Vi har inga konflikter, men... - en studie om hur personal inom äldreomsorg ser på konflikter, ansvarstagande och förebyggande insatser
(2010) SOPA63 20101School of Social Work
- Abstract (Swedish)
- Syftet med studien var att undersöka hur personal inom äldreomsorg definierar konflikter, vem de anser bär ansvaret för att lösa konflikter samt hur de ser på konfliktförebyggande insatser. Jag har använt mig av en kvalitativ forskningsmetod och intervjuat sex anställda på ett vårdboende inom kommunal omsorg i Helsingborg stad. Jag har analyserat mitt material genom Granérs modell som definierar olika typer av konflikter. Mitt resultat visar att personalen inte kunde enas om en allmän definition för innebörden av konflikter, dock upplevde personalen begreppet som laddat och känsligt. Resultatet visade att personalens syn på ansvarstagande var relativt lika. Personalen ansåg att det finns en turordning, det vill säga vem som har mer ansvar... (More)
- Syftet med studien var att undersöka hur personal inom äldreomsorg definierar konflikter, vem de anser bär ansvaret för att lösa konflikter samt hur de ser på konfliktförebyggande insatser. Jag har använt mig av en kvalitativ forskningsmetod och intervjuat sex anställda på ett vårdboende inom kommunal omsorg i Helsingborg stad. Jag har analyserat mitt material genom Granérs modell som definierar olika typer av konflikter. Mitt resultat visar att personalen inte kunde enas om en allmän definition för innebörden av konflikter, dock upplevde personalen begreppet som laddat och känsligt. Resultatet visade att personalens syn på ansvarstagande var relativt lika. Personalen ansåg att det finns en turordning, det vill säga vem som har mer ansvar än någon annan för att lösa konflikten. Personalen ansåg att det först och främst var de inblandade i konflikten, sedan gruppen och sist chefens ansvar att lösa konflikten. Dock ansåg några att chefen har det övergripande ansvaret. Mitt resultat visar på att personalen generellt är positivt inställda till konfliktförebyggande insatser, men att det inte är helt enkelt att beskriva hur ett förebyggande arbetet ska se ut. Personalen gav dock många förslag till vad som kan vara konfliktförebyggande insatser, såsom: att lyssna, informera, uppdatera, ställa upp och ge, öppen kommunikation, vara ärlig, ta ansvar, vara öppen för att utvecklas, ta saker på allvar, arbeta efter riktlinjer, följa rutiner och arbetsplatsträffar.
Sökord: konflikt, konflikthantering, arbetsmiljö, äldreomsorg (Less) - Abstract
- The purpose of this study was to examine how staff in the care of the elderly define conflicts, who they believe is responsible for resolving conflicts and how they look at conflict prevention. I have used a qualitative research method and interviewed six employees in a nursing home in the community care in the town of Helsingborg. I have analyzed my material through Granérs model which defines different types of conflicts. My results showed that the employees could not agree on a general definition of the meaning of conflicts, however they all felt that it was a sensitive subject. The results showed that the employee’s views on responsibility were relatively equal. The employees felt that there was a hierarchy, that some had more... (More)
- The purpose of this study was to examine how staff in the care of the elderly define conflicts, who they believe is responsible for resolving conflicts and how they look at conflict prevention. I have used a qualitative research method and interviewed six employees in a nursing home in the community care in the town of Helsingborg. I have analyzed my material through Granérs model which defines different types of conflicts. My results showed that the employees could not agree on a general definition of the meaning of conflicts, however they all felt that it was a sensitive subject. The results showed that the employee’s views on responsibility were relatively equal. The employees felt that there was a hierarchy, that some had more responsibility than others to resolve the conflict. They thought that it was primarily those involved in the conflict, next the group and finally the director’s responsibility to resolve the conflict. However, there were some members of the staff that thought the director has the overall responsibility. My results showed that the employees were generally positive to conflict prevention efforts, but it was not easy to describe how prevention should look. The employees, however, gave me many proposals for what could be conflict prevention efforts, such as: listen, inform, update, assist and provide, open communication, be honest, take responsibility, be open to development, taking things seriously, working after guidelines, comply with directives and workplace meetings.
Keywords: conflict, conflict management, work environment, elderly care (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/1614011
- author
- Linde, Caroline LU
- supervisor
- organization
- course
- SOPA63 20101
- year
- 2010
- type
- M2 - Bachelor Degree
- subject
- keywords
- conflict management, work environment, elderly care, conflict, Konflikthantering, Arbetsmiljö, Äldreomsorg, Konflikt
- language
- Swedish
- id
- 1614011
- date added to LUP
- 2010-06-14 10:40:13
- date last changed
- 2010-06-14 10:40:13
@misc{1614011,
abstract = {{The purpose of this study was to examine how staff in the care of the elderly define conflicts, who they believe is responsible for resolving conflicts and how they look at conflict prevention. I have used a qualitative research method and interviewed six employees in a nursing home in the community care in the town of Helsingborg. I have analyzed my material through Granérs model which defines different types of conflicts. My results showed that the employees could not agree on a general definition of the meaning of conflicts, however they all felt that it was a sensitive subject. The results showed that the employee’s views on responsibility were relatively equal. The employees felt that there was a hierarchy, that some had more responsibility than others to resolve the conflict. They thought that it was primarily those involved in the conflict, next the group and finally the director’s responsibility to resolve the conflict. However, there were some members of the staff that thought the director has the overall responsibility. My results showed that the employees were generally positive to conflict prevention efforts, but it was not easy to describe how prevention should look. The employees, however, gave me many proposals for what could be conflict prevention efforts, such as: listen, inform, update, assist and provide, open communication, be honest, take responsibility, be open to development, taking things seriously, working after guidelines, comply with directives and workplace meetings.
Keywords: conflict, conflict management, work environment, elderly care}},
author = {{Linde, Caroline}},
language = {{swe}},
note = {{Student Paper}},
title = {{Vi har inga konflikter, men... - en studie om hur personal inom äldreomsorg ser på konflikter, ansvarstagande och förebyggande insatser}},
year = {{2010}},
}