Value Conflict: Unavoidable Difference in Beliefs and Outcomes - Essay Sample

Introduction

Value conflict refers to the difference in opinion formed by differences in individual and societal beliefs and word views. Such conflicts are never easy to solve, especially with the use of facts because of the existing differences in beliefs. There are different types of value conflicts: conscious conflict, unconscious conflict, valuing outcome, subconscious denial, and subconscious avoidance. All five have various symptoms that define the kind of conflict. Conflict in society is an unavoidable part associated with an individual's life. People experience conflict in their daily personal life, though also at the workplace.

The same way conflict can be at a personal level, is the same way it can be increased in the institutions. For us to comprehend how conflict affects an institution, we start by getting the meaning of this word. Conflict refers to a period, state of mind, or situation, where an individual or collection of individuals experiences a clash of feelings, wants, or needs. Value conflict comes from fundamental differences within the identities, different values, which are the main differences within identities together with values.

Shonk, 2019 states that disputes associated with values grow in terms of defensiveness, lead to distrust as well as alienation. Those in question can feel so strong on the stand taken based on their values leading to a rejection of the trades which would satisfy other interests.

The article proceeds to state that one can reframe the conflict by appealing to the rest of the values that are common in both parties (Spiritual, 2019). Some of the benefits that most people share are equal rights, together with non-violence, rather than concentrate on the differences that occur in beliefs. Common values represent the best ways of solving such instances as compared to the differences in the same. Differences widen the gap, but common values lead to a common ground and a perfect start to conflict solution.

Description of the Conflict

While at the clinic or health center, where I practice as a social worker, that focusses on the treatment of soldiers that are diagnosed with what is referred to as Post Traumatic Stress Disorder, I came treated, Scott Maddox. The person is a family guy aged thirty years old who served in the USA army and was diagnosed with PTSD. The patient was, unfortunately, severe and failed to respond to the treatment ideas that were at his reach. So, being the one in charge, I moved quickly to make valuable recommendations that Scott was to go through the extra family as well as group therapy sessions.

On that note, my supervisor, Mr. Kinoti, went behind my back and canceled what I had written as the required recommendations. Being the head of the psychiatrist department, Dr. Kinoti holds the right to take such actions. However, I felt it be seriously unfair because the patient would both lose trust in me and fail to show any significant improvement. The reason behind such is that I had already informed the patient that he deserves more additional therapy sessions.

Dr. Kinoti has ever worked with the US army and knows that most of the soldiers that visit the clinic do so in a forceful way. Even though this doctor likes my work and thinks that I have more potential to work, he believes that I am unable to control my emotions and would wish to 'coddle' such people. The doctor has been with men that experienced PTSD though they never indicated worst behaviors that demand such treatments.

The doctor feels like he is now serving what I could have done, like favoring me by altering these orders. The doctor, who was my supervisor, felt like by erasing the recommendations scheduled for additional therapy, he was helping me a lot, just forgetting that the patient needed that more than I could offer. He felt like since I had only done that for a year and a half, I didn't have the required experience for the fields and thus could not make effective decisions.

The moment I realized that the doctor had deleted everything, I angrily accuse him of such borderline behavior. The idea behind what the doctor thinks is that I have never served active duty and thus have no right to question anything because he is more experienced and fuller of knowledge. With all these facts, one can easily find out that there is a severe form of conflict between the doctor and me.

Using Levy's Values Classification Model, details of each of the three classifications from each position.

Levy's model, associated with the ethical model, represents one way of solving conflicts between people and the others in the workplace. The conflict between the supervisor and me posed the worst situation, which was to be solved using such ways. Even though the public believes that mental health employees have positive relationships with each other, conflicts usually arise among the people.

Whenever conflict arises, parties must come to an agreement on how to solve such and, most importantly, come to an amicable solution. The best school of thought for such areas is called Levy's typology. Starting with a closer definition of the system, Charles Levy's began by writing that values together with knowledge have to be differentiated for them not to be confused with each other.

Knowledge refers to the actual tools and appliances utilized in solving issues in cases of conflict, whereas values refer to the tools used in dealing with people. Though this can seem to be oversimplified, the three benefits that Levy links to the social work while handling non-client problems are as follows: values that are seen as conceptions of individuals, costs that are referred to as outcomes of these same individuals, and values that are preferred instrumentalities for these same individuals. Levy's application follows a confrontation between a supervisor and me at VA mental Health Clinic. The issue came as a result of the supervisor focusing on his mentality, which is way antiquated.

Resolution or Solution That Took Place Since the Conflict

Susskind 2020 states that rather than looking for a resolution to the value-based conflicts, most individuals concentrate on going beyond demonization to the mutual understanding as well as respect via dialogue. The two focus on cognitive understanding whereby the coworker and I come to a robust and precise conceptualization of each other's point of view. Such an agreement fails to lead to sympathy or just an emotional link.

The best solution following Levy's application is that we are both supposed to sit down, discuss, and agree for a great discussion on what could be leading to the differences in these treatments. It is important that both the doctor and I need not compromise with the whole set of values just for the sake of working in the office. Also, the real aim at the office needs to be the welfare of all the people suffering and coming in for medical help. Such cases lead to the doctor needs to learn to be extremely flexible when handling patients (Ferguson, 2016).

Moreover, I am supposed to learn from the doctor's rich history when it comes to PTSD diagnosis as well as treatment because he has experience in the field. Both of us need to work on the realization that the patient came for help and treatment, and consider the recommendations, work to get the best diagnosis. Both the doctor and I have to put aside personal biases and concentrate on delivering the best requirements for the patient. The only thing that should be avoided at all costs is the issue of ego. If we work on this idea, we would be able to benefit the patient a lot as compared to our solutions. There shall be harmony as well.

Conclusion

In conclusion, value conflict refers to the difference in opinion formed by differences in individual and societal beliefs and word views. Such conflicts are never easy to solve, especially with the use of facts because of the existing differences in beliefs. There are different types of value conflicts: conscious conflict, unconscious conflict, valuing outcome, subconscious denial, and subconscious avoidance.

The best solution following Levy's application is that we are both supposed to sit down, discuss, and agree for a great discussion on what could be leading to the differences in these treatments. It is important that both the doctor and I need not compromise with the whole set of values just for the sake of working in the office. These solutions applied to the above situation leads to a perfect solution ever.

References

Shonk, R. (2019). Three types of conflict and how to address them. Retrieved from https://www.pon.harvard.edu/daily/conflict-resolution/types-conflict/

Spiritual, K. (2019). What is the value conflict? Retrieved from https://www.spiritualselftransformation.com/blog/spirituality/science-of-spirituality/what-is-value-conflict/

Susskind, C. (2020). What is Value Conflict? Retrieved from https://www.reference.com/world-view/value-conflict-95a9601be4d6fbbb

Ferguson, H. (2016). How to resolve a values conflict? Retrieved from https://www.fergusonvalues.com/2016/12/how-to-resolve-a-values-conflict/