Setting Boundaries In The Workplace

Separate assessments of my conflict style reveal that I have become primarily attuned with the integrating style of conflict management, which came as no surprise to me, as I found the results of the assessments to be accurate. However, the assessments also showed that I was nearly equal in the compromising style, leading them to be a near tie. I would be the first to admit that his has not always been the case. It has taken a fair amount of life experience and focused effort in order to move away from the predominate style of compromise

When you are in a relationship, arguments or disagreements can arise. They can often trigger strong emotions that lead to hurtful words and uneasiness. If these conflicts are not resolved in a healthy way, resentment and a dissolved relationship could follow. However, when they are resolved in a proper manner, it could promote growth between the couple and fortify the bonds of their relationship (Conflict Resolution Skills).

Understanding your own work boundaries and the limitations of your role and being aware of your own beliefs and values is valuable in ensuring you are able to review and improve on your professional practice effectively. Your position description, operational procedures, workplace documents and information from your line manager or supervisor can all guide you in remaining within your work boundaries, including code of ethics, guidelines and practice standards.

The word compromise is currently having a profound effect today in finding cooperation and negotiation among us. The concept has influenced negative feelings and behaviors in regard to the word compromise. In the article “Why is ‘Compromise’ Now a Dirty Word,” the author shows how the present impact on the skill of productive compromise is a lost art.

We blame ourselves, and then we start to question our likability, and we wonder why we don't have that fantasy group of friends that everybody else in the world must have. Conflict is a process in which people disagree over significant issues, thereby creating friction (Lulofs & Cahn, 2000). This is not a simple occurrence, but there needs to be various factors included for it to be considered a conflict. Both parties must have opposing interests, thoughts, perceptions, and feelings, and they must then recognize the existence of different points of view (Lulofs & Cahn, 2000). In addition, the disagreement is not just a one time event but something that continuously occurs. Though it can be destructive it can also be beneficial, for example a relationship with little to no conflict leads to complacency but a relationship with too much conflict can lead to dysfunctional behaviors by both

The best outcome for you is likely to involve some compromise (It is unlikely to be your ‘perfect’ outcome).

Setting boundaries is when someone marks their limits, determining how much their friends, neighbors, family, and strangers can have access to in their life. I strongly believe that creating boundaries is a crucial to do to be respected, protected, and stay healthy. Since I can remember, my family has always instilled in me that having my own boundaries are essential because they are part of self-care. Thus, forming boundaries are fundamental for one’s life because without them, anyone can interfere and manipulate your life.

In conclusion, interpersonal conflicts arise often during times of miscommuniction or the lack of transparency in relationships. In order to maintain healthy relationships, couple should practice more positive relationship maintenance behaviors like creating a safe place to offer advice and practice conflict management to resolve their interpersonal conflicts. It is how each party handles the situation that can determine if the relationship can overcome conflicts and be able to maintain the relationship or if the challenges are too damaging and will hinder the growth of the

Communication and collaboration are two very useful things arguing or not. It is important to communicate in situations because, without talking correctly, the argument will never end. The University of Rochester says, “The constructive ways of approaching conflict are compromise and collaboration” (Kopecky). Also, In conflict resolution skills the author says,“Emotional awareness—the consciousness of your moment-to-moment emotional experience—and the ability to manage all of your feelings appropriately is the basis of a communication process that can resolve conflict” (Sega). This means that you have to be mentally ready to prepare for what you have to say which also goes along with staying calm and positive. Communication can greatly impact conflicts.

Communication is essential with resolving workplace conflicts. Communicate clearly and frequently. No employee wants to be uninformed or left out of the loop, especially regarding important decisions. Communicating with each other not only helps everyone to do a better job, it reduces stress and increases job performance (Lee, 2008).

Boundaries (Dunbar) are the limits that allow safe connections between individuals (2010). The object in this sessions is to see how far a client is willing to go to succeed or fail.

It is key to remember that compromise can become an aching pain in your side. To reach a compromise usually every time there are two sides, and one side has to give up something whether it is something big or little. Still that side has to give it up and now are salty. Every time one side is going to get more then they need, while the other side gets little. Compromising gets complicated at times, and one side is left with nothing and the other getting everything, pushing aside the other side. Sometimes a compromise is not made, until on

Boundaries are important to firstly ensure that learners have realistic expectations of what practitioners can deliver. In a class environment learners need to understand the impact that their behaviours can have on other learners. Boundaries are also important because if learning promotes behaviours that an organisation considers negative the organisation will not permit the

I believe I have good boundaries, but not what they could be. I believe just the type of person I am I try to get on the other persons level and build a positive friendly rapport with everyone. If I am trying to put myself in a leader position and the individual only sees me as a friend, this could cause issues. In the past I have caught myself talking about personal things that one would not normally talk to patients about, but at the time this the way I learned how to build rapport with friends. It is important for me to remember the individuals I help are my client’s first that are seeking my help, not my friendship. I believe I have good enough boundaries where I would never end up in a situation where I am dating a patient but at Sheppard

I think that conflicts that are resolved with equal effort and commitment tend to help relationships grow stronger and last longer. For example, if my boyfriend and I got into an argument and equally communicated with one another and resolved the issue as soon as possible, this would result in a growth in our relationship. Now if my boyfriend and I got into an argument and refused to talk about and work out the problem, this would result in bigger problems and larger decisions need to be made regarding the relationship itself. Conflicts are not always classified as bad conflicts. If conflicts are constantly occurring throughout a relationship and there is not equal effort being put in on both sides of the relationship to resolve these issues, then this is no longer improving or building a relationship. This is when I believe that the two need to figure out if their relationship is worth their while. Bad conflicts are those that are not dealt with equally between the two involved and their intentions are not to overcome and build a stronger relationship. Good conflicts are those that are worked out equally and help build the relationship as time moves on. The chapter provides ways to approach a conflict and how to handle it. There are five ways people generally handle conflicts: avoidance, accommodation, competition, reactivity, or