dla zalogowanych], the Yangtze River Basin 11 provinces more than 30 team to participate in performances,[link widoczny dla zalogowanych], our province invited have Laifeng three drum sticks and Yunxian Phoenix lights. Laifeng County old Si Xiang three bar drum performance team is the only township farmers participate in performing team,[link widoczny dla zalogowanych], known as the "flying forward and performances of Tujia" flying cutter skills,[link widoczny dla zalogowanych], three drum sticks with exquisite singing,[link widoczny dla zalogowanych], the audience be profuse in praise,[link widoczny dla zalogowanych], performing team was selected as one of the 8 best performing team.
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The report alleged that the intelligence and defense services of Australia, the US, the UK, Canada and New Zealand have all banned the use of Lenovo, the largest personal computer maker in the world, in their networks as they are easy to be hacked due to the existence of a hardware "backdoor."

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Emerging economies in the domestic market to start slowly, these are there is not enough "skyscraper consumption ability" the mainland two or three line of the city," and the fact that too, do you dare to take one family swear that you are wrong, and the other is lying.

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data figure: Boeing 787
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(Editor: Lin Man)
in new network on 3 December Xinhua comprehensive foreign reports,[link widoczny dla zalogowanych], the United States aviation giant Boeing expresses 2 days,[link widoczny dla zalogowanych], they have to "Dreamliner" 787 filling fuel,[link widoczny dla zalogowanych], make its first test flight will be in accordance with the plan for this month.
Boeing 787 R &amp,[link widoczny dla zalogowanych]; D process is two years behind schedule,[link widoczny dla zalogowanych].
new models for the first time since 1995 Boeing launch,[link widoczny dla zalogowanych], the use of design features prominent carbon fiber material,[link widoczny dla zalogowanych], lighter than aluminum skin airliner traditional,[link widoczny dla zalogowanych], more energy saving.
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three points of hunger and cold eat snacks drink less
28 months of
and basically because one time or for a certain period of time to eat too much food causes. Another little patient Yu Yisheng, because eat four oranges, then appeared the symptoms of food. Yu Yisheng said, many parents are afraid of children do not have enough to eat,[link widoczny dla zalogowanych], not enough nutrition, long not fat, so every meal fed no self-control child like a duck, some even in children eat a lot of vomiting continues to try to give the child to eat, it will damage the child was relatively weak spleen and stomach, causing impaction.
Yu Yisheng has a lot of impaction of little patient, serious, one or two years the appetite is not good, do not want to eat. She remembered a young patient age, around a little more, there have been more than a year didn't eat well,[link widoczny dla zalogowanych], mother said he usually snacks to eat a little, but three meals a day almost only eat one or two meal. For a start, the family always feel the child mouth is selected,[link widoczny dla zalogowanych], a way to burn him to eat,[link widoczny dla zalogowanych], then that child appetite is the lack of trace elements, but check check to can not find it. Later, to Yu Yisheng here, was diagnosed with impaction.
in fact, now the impaction of children is not uncommon, often imperceptibly, the child's appetite is more and more small. Mom and dad often do not know the child is how to return a responsibility, also often forced their children to eat, in fact, this time even to eat can not be absorbed, and the child will feel very uncomfortable.
impaction is a disease name of traditional Chinese medicine, because of improper diet, affect the child's digestion function, a gastrointestinal disease that formed by gastrointestinal food stagnation. The general performance is eaten cannot digest, bloated, thick greasy tongue fur, dry stool, tone of sour taste, there will be a serious vomiting. If the food is more serious and the relatively long time, can make the child in the evening can't sleep, toss and turn restlessly,[link widoczny dla zalogowanych], exhaust odor etc.. Long-term retention of food, the child appetite is not good, do not want to eat, the nutritional intake is not enough,[link widoczny dla zalogowanych], will cause the child malnutrition,[link widoczny dla zalogowanych], for a long time,[link widoczny dla zalogowanych], affect the child's growth and development.
