Skip to 0 minutes and 3 secondsConflict-resolution. Despite our best efforts ,conflicts can develop in any relationship, particularly where there has been a breakdown in communication. In this session, we'll look at how conflict may be resolved by thinking about how we react to different types of conflict. The significance of conflict varies. Wounded relationships are hurt by low-level dissatisfaction and concerns over practical issues, rather than by personal problems. If cared for, wounded relationships may heal and grow but if left unattended, these wounded relationships may deepen and grow worse. And wounded relationships may rupture over time. At worst, frustration may build to the point that the relationship breaks or becomes ruptured. Less significant problems leave relationships wounded and in need of care.

Skip to 0 minutes and 54 secondsRuptured relationships break under the strain of personal disagreements and practical problems. A disabled person may feel they have to dismiss their PA if they have concerns over their basic competence and safety. A PA may leave because they don't like being micromanaged, or because they don't agree with, or respect the employer's outlook or behaviour. or because they find the working conditions unsatisfactory. We may feel totally unable to work with somebody if they hold views that contradict, or threaten our values. Some behaviors can lead to immediate rupture, for example, breaches of trust, such as stealing, or other dishonest, or manipulative behaviour should be a major cause for concern.

Skip to 1 minute and 38 secondsConfidentiality is a red line for many disabled people ,who want to protect their privacy and don't want their assistant gossiping about them. Safety and abuse are a rarer problem but obviously should lead to immediate termination of employment. Here, we are mainly concerned with situations that can be rescued. It's easier to keep an existing employee than to find train and get used to a new one. Personal assistants don't want to lose their job and have to find a new one.

Skip to 2 minutes and 9 secondsAbove all, it's important to ensure that the PA workforce maintains numbers, and also for the disabled people to continue to benefit from the flexibility and empowerment achieved when PA relationships are running smoothly, rather than resorting to agencies or other service providers, which can undermine their autonomy and control. Disabled people may find it difficult to ask for help. For some, independence has been hard won, so resorting to outside support may feel like an admission of failure, or that receiving support will mean their independence is taken away.

When conflict erupts

Despite our best efforts, conflict can develop in any relationship, particularly where communication has not been attended to.

The significance of conflict varies.

Wounded relationships are hurt by low-level dissatisfaction and concerns over practical issues (rather than personal problems).

If cared for, wounded relationships may heal and grow but if left unattended, relational wounds may deepen and grow, and wounded relationships may rupture over time. At worst, frustration may build to the point that relationships break or become ruptured. Less significant problems leave relationships wounded and in need of care.

Ruptured relationships break under the stain of personal disagreements and practical problems. A disabled person may feel they have to dismiss their PA if they have concerns over their basic competency and safety. A PA may leave because they do not like being micro-managed, or because they do not agree with or respect the employer’s outlook or behaviour, or because they find the working conditions unsatisfactory. We may feel totally unable to work with someone if they hold views that contradict or threaten our values.

Some behaviours can lead to immediate rupture. For example, breaches of trust, such as stealing or other dishonest or manipulative behaviour should be a major cause for concern. Confidentiality is a red line for many disabled people who want to protect their privacy and do not want their assistant gossiping about them. Safety and abuse are a rarer problem, but obviously should lead to termination of employment.

Here we are mainly concerned with situations that can be rescued. It is easier to keep an existing employee than to find, train and get used to a new one. Personal assistants do not want to lose their job and have to find a new one. Above all, it is important to ensure that the PA workforce maintains numbers, and also that disabled people continue to benefit from the flexibility and empowerment achieved when PA relationships are running smoothly, rather than resorting to agencies which can undermine their autonomy and control.

Disabled people may find it difficult to ask for help. They have striven to be independent their whole life, so resorting to outside support may feel like an admission of failure.

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This video is from the free online course:

The Role of Personal Assistants in Disability Support

UEA (University of East Anglia)