According to Australian Public Service Commission (2012), selection criteria is one of the challenges that need to be address when applying for a position because curriculum vitae is not enough to get a job. Selection criteria describes the personal qualities, skills, knowledge, experiences and examples on how an applicant meet the requirements of the job (Australian Public Service Commission, 2012; Jobaccess Australian Government Initiative, 2012). This will help the employers to decide whether an applicant meet the requirements or not. Hence, as stated by the Australian Public Service Commission (2012) being enough to determine the qualified person for the position. In order to manage this, job access Australian Government Initiative (2012)
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According to Kantek and Kayla (2007), the most important sources of conflict in nursing environments are differences in management styles, employee perceptions, inadequate personnel, goal differences, and competition between work groups. It usually arise when staff have to interact with many diverse groups of people and disciplines (Cooke, 2006). Furthermore, conflict can exist between employees and between a nurse and patients (Almost, 2006) because of stress, poor communication, and organisational change including changes in patient care and working patterns (Cooke, 2006). For most people, in order for them to work better they must be under pressure and need to be stretched to produce good work (Westwood, 2001) however, Cooke (2006) argued that prolonged stress can cause work to worsen and friction can then occur between individuals thus resulting to conflict. If this is not handled properly, it may significantly affect employee’s morale affecting the overall well-being of the organization, stressful environment, poor quality of care, and increased costs (Kantek & Kavla, 2007; Hirschman, 2001; McKenzie, 2002). Losa-Iglesias, Vallejo, and Becerro (2012) gave the main focus in managing conflicts in both academic and clinical nursing settings which is identifying attitudes and behaviours associated with workplace. Management styles were also added such as compromising as most frequently used by nurses in conflict situations followed by avoiding and accommodating yet this varied according to the work setting. The authors revealed based on their study that nurses in the academic environment used a compromising style most frequently and an accommodating or collaborating style least frequently
According to Kantek and Kayla (2007), the most important sources of conflict in nursing environments are differences in management styles, employee perceptions, inadequate personnel, goal differences, and competition between work groups. It usually arise when staff have to interact with many diverse groups of people and disciplines (Cooke, 2006). Furthermore, conflict can exist between employees and between a nurse and patients (Almost, 2006) because of stress, poor communication, and organisational change including changes in patient care and working patterns (Cooke, 2006). For most people, in order for them to work better they must be under pressure and need to be stretched to produce good work (Westwood, 2001) however, Cooke (2006) argued that prolonged stress can cause work to worsen and friction can then occur between individuals thus resulting to conflict. If this is not handled properly, it may significantly affect employee’s morale affecting the overall well-being of the organization, stressful environment, poor quality of care, and increased costs (Kantek & Kavla, 2007; Hirschman, 2001; McKenzie, 2002). Losa-Iglesias, Vallejo, and Becerro (2012) gave the main focus in managing conflicts in both academic and clinical nursing settings which is identifying attitudes and behaviours associated with workplace. Management styles were also added such as compromising as most frequently used by nurses in conflict situations followed by avoiding and accommodating yet this varied according to the work setting. The authors revealed based on their study that nurses in the academic environment used a compromising style most frequently and an accommodating or collaborating style least frequently