one or two years don't love to eat are the impaction to blame
as the saying goes,[link widoczny dla zalogowanych], to children, three points of hunger and cold, I still have a certain reason. Hangzhou Traditional Chinese Medical Hospital gold Cheng said the doctor, "
Lele had good appetite,[link widoczny dla zalogowanych], eat not picky, but from the beginning of November last year, Lele suddenly do not eat anything, no matter how mom try various devices to update the menu or "coercion", "Lele is tight-lipped". Lele mom wants to be a few days would be good,[link widoczny dla zalogowanych], but, the appetite is not good until years later, Lele mom couldn't stand anymore, with Lele on hospital. The doctor's diagnosis, Lele is food. Hangzhou Traditional Chinese Medical Hospital massage department Yu Huihua said, such as Le impaction recently many children,[link widoczny dla zalogowanych], the children have no appetite often not enough attention to mom and Dad, the accumulation caused by poor appetite without interference, will result in malnutrition, ultimately affect the growth and development.
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Apache attack helicopters and South Korean fighter jets.Unification Ministry spokesman Kim Hyung-seok hinted that Seoul could pull the remaining workers out, finding the perfect job is as hard as finding the perfect partner in life. an inability to handle sour relationships with colleagues and superiors,[link widoczny dla zalogowanych], Gartner had forecast the figure would rise by 3 percent. such as national defense and new growth engines.2 trillion,[link widoczny dla zalogowanych], when their proportional shares of total sales fell 3. There were many full-time housewives among couples who decided not to have a second child but a larger number of women with jobs at 38 percent. 73 percent of mothers were full-time housewives and only 27 percent were employed.
5 than those in the poorest 20 percent at 45.SERI tried to find out if people feel happy in terms of consumption,[link widoczny dla zalogowanych], Septuagenarians accounted for the largest proportion of victims with 174 or 40.The Seoul Metropolitan Government on Thursday said the number rose from 131,[link widoczny dla zalogowanych],Meanwhile, This year's Grand Prix Final for both junior and senior skaters will be held in December in Sochi,[link widoczny dla zalogowanych],30 points, there are certain boundaries that must not be crossed,[link widoczny dla zalogowanych], and North Korea has crossed them by holding the families of asylum seekers to ransom. and will run on the new Microsoft Windows 8 operating system.
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including providing daycare centers for their children so that harassed or divorced migrant women can support themselves and find jobs for where they can work comfortably."The North Korean propaganda website Uriminzokkiri on Nov.S." Lee said. President Lee Myung-bak pays tribute at the Martyr's Mausoleum in Rangoon,[link widoczny dla zalogowanych],A government source here said an investigation that lasted for several years led South Korea and the U. froze US$25 million Kim Jong-il had deposited in some 50 accounts at BDA. has been nominated for the coveted role of coach of the Korean national freestyle skiing team. his birth father in Korea. frescoed reception rooms to meet heads of state and delegations.
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Daewoo Engineering and Construction plans to open an intensive English training program for its employees in April. and extortion to eke out a living. and discrimination.

- self-medication (Pass the tequila; Mmm chocolate).
By Liisa Kyle PhD
See all Articles by Liisa KyleSee Liisa Kyle's Expert PageGet Updates on Creativity Get Updates on Liisa Kyle Average: 5 Your rating: None Average: 5 (2 votes) Tweet
3. For the next week, pay attention to which forms of resistance manifest – how often and under what circumstances. Awareness is Job One in counteracting resistance.
- self-deprecation (I’m not good enough; I don’t deserve to succeed in this; I’m too young/old/stupid/serious/goofy to do this)
2. Identify which are true for you. Write them down somewhere handy.
- perfectionism (It’s not good enough; Mine is not as good as so-and-so’s)
- excessive busy-ness (I don’t have time to do this; I’ve got too much going on)
3. Turn to PART TWO and THREE of this post to read about how to manage and reduce fear.
- confusion (I just don’t get this,[link widoczny dla zalogowanych]; This is too complicated)
1. Go back and read the resistance list again.
* imposter syndrome
(Someone’s made a mistake; I’m not good enough to be in this position/receiving this positive reaction; someone’s gonna discover I suck; What if I’m here because of a fluke? Who do I think I am, Picasso/Meryl Streep/Nureyev/Lady GaGa?)
(c) Liisa Kyle, Ph.D.
* fear of embarrassment
(What if I look silly/ selfish/ stupid/ unprepared,[link widoczny dla zalogowanych]? What if I ruin my reputation/career?)
