The community health worker as a health educator

 Assess the health needs of the people and communities they serve
 Develop programs, materials, and events to teach people about health topics
 Teach people how to manage existing health conditions
 Evaluate the effectiveness of programs and educational materials
 Help people find health services or information
 Provide training programs for community health workers or other health professionals
 Supervise staff who implement health education programs
 Collect and analyze data to learn about a particular community and improve programs
and services
Advocate for improved health resources and policies that promote health
Conflict Management
Conflict – inevitable and can be constructive or destructive.
- Conflict is a warning to management that something is wrong, and it should stimulate a
search for new solutions through problem solving, the clarification of objectives, the
establishment of group norms, and the determination of group boundaries. – eliminating
conflict is not necessary, managing it, however, is necessary for a manager
Stages of conflict:
 Latent – phase of anticipation where antecedent conditions predict conflict behavior
 Perceived – cognitive awareness of an existing stressful situation
 Felt – affective states (feelings and attitudes) are present and affect the conflict
 Manifest – overt behavior resulting from the earlier phases
Approaches to Conflict Management – mutual trust is the basic foundation of conflict resolution
1. Avoiding
- Creates bad situation through unassertive and uncooperative measures since the conflict
is not addressed.
- May be appropriate: when the other party is more powerful, the issue is unimportant, goal
is not attainable, cost of dealing with conflict is higher than benefit, the issue should be
resolved by another, more information is needed, or when one wishes to reduce tension
and gain composure.
2. Accommodating
- Cooperative but unassertive. It is self-sacrificing (opposite of competing) since it neglects
one’s own needs to meet the goals of the other party.
- Appropriate: the opponent is correct, the opponent is more powerful, or the issue is of
more importance to someone else.
- Can be used when preserving harmony is important or when collecting social credits for
later.
 3. Compromising
- Moderates both assertiveness and cooperation
- Addresses a problem more effectively than avoidance but less than collaboration.
- Both parties feel than they sacrificed something and thus feels partially satisfied
- Useful for reaching expedient answers for limited periods when the goals are only
moderately important and the parties have equivalent power
4. Collaborating
- Assertive and cooperative and contribute to effective problem solving because both
parties try to find mutually satisfying solutions.
- Integrates insights from different perspectives with the commitment developed through
participation and the resolution of hard feelings.
- May take more time. However, it is the most effective method of conflict resolution used
for important issues and interpersonal problems.

5. Smoothing
- Disagreements are ignored so that peace and harmony is maintained.
- Complimenting one’s opponent, downplaying differences, and focusing on minor areas of
disagreement.
- Appropriate in solving minor problems but issues remain unsolved and may later
resurface
6. Withdrawing
- One party is removed making it possible to resolve the issue
- Produces same results as smoothing
7. Competing
- Power-oriented mode that is assertive but uncooperative (aggressively pursues own goal
at another’s expense)
Appropriate when quick or unpopular decision is needed, when the person is very
knowledgeable and able to make a sound decision, or to protect oneself from other
aggressive people.
8. Forcing
- Yields an immediate end to the conflict but leaves the cause of conflict unresolved
- Appropriate in life or death situations
Win-Lose
- Position power, mental or physical power, failure to respond, majority rule, railroading,
and competing

Lose-Lose
- Compromise, bribes, arbitration, and general rules
Win-Win
- Consensus, problem solving, and collaborating