Course Code: OCCU 5003
Institution: Dalhousie University
Definitions of conflict and wrongdoing
Moral agency
Roots of conflict
Conflict management strategies
Mandatory reporting
Approaches to conscious decision-making
Collaborate with clients, other professionals, and stakeholders.
B3.9: Recognize and address real or potential conflict in a fair, respectful, supportive, and timely manner.
Meet legislative and regulatory requirements.
E1.8: Respond to and report unprofessional, unethical, or oppressive behavior when observed.
Definition: Discord arises when goals, interests, or values of individuals/groups are incompatible, blocking efforts to achieve objectives.
Characteristics: Disagreement, dispute, hostility, misunderstanding, difference of opinion (Jones & George, 2013).
Definition: Willful violation of professional standards and/or laws.
Examples: Misconduct, malpractice, unethical behavior, criminality, corruption.
Moral Judgment: Determining morally right or wrong actions.
Moral Character: Prioritizing moral values in terms of importance.
Moral Sensitivity: Understanding situations from various perspectives.
Misunderstanding
Personality clashes
Competition for resources
Authority issues
Lack of cooperation/collaboration
Differences in methods/styles
Low performance
Differences in values/goals
Conflict management seeks to improve situations and strengthen relationships.
Competing: Asserting one’s position regardless of others’ viewpoints.
Collaborating: Finding a solution that fully satisfies and plans to win both sides.
Compromising: Finding middle ground to have some concerns met.
Avoiding: Not satisfying personal concerns, often ignoring the issue.
Accommodating: Putting aside personal concerns to satisfy others.
Designate a private meeting place.
Define desired outcomes.
Allow each party to voice their views.
Agree on viewpoint differences.
Explore possible solutions/alternatives.
Agree on a plan and follow-up steps.
Implement the agreed-upon actions to achieve resolution.
Corruption: Bribery, misuse of public power, nepotism, cronyism.
Fraud and Theft: Improper private gains from the organization.
Conflict of Interest: Personal interests conflicting with public interests.
Improper Use of Authority: Using illegal methods for organizational goals.
Discrimination and Sexual Harassment: Misbehavior towards colleagues and clients.
Waste and Abuse of Resources: Non-compliance with organizational standards.
Private Time Misconduct: Conduct harming public trust, even outside of work.
Regulatory Duty: Report other occupational therapists or health professionals if there are reasonable grounds for suspicion of misconduct, incompetence, or danger to the public.
Relevant legislation: Occupational Therapists Act (effective April 7, 1999).
Newness to the workplace.
Fear of incorrect judgments.
Desire to curry favor with superiors.
Membership in a professional association for guidance.
Personal beliefs and self-confidence.
Severity and cost of wrongdoing.
Potential for recurrence.
Harm to others and normalization of wrongdoing.
Clarity of legal vs. illegal conduct.
Familiarity with organizational policies.
Supportive vs. retaliatory organizational climate.
Deontological Ethics: Focus on duty and adherence to rules/laws (policy-based).
Teleological Ethics: Focus on outcomes (utilitarianism).
Areteological Ethics: Emphasis on virtue, values, and character (what is ‘good’).
Scenario 1: Team project with non-contributing members; strategies for collaborative engagement.
Scenario 2: Navigating older colleagues’ resistance to changes; application of conflict resolution styles.
Scenario 3: Managing client session interruptions; strategies to assert professional boundaries.
Example 1: Gossiping among nurses about clients' health; impacts on client trust and ethical responsibilities.
Example 2: Discriminatory treatment of a child by a staff member; implications for professional conduct and regulation.
Date: Friday, December 13, 9-11 am
Location: Dentistry Building, Room 4116