Nueva Ecija University of Science and Technology

COLLEGE OF PUBLIC ADMINISTRATION AND DISASTER MANAGEMENT

Name: Yr. & Section:

Lesson Title:
CHAPTER 9
CONFLICT, STRESS, AND COUNSELING
Instruction: Lesson:
1. Explain the concepts of Conflict, stress, and Counseling.

REVIEW
Instruction: Identify the term being described in the statements below.
1. Serves as motivation for the employees
Answer : _________________________
2. Can be attained if all members will exert every effort for a common purpose
Answer: __________________________
3. Having the right person for the right job
Answer: __________________________
4. Encourages team to contribute further
Answer: __________________________
5. May be given in recognition for job well done
Answer: __________________________

PRIOR KNOWLEDGE
Instruction: In this section, we will try to check your prior knowledge about our today’s
lesson. When you hear or read the word COUNSELING, what automatically comes to your
mind? Write them down on the boxes below.

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 Nueva Ecija University of Science and Technology
COLLEGE OF PUBLIC ADMINISTRATION AND DISASTER MANAGEMENT

LEARNING IMPROVEMENT
Instruction: In this activity, you will need to answer the BEFORE and after columns. The
BEFORE column will be answered NOW. The AFTER column will be answered LATER as
you move on to the discussion.

BEFORE QUESTION AFTER

What is the nature of

organizational conflict?

What does felt conflict

means?

DISCUSSION

Conflict, Stress, and Counseling

CONFLICT IN ORGANIZATION
Organizations enables people to communicate and work with one
another. However, varied interpersonal behavior in big and already complex
organization may result in the development of conflicts.

NATURE OF CONFLICT IN AN ORGANIZATION

1. Results from incompatibility or influence in organizational activities
2. Arises from oppositions over goals, objectives, resources, and roles
3. Results when goals or targets are not met
4. Occur because of individuals having different perceptions, orientations, beliefs,
objectives

CAUSES OF CONFLICTS IN AN ORGANIZATION

1. Organizational Change
2. Personality-related problems
3. Variations in values and perceptions
4. Perceived threat to present and desired status
5. Lack of trust
6. Role dissatisfaction
7. Role ambiguity

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 Nueva Ecija University of Science and Technology
COLLEGE OF PUBLIC ADMINISTRATION AND DISASTER MANAGEMENT

OTHER CONCEPTS RELATED TO CONFLICT

1. Can be avoided
2. May stem from personality problems
3. Produces inappropriate reactions
4. Creates polarization (contrasting tendencies)

STAGES IN THE DEVELOPMENT OF CONFLICTS

STAGES DESCRIPTION
1. Latent Conflict Basic conditions are in place but have not yet been
recognized
2. Perceived Conflict One or all of the participants recognize the cause
of conflict
3. Felt Conflict Tension develops but with no struggle yet
4. Manifest Conflict Struggle is underway manifested by conflicts
among members but without the direct
involvement of the management
5. Conflict Aftermath End of conflict through either a resolution or
suppression.
New conditions may be established. It may either
lead to better relationships or worse situations.

ADVANTAGES AND DISADVANTAGES OF CONFLICT

ADVANTAGES DISADVANTAGES
Make people creative and risk-takers May intensify into personal issues
when left unresolved for a long period
of time
Make issues and problems manageable Deterioration of cooperation and
when earlier confronted and resolved teamwork
Make workers eager to be involved in the Distrust may develop
resolution of issues confronting the
organization
Serve as outlet for pent-up tensions The organization’s desired objectives
may be prejudiced
Serve as an educational experience that May lead to changes in the
enables employees to better cope with organizational structure and role
similar situations assignments

STEPS IN RESOLVING CONFLICTS

STEP DESCRIPTION
1 Avoiding Physical and mental withdrawal to avoid conflict.
Low concern for outcomes
May lead to Lose-Lose Situation
2 Smoothing Accommodating interests and pretending that the conflict does
not exist
High concern for others to self-detriment
May lead to lose-win situation
3 Compromising Presence of Mutual agreement
Moderate concern for self and others with no clear result
Done just to end a conflict
4 Forcing Use of power to win
Employs aggressiveness and dominance
Emphasizes personal benefits at the expense of others
Forces resolution through third party intervention

