1.3 The difference between conflict and behaviour that challenges

This guide will help you with answers for NCFE CACHE Level 2 Certificate in Understanding Behaviour that Challenges 1.3 The difference between conflict and behaviour that challenges.

As a support worker, distinguishing between conflict and behaviour that challenges is essential for effectively managing situations and providing appropriate care. While both terms might appear similar, understanding their differences is important for delivering the right interventions and support. Managing challenging behavior requires a comprehensive understanding of the individual’s triggers, communication style, and underlying needs. Conflict, on the other hand, typically involves a clash of interests or perspectives between two or more individuals. By accurately discerning between the two, support workers can tailor their approaches to de-escalate conflicts and address challenging behaviors in a sensitive and effective manner.

Defining Conflict

Conflict refers to a serious disagreement or argument, typically a protracted one. It usually involves two or more parties with opposing views or interests. In a health and social care setting, conflict might arise between service users, between staff members, or between staff and service users.

Conflicts can be:

• Interpersonal: Occurring between individuals due to misunderstandings, differing values, or competing needs.
• Intrapersonal: Involving an individual’s internal struggle when faced with competing demands or moral dilemmas.
• Intergroup: Emerging between groups, such as different departments or teams within an organisation.

Conflict often results in heightened emotions such as anger, frustration, or anxiety. It usually requires resolution strategies such as negotiation, mediation, or seeking a compromise to restore harmony.

Defining Behaviour that Challenges

Behaviour that challenges includes any behaviour that interferes with an individual’s life or the lives of those around them. It can be a way for service users to communicate an unmet need or express distress. Such behaviours might include aggression, self-injury, property destruction, or socially inappropriate actions. Understanding challenging behavior is crucial in order to provide appropriate support and intervention for individuals. This involves identifying potential triggers and addressing underlying issues, such as pain, communication barriers, or unmet needs. By acknowledging the root causes of challenging behavior, caregivers and support workers can effectively implement strategies to promote positive behavior and improve the overall well-being of the individual.

A few key points about behaviour that challenges:

• Purposeful: It often serves a specific function, such as seeking attention, escaping a task, or expressing pain or discomfort.
• Communication: It is a form of communication, especially for individuals who may have difficulty expressing themselves verbally.
• Contextual: It can be affected by environmental factors, physical conditions, and emotional states.

Understanding the underlying causes of challenging behaviour is really important for developing effective support strategies, rather than merely addressing the symptoms.

Key Differences Between Conflict and Behaviour that Challenges

Origin and Intent

• Conflict: Generally arises from specific disagreements or opposing interests between parties. It often has a clear origin and intent related to solving a dispute or asserting one’s perspective.
• Behaviour that Challenges: Stems from a complex interplay of factors such as unmet needs, medical conditions, psychological issues, or environmental stressors. The intent is often not to cause trouble but to communicate or respond to distressing situations.

Participants Involved

• Conflict: Typically involves two or more identifiable parties. The dynamics are interpersonal or intergroup, with clear sides engaged in the disagreement.
• Behaviour that Challenges: May involve one individual engaging in actions that impact others around them. The focus is on the individual’s behaviour and its effects, not a disagreement between parties.

Resolution Strategies

• Conflict: Requires conflict resolution techniques such as mediation, compromise, or arbitration. The goal is to find a mutually acceptable solution that satisfies all parties involved.
• Behaviour that Challenges: Needs a person-centred approach focusing on understanding the root causes of the behaviour. Interventions might involve positive behaviour support, environmental adjustments, or addressing unmet needs such as pain relief or reassurance.

Examples to Illustrate the Difference

Example of Conflict

Imagine a conflict between two support workers over the allocation of tasks. One worker believes they are taking on more responsibilities than the other, leading to frustration and arguments. This situation requires mediation by a supervisor, fair task distribution, and open communication to resolve the disagreement and restore teamwork.

Example of Behaviour that Challenges

Consider a service user with autism who becomes aggressive when overwhelmed by sensory stimuli. This behaviour is not about a disagreement but an expression of distress. Addressing it involves identifying triggers, creating a calming environment, and teaching coping methods to help the individual manage sensory overload more effectively.