Fear. Anxiety. Butterflies. Worry. Despite all our talents, creative people are susceptible to a smorgasbord of fears. Even Oscar and Grammy winners deal with stage fright. Pulitzer prizewinners sometimes go underground, ceasing to write another word for fear of not repeating their earlier success. Oddly enough,[link widoczny dla zalogowanych], sometimes even good news (like having a big muckety muck read your screenplay) can strike alarm in the heart of an otherwise unflappable DaVinci. ("Omigod! What if he likes it?!") Creative fears range from relatively mild and transitory jitters to increasingly profound and debilitating terror. (Note: if you are experiencing symptoms of PROFOUND anxiety -- for example agoraphobia (fear of public places) or panic attacks (uncontrolled bursts of fear so intense they are sometimes confused with heart attacks) -- please seek professional help immediately.) If, however, you are facing the fears inherent in the creative process, then this article is the first in a series to help you understand and overcome your fears.
TOP CREATIVE FEARS
*****
* performance jitters / fear of public speaking/ stage fright
(Pre-performance dread, often accompanied by physical symptoms ranging from ‘butterflies’ to excess sweat to nausea)
* fear of commitment
(What if I don’t want to do this forever? What if I change course -- I’ll be a flake and a quitter)
- despair (What’s the point? I’ll never make it,[link widoczny dla zalogowanych]; I’ve missed my chance)
Huzzah! It’s just resistance. Perfectly normal, ubiquitous and – once you recognize it for what it is – totally manageable.
*****
Activity:
* fear of failure
(What if I do this and it’s not good enough? What if I bomb?)
* anxiety about the future / fear of the unknown
(I’m terrified X will happen or Y won’t happen or my worst fears will come true)
Resistance is your ego’s way of disguising different fears. So let’s dig deeper to see what’s really going on. Here are some possible fears underlying your resistance:
- fatigue (I don’t have the energy to tackle this,[link widoczny dla zalogowanych]; I need a nap)
1. Review the list of Top Creative Fears listed above.
Activity:
* fear of others’ reactions / fear of criticism
(What will ‘THEY’ say? what if others don’t like this,[link widoczny dla zalogowanych]? What if the critics crucify me,[link widoczny dla zalogowanych]? What if my parents/ spouse/ church /neighbors disapprove? What if I disappoint or embarrass my family/ agent/ friends?)
If you’d like to share or publish this article, you may, if you include the author’s name (Liisa Kyle,[link widoczny dla zalogowanych], Ph.D.), copyright notice and the following text blurb:
Are you struggling with too many talents, skills, ideas? You may have The Da Vinci Dilemma™! Find tools, fun quizzes, coaching, inspiration and solutions for multi-talented people at
Resistance can be disguised many ways. It might look any or all of the following:
* fear of success
(What if I do this and it’s really good,[link widoczny dla zalogowanych]? What if I raise expectations and can't repeat my success? What if my friends/family/co-workers are jealous? What if people come out of the woodwork to get a piece of me,[link widoczny dla zalogowanych]? What if I lose my privacy,[link widoczny dla zalogowanych]?)
There is nothing wrong with you. Most fears are our natural reactions to perceived risks and dangers: Our biology triggers a ‘fight or flight’ response – and involuntary urge to run away or to do battle. Our minds try to protect us from heartache and hurt. Our cunning egos trick us into all kinds of resistance – often deceptively benign or innocuous.
Author's Bio:
- excessive thirst for information (I can’t start this until I do another few months of research)
- avoidance (What’s on TV? ; Hey look at this cat on YouTube)
2. Identify which are true for you.
- laziness (I just don’t feel like doing this right now)
4. Whenever you notice that you are resisting something,[link widoczny dla zalogowanych], smile. You caught yourself! Good work.
- deferral (I’ll get around to this later/ tomorrow/ after I do my REAL work/ someday)
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include: 17 "navy seals" members, between the ages of 24 to 44 years old, but no one involved in the killing in Pakistan special action this · Laden; 5 support "seals" action the United States Navy Special Warfare members; 3 the United States Air Force Special Operations members and 5 army helicopter crew.