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 Nueva Ecija University of Science and Technology
COLLEGE OF PUBLIC ADMINISTRATION AND DISASTER MANAGEMENT

STEP DESCRIPTION
5 Confronting Facing the problem or issue directly
Employs mutually satisfactory resolution
Also referred to as “problem-solving” strategy
May lead to Win-Win situation

STRESS
-Inevitable
-Reflects the pressures people feel and high levels of anxiety
-Individual reaction differs from one person to another
-Can cause adverse strain on one’s emotions, thought processes
-Can manifest as a physical or debilitating condition, can affect a person’s functionality
and performance
-Threatens a person’s ability to cope with environment

Causes of Stress
Source Causes
Job mismatch The job requires skills which the employee does not possess
(incompetence) or does not provide opportunity for the full use of
employee’s skills (underutilization)
Conflicting The management and the employees do not share the same concept
expectations or viewpoints
Role The employee is confronted with uncertainty as to the objectives of
ambiguity the organization and his/her function or role
Role overload The employee is not familiar with the job and is pressured to deliver
what is expected from him/her.
Fear of The employee is anxious of not accomplishing a task on time or with
responsibility high standards
Working The workplace and work hours are not conducive for work and the
Conditions resources are limited
Working Issues arise from ineffective communication and discordant
relationships supervisor-employee or peer relationships
Alienation Employees are not consulted nor asked to participate in decision-
making
There is limited opportunity for social interaction in the workplace.

Kinds of Stress
Kind Description
Burnout Occurs when an employee no longer find work meaningful
Trauma Severe stress that occurs following a major threat to one’s security
that may have a lasting effect on mental health
Frustration Feeling of defeat or failure due to inability to meet desired goal

Symptoms of Stress
High Blood Pressure Digestive problems
Emotional instability Feeling of being not in control
Uncooperative attitudes Sleep problems
Engaging in vices Restlessness
(smoking and alcohol consumption)
Chronic anxiety and irritability Violence

Stress and Job Performance

Type of People in an organization and their Characteristics
Type A People Type B People
Aggressive and Competitive Relaxed and easy going
Set high standards Accepts situations

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 Nueva Ecija University of Science and Technology
COLLEGE OF PUBLIC ADMINISTRATION AND DISASTER MANAGEMENT

Impatient with themselves and others Works within

Thrive under constant time pressures Relaxed regarding time pressures
Make excessive demands on themselves Obtains results in a different manner
even in reaction and leisure thereby enabling them to be
productive and meet schedules and
expectations
More prone to physical ailments related to Less prone to have problems related
stress to stress

Approaches to manage Stress

Approach Description
Social Support Providing network of helpful activities and interactions
Relaxation Practice of meditation, quiet and inner thought to reduce
symptoms of stress
Biofeedback Subjecting troubled employee under medical guidance
Sabbatical leave Leave of absence with pay for the purpose of intensive
study, research, travel
Personal wellness Involves disease screening, health education, fitness centers
to encourage changes in lifestyle

Counseling

-Provide employees with direction to help them improve their mental health
-Exchange of ideas and opinions to help one cope with problems and improve
organizational performance

Functions of Counseling

Function Description
Advice Counsellor makes judgments about counselee’s problems
Counsellor provide direction on the appropriate course of action
Reassurance Boosting the counselee’s self-esteem; giving him/her courage to
face problems at hand.
Communication Providing information and direction on the means of expressing
feelings and exchanging opinions interpersonally, formally, and
informally
Emotional Release of frustrations and emotional tension by telling someone
Catharsis about it
Clarified Removal of emotional barriers that keeps one from thinking
Thinking rationally about it
Reorientation Internal change and change in fundamental goals and values

Types of Counseling

Type Description
Direct Listening to the counselee’s problem, advising him/her about
suitable courses of action, and motivating him/her to respond
and follow the advice
Non-directive Also known as “client-centered counselling
Underscores the need to understand management in social
and behavioral context

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 Nueva Ecija University of Science and Technology
COLLEGE OF PUBLIC ADMINISTRATION AND DISASTER MANAGEMENT

