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Os conflitos são em muitas situações necessários e naturais, e são apontados
como um motor que incentiva as mudanças. Porém, muitos dos conflitos são vistos
como desnecessários porque destroem os valores existentes, causando prejuízo para as
empresas e pessoas que nelas trabalham. Neste contexto, este estudo exploratório e
descritivo pretende, por um lado, identificar as situações que podem emergir na vida de
uma equipa de Técnicos Superiores de Diagnóstico e Terapêutica e que desencadeiam
conflitos, assim como identificar as respetivas estratégias de resolução desses conflitos.
A amostra é do tipo não aleatória de conveniência. Foram utilizados os seguintes
instrumentos: Escala de Avaliação do Conflito Intragrupal (EACI), o Rahim
Organizational Conflict Inventory - II (ROCI- II) e um questionário sociodemográfico
construído para o efeito. O estudo efetuado permitiu concluir que a estrat gia de gest o
de conflitos mais utilizada a nível individual é a Integra o (M=20.26; DP=3.66), assim
como a nível grupal (M=17.89; DP=6.09), o que significa que, no geral, os Técnicos
Superiores de Diagnóstico e Terapêutica, quando se encontram numa situação de
conflito, preocupam-se consigo mas também com os outros. Observamos que o grupo
de elementos que se destaca no conflito de tarefa (M=20.79; DP=6.78) e no conflito
socioafetivo (M=16.47; DP= 5.84) é o grupo dos 11 aos 21 elementos
Conflicts are in many situations necessary and natural and are pointed out as an engine that encourages changes. However, many conflicts are unnecessary, because they destroy existing values, causing harm to the companies and those who work there. In this context, this exploratory and descriptive study aims, on the one hand, to identify situations that may emerge in the life of a team of Diagnostic and Therapeutic Technicians and trigger conflicts and, on the other hand, to identify respective strategies to solve these conflicts. Sample will be the non-random kind of convenience. The data will be collected through the Intragroup Conflict Assessment Scale (EACI), the Rahim Organizational Conflict Inventory - II (ROCI-II) and a sociodemographic questionnaire built for this purpose. The information collected will be treated using SPSS. The study concludes that the most widely used conflict management strategy at the individual level is Integration (M = 20.26; SD = 3.66), as well as at group level (M=17.89; SD=6.09), which means that, in general, the Senior Diagnostic and Therapeutic Technicians, when in a conflict situation, have concerns not only about themselves but also with others as well. We observe that the group of elements that stands out in the task conflict (M = 20.79; SD = 6.78) and socio-affective conflict (M=6.47; SD=5.84) is the group of 11 to 21 elements
Conflicts are in many situations necessary and natural and are pointed out as an engine that encourages changes. However, many conflicts are unnecessary, because they destroy existing values, causing harm to the companies and those who work there. In this context, this exploratory and descriptive study aims, on the one hand, to identify situations that may emerge in the life of a team of Diagnostic and Therapeutic Technicians and trigger conflicts and, on the other hand, to identify respective strategies to solve these conflicts. Sample will be the non-random kind of convenience. The data will be collected through the Intragroup Conflict Assessment Scale (EACI), the Rahim Organizational Conflict Inventory - II (ROCI-II) and a sociodemographic questionnaire built for this purpose. The information collected will be treated using SPSS. The study concludes that the most widely used conflict management strategy at the individual level is Integration (M = 20.26; SD = 3.66), as well as at group level (M=17.89; SD=6.09), which means that, in general, the Senior Diagnostic and Therapeutic Technicians, when in a conflict situation, have concerns not only about themselves but also with others as well. We observe that the group of elements that stands out in the task conflict (M = 20.79; SD = 6.78) and socio-affective conflict (M=6.47; SD=5.84) is the group of 11 to 21 elements
Descrição
Palavras-chave
Conflito organizacional Estratégias de conflito Técnicos de diagnóstico e terapêutica Organizational conflict Conflict strategies Diagnostic and therapeutic technicians