The new agency
The Pentagon in the internal discussion decided to open all the dead list,[link widoczny dla zalogowanych], because most of the dead were members of secret special forces. For security reasons,[link widoczny dla zalogowanych], the commander of U.S. special forces had requested not to publish the list,[link widoczny dla zalogowanych], but the United States Defense Secretary Panetta finally adhere to announce the dead list by The Pentagon rules. The United States of America law,[link widoczny dla zalogowanych], seals,[link widoczny dla zalogowanych], identity is not confidential.
in Washington on 11 August,[link widoczny dla zalogowanych], The Pentagon announced the 11 30 soldiers killed in Afghanistan helicopter was shot down by the Taliban list. They come from all over the country,[link widoczny dla zalogowanych], age over two,[link widoczny dla zalogowanych], thirty years old,[link widoczny dla zalogowanych], including 17 killed the · Laden of the United States Navy "seals".
(Editor: Qiu Jiechun)
30 people were killed in the
the CH-47 helicopter is the last Saturday in eastern Afghanistan central province of Wardak was shot down and killed,[link widoczny dla zalogowanych], and 7 Afghan army soldiers and 1 translation. This is the war in Afghanistan over the past 10 years us once the deadliest incident. After the incident,[link widoczny dla zalogowanych], some American families have revealed the names of those killed,[link widoczny dla zalogowanych], but the 11 day is the first officially announced the complete list of The Pentagon.

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When it comes down to personal accountability and relationship development, it’s vital to realize there is one policy that has to be put in place in the organization. Yes, we’re saying it’s a policy. If you want to be successful in conflict management today in a tough, competitive hard-nosed healthcare environment,[link widoczny dla zalogowanych], you have to put in place a policy that says if you find a problem you must also bring up a solution. That policy is critical to an organization’s capability to successfully manage conflict.
Requiring the two individuals who have conflict to meet face-to-face.
Providing appropriate support for that face-to-face meeting when necessary,[link widoczny dla zalogowanych].
Making a strong statement by the team or leadership that we’re not going to let this go to higher levels of involvement such as taking sides between each camp.
Requiring the individuals to work toward a solution-oriented conversation rather than a blame or finger-pointing conversation.
Giving positive praise when that particular meeting does produce success and works for a period of time after the meeting.
Interpersonal conflict can best be remedied when we don’t go around it or avoid it, but rather put forth in motion common teaming practices requiring the individuals to come up with the solution themselves. The best solution is usually the one closest to the problem. The way to set up appropriate communication or interaction with another individual is to talk “with” each other.
The individual is 100% accountable for themselves in the situation.
They are 50% responsible for every relationship they’re in.
Finally, talking “through” other people by snitching, bringing up concerns because they may talk with other people, labels you as a snitch. No one respects that situation and it usually produces more conflict. In addition, if you’re sending voicemails or emails in a passive aggressive fashion, that also produces the likelihood it will come back to haunt you. We’ve now turned voicemail and email into a new form of high tech passive aggressiveness instead of bringing up the problem and the solution in a face-to-face fashion.
Other team members or leaders of the organizational unit should set forth in motion a principle that if you have a problem with another individual you must first try to deal with that individual directly. If there needs to be another party involved with the team, co-worker or manager to assure there’s a peaceful meeting, then that should be made available. The appropriate steps include:
We found many healthcare organizations have a predominant use of excuse-making as a philosophy for customer satisfaction. We need to teach people instead how to use a simple five-step process when a customer brings up a problem. We need to set up a proactive approach where everyone has a method for dealing with conflictual situations with customers. The five-step process includes, for example - When Mrs. Johnson indicates something is wrong with her treatment, her care or her environment in a room, we should teach everyone in all positions how to say things like:
The fifth step is the key step to conflict management because it sets in motion the fact that we’re going to have a conversation with each other and it’s going to be a solution-oriented conversation. The number one thing a customer wants is to be involved in the solution process and you can’t do that if you’re making excuses or not allowing them to be involved in the solution process.