Counsellor listens to the counselee, encouraging him/her to

explain what troubles him/her and from there determines
appropriate solutions
Participative Also known as “Cooperative Counselling”
It integrates the ideas of counsellor and counselee to solve the
counselee’s problems

LET’S FLEX SOME BRAIN CELLS

Based on what you have learned from the discussion, explain the following:

1. Stress and stress management

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2. Conflict and Conflict resolution

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3. Counselling and its benefits

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 Nueva Ecija University of Science and Technology
COLLEGE OF PUBLIC ADMINISTRATION AND DISASTER MANAGEMENT

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4. Are you a Type A or Type B person? Explain.

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5. What approaches do you apply to manage your stress or lower your stress
level? Describe what causes the rise in your stress level?
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 Nueva Ecija University of Science and Technology
COLLEGE OF PUBLIC ADMINISTRATION AND DISASTER MANAGEMENT

CHECKPOINT

Congratulations for completing Chapter 9. Now, let’s see if you have retained most if
not all the information presented on this Chapter.

Part 1. True of False. Write your answer on the space provided.

___________ 1. Perceived conflict is the initial stage of conflict.

___________ 2. Conflict is ended by a resolution in the Manifest conflict stage
___________ 3. Role ambiguity causes conflict
___________ 4. In managing conflict, forcing means facing conflict directly
___________ 5. Burnout is a condition in which work is no longer meaningful

Part 2. Identification.

Identify what term is being described in the given statements. Write your answer on
the space provided.

___________ 6. It is a conflict stage in which tension develops but with no struggle yet
___________ 7. It is a step involved in resolving conflict characterized by high concern
for others to self-detriment
___________ 8. It is a step in conflict resolution with modern concern for self and others
with no clear result
___________ 9. It is a cause of stress in which the employee is not familiar with the job
and is pressured to deliver what is expected from him/her
___________ 10. The workplace and work hours are not conducive for work and the
resources are limited. This cause of stress is called _________.
___________ 11. Cause of stress in which an employee feels anxious of not
accomplishing a task on time or with high standards
___________ 12. It is a severe stress that occurs following a major threat to one’s
security that may have a lasting effect on mental health.
___________ 13. People of this type set high standards
___________ 14. People of this type are relaxed and easy going
___________ 15. It is an approach to managing stress which encourages change in
lifestyle
___________ 16. It is a stress management approach which involves subjecting troubled
employee under medical guidance
___________ 17. It is a leave of absence with pay given to/applied by an employee for the
purpose of intensive study, research, or travel
____________18. It is a stress management approach in which an employee is provided
network of helpful activities and interactions
____________19. It is a function of counselling characterized by the release of
frustrations and emotional tension by telling someone about it.
____________20. It is a function of counselling characterized by the removal of emotional
barriers that keeps one from thinking rationally about it.
____________21. It is a type of counseling characterized by the counsellor listening to the
counselee’s problem and thereafter motivating him/her to respond and follow the
advice
____________22. Non-directive type of counseling is also known as ___________
____________23. Participative Counseling is also known as ___________________

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 Nueva Ecija University of Science and Technology
COLLEGE OF PUBLIC ADMINISTRATION AND DISASTER MANAGEMENT

____________24. It refers to the exchange of ideas and opinions to help one cope with
problems and improve organizational performance
____________25. It reflects the pressures people feel and high levels of anxiety

LEARNING IMPROVEMENT Cont’d

Instruction: Go back to the learning improvement and answer the AFTER column.

3-2-1

3 things you found out… 2 interesting things… 1 question you still have…

References:

Brinkert, R. (2010) A literature review of conflict communication causes, costs, benefits

and interventions in nursing, Journal of Nursing Management, 18 (2), pp. 145-156.

Hassard, J and Cox, T. (2011) Work-related stress: nature and management. Accessible
at: [Link] related_stress:_Nature_and_management

Kabir, Syed Muhammad. (2017). Introduction to Counseling

EXPLORE!
Instruction: Read about ORGANIZANIZATIONAL CHANGE AND DEVELOPMENT in
preparation for the next lesson.

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