1.
AIHA
Public Health. Stress and Conflict.
Dr.Temur Barkalaia,MD
Tbilisi, Georgia 2022

2.
AIHA
Stress and Conflict
Dr.Temur Barkalaia MD
2022. Tbilisi Georgia

3.
AIHA
DEFINITION OF KEY TERMS
• When we use the term conflict,
we are referring to perceived
incompatible differences
resulting in some form of
interference or opposition.

4.
AIHA
DEFINITION OF KEY TERMS
• Conflict occurs whenever
disagreements exist in a social
situation over issues of
substance and/or emotional
antagonisms.

5.
AIHA
DEFINITION OF KEY TERMS
• Conflict refers to all kinds of
opposition or antagonistic
interaction. It is based on
scarcity of power, resources and
social position, and differing
value structures.

6.
AIHA
DEFINITION OF KEY TERMS
• Conflict might be defined as a
disagreement between two or
more individuals or groups.

7.
AIHA
DEFINITION OF KEY TERMS
• Conflict occurs when two or
more people or groups perceive
that they have incompatible
goals and an interdependence of
activity. (Communication,
Values, Organizational Culture
and Philosophy,Overlapping or
ambiguous and Time pressures)
(Fli

8.
AIHA
DEFINITION OF KEY TERMS
• Avoidance —a conflict management strategy
that attempts to bypass the problem.
• Traditional conflict management —a
philosophy of conflict management that
assumes all conflict is bad and should be
removed.
• Behavioral conflict management —a
philosophy of conflict management that
assumes conflict is inevitable because
"people are people."

9.
AIHA
DEFINITION OF KEY TERMS
• Proactive conflict management —a modem-
day philosophy that assumes conflict can be
good or bad and the issue becomes one of
managing conflict
• Constructive conflict resolution —a strategy
for resolving conflict that is good for the
individuals and/or organizations.
• Destructive conflict resolution —a strategy for
resolving conflict that is harmful to the
individuals and/or organization.

10.
AIHA
DEFINITION OF KEY TERMS
• Smoothing —a conflict management style of
"patching things up" or "smoothing things
over" to try and maintain harmony.
• Win-lose conflict —a situation in which one
party to the conflict wins and the other(s)
loses.
• Lose-lose conflict —a situation in which the
multiple parties to the conflict all lose

11.
AIHA
DEFINITION OF KEY TERMS
• Win-win conflict —-a situation in which all
parties in a conflict situation win
• Conflict trigger —a force or situation that
causes the likelihood of conflict to the higher
than would otherwise be the case.
• Dominance —& conflict resolution strategy
that involves forcing or imposing a solution to
a conflict situation on the affected parties.

12.
AIHA Differing Views On and
Solutions To Conflict
• Traditional
–"Stop your bickering and go back to
work."
• Behavioral
–"Come on now; can't we all
compromise a little?'
• Interactionist
–"What's the real problem here?"

13.
AIHA
Conflict Management
1- Undesired 2- Undesired
3- Desired
High
Low
Degree of conflict
Individual
and
organizational
performance

14.
AIHA
Conflict Management
Is the
desired
level
of conflict
present?
Is there
too much
conflict?
Is there
too little
conflict?
Continue to Monitor
And Take no
Present action
Yes
Resolve Conflict
Stimulate Conflict
•Communications
•Use outsiders
•Change Structure or procedure
•Encourage competition
Expand
resources
Avoidance
Superordinate goals
Smoothing
Compromise
Forcing
Problem Solving
Yes
Yes
No
No

15.
AIHA Conflict Management
Summary
• A problem-solving attitude toward
conflict is preferred if time and
other situational factors allow for it.
• Supervisors and managers spend a
considerable amount of time
resolving conflicts.

16.
AIHA Conflict Management
Summary
• Conflict has many sources and the
more informed the supervisor is
regarding these sources, the better
prepared he or she will be.
• There are several methods for resolving
conflict, and the supervisor will have to
evaluate which situation to determine
the appropriate choice.

17.
AIHA Conflict Management
Summary
• Some of the easier techniques for
managing conflict, such as avoiding a
situation or smoothing it over, will
probably not resolve the real problem, and
the conflict will remain or become worse,
• Three supervisory reactions to conflict can
be categorized as avoiding, problem
solving, and stimulation. The latter two are
the preferred choices.