Managing conflicts in the family work environment are vital since family meetings present a challenge for family business consultants. Conflict is opposition or disagreement. It arises when individuals faced with opinion differences try to change the feelings, thoughts, or behavior of others. Families, therefore, have to come up with strategies to reduce the conflicts in the family. One approach is modulating emotional reactivity. Human beings are sensitive to signals, thus generate an immediate emotional reaction leading to conflict. To modulate reactivity, a consultant may request that each participant address him or her directly, minimizing family member’s interaction. Changing the focus of attention is another strategy that minimizes conflicts, thus managing disputes in the family work environment.
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CONFLICTS IN THE FAMILY WORK ENVIRONMENT
Managing conflicts in the family work environment start with first understanding the differences. Families can be a huge source of conflict. Virtually every family deals with some drama in the course of their existence. How family members respond to that drama can make or break a family. Often, conflicts in the family don’t get resolved but get managed. Family member’s conflicts affect the workplace of the individual family members when the workplace gets identified as a family. A family-like culture tends to hire people based on their cultural fit with others, rather than job abilities. Organizations should, therefore, not use the family metaphor since the family work environment concept is a hindrance.
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MANAGING CONFLICTS BETWEEN HEALTHCARE PROFESSIONS AND FAMILIES
Managing conflicts in the family work environment prevent other conflicts from arising, such as healthcare professions and family disputes. Conflicts during communication in multi-ethnic healthcare settings are an increasing point of concern due to societies increased ethnocultural diversity. During critical care, patients are often unable to communicate; thus, family members’ communication needed. Conflicts in the family may affect the family’s decisions on whether or not to limit life-sustaining treatment. It is known that families from ethnic minority groups are at a higher risk of stress and potential conflict. The conflicts compare to families from the ethnic majority group who have lower chances of disputes. The conflicts are due to their different ethnocultural backgrounds. The family work environment can also pose a challenge in communication with the health care professions.
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