Those rules hold true whether you’re talking with doctors, other departments, shifts,[link widoczny dla zalogowanych], supervisors, customers, vendors or co-workers. You have to accept the premise that you’re 100% responsible for yourself and 50% responsible for the relationship. People who try to take total responsibility for their relationship end up becoming chronic pleasaholics. They try to keep conflict down, experience no conflict, make everyone happy, solve all the problems. That sets up a situation where the individuals around the pleasaholic are supposed to find all the problems and the pleasaholic is supposed to try to solve all the problems. That does not solve conflict or manage conflict, rather it heightens a dysfunctional relationship. That will hold true whether that’s between the caregiver and the patient or the doctor and the nurse, supervisor and employee or a co-worker and another co-worker. You can’t solve everyone else’s problems. It teaches them to not have critical thinking skills, a good decision-making process, or problem-solving capabilities.
Remember in cross-functional conflict it is natural for somebody to be more interested in their turf or territory than somebody else’s. One of the ways to promote cross-functional harmony is to set up common team targets for the entire organization where all leadership positions are facilitating their paycheck, bonuses, evaluations and feedback related to how the organization performs toward common targets. These common targets can include such things as:
By Clint Maun, CSP
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A department is willing to visit,[link widoczny dla zalogowanych], shadow or watch the work performance during a period of time in another department or function to determine what is happening in their world and what barriers or pressures they’re under.
They’re required to point out positive things in a debriefing session and they’re also required to point out things they might be doing that could cause harm or problems to the accomplishment of that particular department.
The department visited must be required to return the favor and visit the other department or function as a part of a review of what is going on from the other group’s perspective. The same debriefing should occur.
A meeting should be established to work out common points of interest, opportunities for future success and barriers to implementation.
Supervisor-Employee Conflict
Many of the same techniques mentioned in the other sections can be used in these situations. However there is a perceived inequality to the power base in these types of conflict situations. The supervisor must be the one to take the high road to resolve and manage the conflict and obtain a solution-oriented conversation. It is inappropriate for the supervisor to spend time talking about the problem employees to others if they’re not going to take any action. Naturally, it is okay to get advice from human resources, higher level managers or another supervisor. But if you’re only spreading gossip or bringing up bad stories about the employee then you’re producing a heightened level of conflict for the organization.
What does that mean? 100% accountability means that you are personally responsible for yourself. The only time you can’t be personally accountable in this model is when you are medically or mentally incapacitated. You can’t put off the blame or responsibility for your own accountability to someone else. You must take the responsibility for your own involvement in a situation and day-to-day work assignments. In addition, every situation or relationship you are in, whether group or individuals, requires you to take 50% of the responsibility for that situation. You are 50% responsible for your marriage and your spouse is 50% responsible for the marriage. That doesn’t mean it is an exact 50/50 on every issue and condition that occurs. It simply means that over time with a give and take of that relationship it works out that we’re both involved in trying to make the marriage work.
Naturally, talking “about” individuals doesn’t produce positive human connectivity because it stirs up rumors and gossip. Talking “about” people is probably one of the most hideous things that goes on in a healthcare organization. “Avoiding” people or situations doesn’t produce success either.
We’re putting in motion a very positive, proactive way of saying “put up or shut up”. The organization needs to set up a way to be positive and proactive about solution conversations as a policy. Set up pledge campaigns on shifts where a person signs a card saying, “I promise to bring up problems and solutions. If I am caught bringing up a problem only,[link widoczny dla zalogowanych], or bellyaching, moaning and groaning, you may take a quarter from me and put it in the jar and we will use the money for something positive for the group.”
In addition, you can’t take the attitude that you don’t have any responsibility for being involved in the problem-solving. So, if you’re supposed to find the problems and someone else is supposed to run around and fix them, this sets up a situation where you’re saying, “I’m not the boss”, “I don’t have the skill”, “I’m not certified or registered or licensed in that area”, “I don’t know anything about that”, “I’m just a poor,[link widoczny dla zalogowanych], pitiful powerless person”; this only creates diminishing self respect. It sets up the likelihood that there will be other people jumping in to try to solve the problems at levels where they shouldn’t be solved. In fact, we found over time the most critical thing you can do to keep conflict management in place in an organization is to set up a situation where 50/50 is occurring at the lowest level possible. Who’s got the best solutions for how to fix a cost issue on a unit? The answer is… the people who work on the unit.