The Need for Understanding the Difference

As a support worker, recognising the difference between conflict and behaviour that challenges allows you to:

• Respond Appropriately: Tailor your response to the underlying issue rather than reacting impulsively.
• Develop Effective Strategies: Use appropriate techniques for conflict resolution or behaviour support.
• Promote a Positive Environment: Create a supportive atmosphere where both staff and service users feel understood and respected.
• Improve Outcomes: Enhance the well-being of service users by addressing the root causes of challenging behaviours and preventing conflicts.

Practical Tips for Support Workers

To effectively distinguish and manage conflict and behaviour that challenges, consider the following tips:

• Stay Observant: Pay close attention to the context and causes of the behaviour or disagreement.
• Communicate Clearly: Use open and non-judgmental communication to understand perspectives and needs.
• Be Empathic: Show empathy and patience towards individuals experiencing distress or frustration.
• Seek Training: Engage in professional development opportunities focused on conflict resolution and positive behaviour support strategies.
• Work as a Team: Collaborate with colleagues to share insights and develop consistent approaches to managing conflicts and challenging behaviours.

Final Thoughts

Understanding the difference between conflict and behaviour that challenges is fundamental for support workers in health and social care settings. While conflict involves disagreements between parties, behaviour that challenges is a communication of unmet needs or distress. By recognising these differences, you can employ appropriate methods to support service users effectively and maintain a positive care environment. Use your skills and knowledge to observe, communicate, and empathise, ensuring that you address both conflicts and challenging behaviours with the care and professionalism they require.

Example answers for unit 1.3 The difference between conflict and behaviour that challenges

Example Answer 1

Conflict and challenging behaviour are different even though they might seem similar. Conflict is usually between two people or groups and happens when there are disagreements or arguments. An example is when two support workers argue over who should do a particular task. Conflict needs to be resolved through talking and finding a compromise. On the other hand, behaviour that challenges is often a form of communication. It can be a service user acting out due to not having their needs met. For instance, a service user might throw things when they are in pain and cannot express it verbally. This requires us to understand what they are trying to communicate and address the underlying issue.

Example Answer 2

I think it’s important to see that conflict and challenging behaviour are not the same. Conflict happens when there’s a disagreement between people. For example, if I and another support worker disagree on how to handle a situation, this can lead to arguments. We need to talk it out and find a way to compromise. Challenging behaviour, however, usually comes from a single person trying to express something. For example, a resident might start screaming because they’re feeling overwhelmed or scared. In this case, our job is to figure out what’s causing this distress and help them feel better.

Example Answer 3

In my experience, conflict is when two or more people have a disagreement that leads to arguments. It’s more about different opinions or interests clashing, like two colleagues arguing over work shifts. We often need to mediate and find a middle ground. Challenging behaviour, on the other hand, is often seen in service users who are trying to communicate something they can’t say otherwise. A case I remember is a young man with autism who would hit himself when stressed. This wasn’t a disagreement or argument but his way of showing he was distressed. We needed to change his environment to calm him down.

Example Answer 4

Conflicts often involve clear disagreements between two parties, like staff members arguing over who is responsible for a particular duty. It’s usually sorted out through discussion and compromise. Behaviour that challenges is different because it’s usually a single individual, often a service user, displaying actions due to unmet needs or frustration. For example, I once looked after a lady who would repeatedly refuse to eat. It turned out she couldn’t express that the food was too cold for her. By identifying the root cause, we managed to change her eating habits without conflict.

Example Answer 5

Conflict generally involves a dispute between people, such as if one support worker feels they are doing more work than another, leading to arguments. This type of conflict can be resolved through open discussion and finding a fair distribution of tasks. In contrast, challenging behaviour from a service user often indicates an unmet need or distress. For instance, if a service user gets aggressive during bathing, it might be due to discomfort or fear. Understanding this helps us provide better care by addressing the real issue rather than just punishing the behaviour.

Example Answer 6

When two people, like coworkers, argue over the best way to provide care, that’s conflict. It’s about resolving disagreements and finding common ground. But when a service user acts out, like hitting or screaming, it’s often because they are trying to tell us something, like they are in pain or upset. An example is a boy I worked with who had tantrums every time he was asked to do homework. We discovered that he had difficulties reading, so his behaviour was his way of showing his frustration. By understanding the root cause, we could provide better support.