Tomasz Andrykowski Ammendments
Types of Behaviour
Aggressive:
You can quickly recognise that someone is aggressive as then the person will shout, try to fight and might even hurt someone. Aggressive people very often will try to hut another person mentally or physically. Aggressive person will also very often try o impose their point on view on the other person. Aggressive behaviour is not always bad, it can sometimes be used in a good way with constructive outcome for example during a sport event like a football match their coach might shout at them which will motivate the players to win the match and also to work harder to achieve their goal. Aggressive behaviour is necessary to survive in the services for example when a police officer patrolling streets is submissive or avoiding trouble they might actually get the problems where as if they would be aggressive they might scare people away therefore avoiding any unnecessary troubles or attacks. Aggressive behaviour is very often just displaced emotions where people just don’t know how to show their feelings or what to do with them it might turn them into aggressive behaviour because they don’t know what to do with themselves, this might lead to bullying because if a person doesn’t know what to do with their feelings they will have aggressive behaviour and will probably then try to hurt someone physically or emotionally. In public services you might come across this type of behaviour when you are a police officer and you are arresting someone then they might be very aggressive towards you, they might shout, try to fight.
Avoidance:
Avoidance is a type of behaviour used by someone who isn’t very confident or doesn’t like conflict. A typical sign of someone who is avoidance is they will avoid any conflict with people they won’t communicate with people very well. People who is showing avoidance then they will avoid any kind of responsibility. People would use this behaviour type to cut off from the rest of people or to limit their interaction with others. Even though this behaviour technique is non–communicative it sends out signals so people know that they do not want any interaction. This behaviour type is very good in reducing the risk of confrontation as it’s showing lack of interest and this may result in someone else having an aggressive behaviour to calm down. There are some problems with this behaviour type for example avoiding school or work which might result in you not finishing your work on time, it could be seen as cowardly, uncooperative or passive – aggressive. In public services you might come across this type of behaviour when you are a police officer and you are patrolling the streets and there is someone on the street that has committed a crime and they are wanted and they don’t want you to see them they will be avoiding you as much as they can.
Submissive:
This is very rarely used in the public services as it shows a lack of confidence and don’t want to make decisions themselves they look to a manager to do it for them. Submissive behaviour is a defence mechanism to make yourself look smaller a sign is crossing your arms and may also avoid eye contact with people. Submissive managers are a rarity as they prefer others to be in charge. They will also duck in the bushes and try and please everyone instead of addressing the issue. They will very often just go with the flow and don’ make any decisions just listen to other’s points of view and not putting their own point of view across. They are always setting aside their own feelings, wishes or ideas of what is right or wrong. There are some problems with this behaviour type for example allowing yourself to be bullied, not complaining even if there is a good reason to or doing work for others. In public services you might come across this type of behaviour when there is a new officer in prison and he doesn’t really know what to do then his older work mates might tell him to do something that they were supposed to do and he will do it just so they like him.
Assertive:
Assertive behaviour is being clear, honest and direct, it’s very often used in schools by the teachers or at work by the boss. Being assertive is the best way to control someone, it’s also the easiest and most effective way long term to keep peace and control over people and situation. This is probably the best way to act when an accident happens then the people working in public services need to be assertive to keep the situation under control all the time. It’s sometimes very difficult to stay calm and be clear in what you want to say especially when there is an accident and people are hurt or really badly injured but it is the best thing to do to stay calm, be clear and just try to control the situation. Assertive behaviour also shows good will and interest of the person to help you to get the most help and biggest possible success at your goals. Assertive behaviour, because it’s so clear and straight forward it tells you exactly where you need to be, what you have to do and when therefore it is very easy to understand and go with it. You might come across this type of behaviour in public services when there is a riot in prison then the chief officer will tell everyone quickly, clearly everything what they have to do and everyone will get on with the work.
Conflict Management Techniques
Conflict prevention:
Conflict prevention is the first thing that should happen in a company or in a team as this prevents conflicts to happen as well as prevents escalation of conflicts even further. There are many ways how a boss or a team leader can use conflict prevention for example team building exercise’s, constant monitoring of teams giving them frequent feedback, speaking privately and separately with the team members to see if there are any problems which might result in further conflicts, early conflict identification can also help the team leader control their teams and prevent any conflicts occurring or escalating.
Conflict resolution:
- Formal Actions
When there is a conflict in a service or a company very often formal actions will be put in place to stop the conflict from escalating. Formal actions might include: internal sanctions given by commanding officer for minor offences, this will very often be used if the conflict is not really big and there is very low risk of it escalating. Use of internal mediators/advisors this can be done internally for example in an organisation by the manager, this will very often be used when there is a conflict between 2 people and where there is a small danger of the conflict escalating, the mediator will try to talk to both sides and then come up with compromise so everyone is happy, this is very useful technique to use in an organisation.
- Informal Actions
Informal actions will be used more often than formal actions but it all depends on the situation and who deals with the situation. There are many different ways in which you can resolve a conflict informally for example the buddy system where 2 people will work together giving each other help, support as well as friendly advice. Another way could be the senior employee will watch the younger workers and will help them, give them advice, speak to them and take care of them making sure the conflicts that might happen is quickly resolved preventing it from going onto formal actions being placed.
Assertive behaviour:
Assertive behaviour is a very good way to resolve a conflict, the boss or the team leader will just come to the people that have conflict between them and will tell them clearly, straight but still polite and tell them that there is no reason to have a conflict, which it will only bring them problems, tell them the consequences they might get for arguing and building up conflicts. When a boss or a team leader uses an assertive behaviour to resolve a conflict then their workers or team members will be more likely to take orders from them than if they would be aggressive or submissive.
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