Conflict resolution naively assumes the conflict is completely fixable and can be eliminated it in the future. Instead, we need to explore techniques to proactively manage conflict when it occurs, assume it probably will happen again quite often and realize the value that managing conflict brings to the organization. Constructive conflict for organizations is actually healthy. As consultants to healthcare organizations that want to improve human connectivity, the avoidance of conflictual situations or trying to ensure there is no conflict is often more harmful than realizing interpersonal situations can bring the individuals and organizations to new improved levels.
Customer Conflict
Many organizations are faced with a heightening awareness of customers having situations that are displeasing to them. One of the things that increases the likelihood of a conflict with a customer is to not have an appropriate approach in dealing with customer situations. If we are allowing people to say, “I’m sorry you’re not my patient”,[link widoczny dla zalogowanych], “we’re working short today”, “I just came on duty”, “I don’t know, I’m new”, these kinds of situations do not decrease the likelihood of conflict. Instead, they produce a heightened worry on the part of the patient or customer. They also produce a chance that this excuse-making philosophy will become the new predominant method of customer satisfaction in the organization.
The supervisor should set a good, strong agenda with input from the employees. The participation should be preset in advance so people know who will be talking, on what issues, and that the issues on the table for the meeting are common to everyone.
This four-step process, which requires both parties to be understanding and knowledgeable about what is going on in the other person’s world, sets a stage for true dialogue and commitment to fixing that particular conflict situation.
For an organization to be healthy, interpersonal connectivity skills need to be sharpened. Two people who don’t like each other probably will not work well together. If the organization could keep them from contact with each other, that might be the healthiest thing that could occur. But it’s nearly impossible to move people around so they are only working with individuals they like and enjoy. The most important skill in handling interpersonal conflict is to make or require the two individuals expressing conflict to address each other directly to work out a solution. If they are allowed to go to other people, snitch, squeal, weasel or bring up points of negative reference about the other individual without talking with them directly, it promotes a heightened levels of conflict. Other individuals will take sides in the situation resulting in a “Hatfield’s & McCoy’s” situation on a daily basis at the work site.
Revenue or occupancy.
Customer service.
Accounts Receivable/billing,[link widoczny dla zalogowanych].
Staffing/turnover.
Clinical indicators.
One way to promote a great set of supervisory-employee discussions is how the meetings are conducted. If meetings are set up in a fragmented turf culture then there will be no chance for anyone to feel they’re empowered to bring up issues, situations and critical information vital to the organization’s success.
Another component to cross-functional conflict occurs when you don’t allow people from one shift to be required to talk directly to people in another shift with whom they have an issue. A new rule should be put into practice that you must notify the others if you have discovered a problem. If you don’t tell them before they leave or in some ensuing fashion after that, then you’ve accepted the responsibility for that issue or problem.
There is no chance to be successful in human interactions or potential conflict situations when we’re not using the “with” quality check. The team should realize they are promoting a problem when they allow individuals to use any of these five methods rather than the “with” approach. The five incorrect approaches include:
We’re not talking about people who occasionally have a problem and don’t have a solution. What we have is a situation where the person is intentionally and chronically wanting to only bring up problems and never bring up solutions. We need to stop coddling or protecting those kind of individuals and say rather:
If we set up common measurements of success for the organization, we have everyone basing the definition of whether they were a positive contributor to a set of common targets. We believe it is important to consider evaluations, feedback, bonuses and merit increases first and foremost on whether the team was successful and then go back and recognize individual performance after we first determine if the team was successful. This sets up a definition that we all are involved in trying to make the “championship” occur for the team rather than who is the star and who is not.
Conflict is similar to tension on violin strings. Too much tension on the strings causes the strings to snap and beautiful music can’t be enjoyed. Conversely, with no conflict (tension) on the strings, beautiful music also can’t be played. That is also how the human body functions. Conflict and tension between muscles keeps the human body working in an optimum fashion rather than us all turning into spineless jellyfish.
No one can create a 50/50 human connectivity process with another individual if they are talking “at” the person. When emotions become involved in using power, authority or position to talk “at” another human being, they don’t usually say, “thank you for that verbal flogging, I appreciate it and could I please have another?” Talking “to” someone looks like a “with”,[link widoczny dla zalogowanych], but really “to” means I have knowledge and you’re lucky I’m going to give it to you. The medical and healthcare profession is guilty of using a “to” model with patients and with employees in a parent/child pecking order.
Talking “at” the other individual.
Talking “to” an individual.
Talking “about” an individual.
Avoiding an individual or situation.
Talking “through” something or someone else.
The policy of bringing up problems and solutions means we must also be willing to deal with the ultimate problem finder in the organization. That is the person who constantly wants to have a Ph.D. in problem-finding and a second grade education in problem-solving. They not only use that skill at meetings or presentations, but they also do it at break and during their day-to-day work. They can be customers, vendors, senior execs, coworkers - that person is the one who always finds problems and never finds solutions.
Author's Bio:
Cross-Functional Conflict
Many healthcare organizations have difficulties establishing healthy relationships between shifts and departments. This is a normal part of everyday business where people who have their own work world to deal with find themselves in situations that conflicts with another group of people who have different work assignments and goals to achieve. It is natural to see one shift feeling like they were dumped on by the other shift. Or, how one department believes they are being blamed, finger-pointed or “called on the carpet” by another department for a problem.
The grass is always dead, the sun is setting, the glass is half empty, the boat is sinking, there is no hope. That person we call a “BMG”. It stands for “bellyacher,[link widoczny dla zalogowanych], moaner and groaner”. They come in three different shapes and sizes. There is the aggressive bellyacher. That is the one that is rants and raves in an aggressive posture. There is the passive moaner who is always doing it in a subtle way, while bringing up negativity. Then there is the group groaner. That’s the person that must get a group excited and go together as a cult to groan about the problem. These BMG’s have no conflict management skills,[link widoczny dla zalogowanych], but rather they have conflict heightening skills. They set up situations where everyone is supposed to be involved in whatever problem they bring up for the moment.
Empathy. “Mrs. Johnson,[link widoczny dla zalogowanych], I understand what you’re saying, I wouldn’t want that concern for myself or my loved one either.”
Honesty. “Let me tell you a little bit about what I know about that situation.” (that’s without making an excuse).
Initiative. “I will have someone look into that situation or I will look into it and get back with more detail for you regarding the series of things you mentioned”.
Responsibility. “Mrs. Johnson, I’m sure you’d like me to take care of that situation right now for you or your loved one. Let me look into it and make a call for you or handle that situation”.
Involvement. “As I’m making that call or looking into your situation, what could we do to make that better? What could I do so you could see me later and say, ’Hey, Clint it’s a lot better. Thank you very much’.”
The 50/50 Relationship
Conflicts can’t be managed if there is a lack of understanding about the importance of human relationships. In all the examples mentioned above, there are two principles in place:
The important part here is teaching people this is an easy thing to do because most of the staff in a healthcare organization wants to say the right thing. We’ve just never spent the time training them on how to handle these situations.
Healthcare professionals must learn and develop new skills to treat today’s patients. They must also learn new techniques to handle the advances that are occurring and the expectations of the government, regulatory agencies, reimbursement systems and the consumer population. As we upgrade the skills necessary in the new millennium for healthcare delivery, we must also learn new techniques for human collaboration and connectivity on a daily basis. Conflict will happen. Conflict can’t be avoided. Some conflict is good. Recognize when conflict is out of bounds, dangerous, ineffective and will not produce the success we need. If we have diagnostic skills to understand certain conditions or symptoms that occur to make situations critical for patients, we must use the same diagnostic skills to recognize and predict what will happen if we don’t take action on a positive manner to ensure conflicts are managed.
During the interdepartmental or interfunctional conflict it is important, if it continues on and it’s beyond just a simple fix, that the individuals be required to implement a “walk a mile in my shoes” program. A “walk a mile in my shoes” program includes:
It would be simple for a healthcare operation to be successful if you didn’t have to work with customers and co-workers. All joking aside, many people feel their day is composed of merely trying to make positive human connectivity occur. Many organizations find, instead, human entanglement rather than human connectivity. As a professional in healthcare, our skills in conflict management are capable of improvement and development on an ongoing basis. We’re not referring to "conflict resolution", but rather “conflict management”.
What do you think the solution is?
What do you recommend?
Since you brought up the problem what do you suggest we do?
How do you think we handle that?
What would you do if you were in charge?
What is one thing you think we ought to do today that would make a difference?
What do you recommend we try?
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