514 Topic 2 Discussion 2 Replies: Conflict in Healthcare
514 Topic 2 Discussion 1 Replies: Conflict in Healthcare: Discuss potential causes of conflict occurring within health care organizations. What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict…
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514 Topic 2 Discussion 2 Replies: Conflict in Healthcare
Instructions
Topic 2 DQ 2
Assessment Description
Discuss potential causes of conflict occurring within health care organizations. What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? What model or leadership theory would be effective to use in addressing conflict?
Discussion Replies
Reply 1
Within healthcare teams, conflict is a constant and inescapable concern. Despite conflict resolution training for nurse leaders and managers, the issues of employee relations, stress, sickness, and retention persist. Interpersonal relationships, change, and bad leadership all contribute to conflict. In order to maximize patient care, new members of staff should be supported and incorporated into an already established healthcare team. This will encourage mutual role respect among all team members and establish healthy working relationships(McKibben, 2017).
Approaches to dispute resolution that are constructive. Good leadership enables shared issue solving and change acceptance by cultivating healthy team dynamics and communication. Mutual respect also promotes a more positive working atmosphere for healthcare teams. Because disagreement has such a direct impact on patients, finding a solution that is both safe and effective is critical, as is developing therapeutic interactions between coworkers and management (McKibben, 2017).
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Leadership trait theories (which attempt to explain distinctive characteristics accounting for leadership effectiveness), behavioral leadership theories (which attempt to explain the distinctive styles used by effective leaders), and contingency leadership theories (which attempt to explain the appropriate leadership style based on the circumstances).
Personal qualities are differentiated by traits. Personality is a collection of characteristics that classifies a person’s conduct. Personality profiles reveal a person’s strengths and weaknesses. A leader’s leadership style is a set of traits, abilities, and behaviors that he or she employs when interacting with followers.(Oberer & Erkollar, 2018).
References
- McKibben, L. (2017). Conflict management: Importance and implications. British Journal of Nursing, 26(2), 100–103. https://doi.org/10.12968/bjon.2017.26.2.100
- Oberer, B., & Erkollar, A. (2018). Leadership 4.0: Digital leaders in the age of industry 4.0. International Journal of Organizational Leadership, 7(4), 404–412. https://doi.org/10.33844/ijol.2018.60332
Reply 2
Certain causes of conflict at least in almost every workplace. Often, individuals take these common causes for granted and ignore them as significant sources of potential conflict that can generate into increasing levels of stress and in equities at the departmental level. Some of the common causes of conflict present in every organization such as personality differences invariably affect working relationships. Sometimes clashes in personal needs, insights, and requisites can cause conflict. Issues of workload, work intensity, and role expectations one of the universal conditions causing conflict at workplace and then continuously unresolvable issues have negative impact (Weberg et al., 2019).
Before the leader can engage in resolving conflict, the leader must be comfortable with his or her own sense of comfort in the presence of conflict. The effective leader works to create an environment where colleagues can be comfortable with their own feelings and with the ability to express them a good leader embraces his are heart own feelings, regardless of their intensity, and in doing so demonstrates a level of transparency that is palpable and visible to others.
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The ability to safely build commitment, attachment, and mutually in relationships significantly influences just how well terms will work together, collaborate, express accountability, and have an impact. When every leader and team member share his or her knowledge, useful and helpful information the value that comes from experience is added to the team’s decisions (Weberg et al., 2019).
I would choose Leader-Member Exchange Theory to address conflict in my team. Leader member exchange theory is characterized by respect, trust, and obligation as characteristics of our working relationship. Leader member exchange theory recognizes that leaders establish a social exchange relationship with employees, and this exchange influence how each individual employee is treated. When leader members exchange is high there is greater job latitude, satisfaction, open communication, and a high degree of autonomy. Importantly, this leads to increased participation in knowledge transfer, essential to today’s evidence-based practice environment (Patricia et al.,2019).
References:
- Patricia, D-P., Patricia, E., David, P., Kenneth, C.R., & Joyce, S. (2019, October 03). A Bridge to Leadership Communication Success:: Impact of Leader-Member Exchange on Nursing Administrative Relationship https://doi.org/10.1016/j.mnl.2019.02.006
- Weberg, D., Mangold, K., Porter-O’Grady, & Malloch, K. (2019). Leadership in Nursing Practice: Changing the Landscape of Health Care. https://bibliu.com/app/#/view/books/9781284146554
Reply 3
Conflict occurs when an organization or individual believes that their values are being contested or harmed by another organization or individual. Role conflict, for example, happens when roles are assigned to two persons with different statuses, and the boundary of responsibilities is unclear. Conflicts can arise when individuals refuse to communicate their views. Persons or groups of individuals may conflict when two competing goals have differing levels of significance to them (Voyer, 2018). Conflict can also occur in the health care environment when an action taken by one member of one moral order is deemed undesirable by another member of a distinct moral order.
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It is possible to employ several negotiating principles while trying to resolve a disagreement. Prior to action, you must first think. Consider your alternatives and analyze your options before reacting to a dispute. You must also carefully listen to what the other person has to say, including their tone and body language, as well as their words. Making the speaker aware that they have been heard is another part of active listening. A fair procedure, accepting responsibility, looking for common interests, and focusing on the future is necessary for conflict resolution. There are additional alternatives for mutual benefit.
To resolve conflicts, you can use formal authority or other forms of power to fulfil your demands, regardless of the other person’s interests. Conflicts can also be resolved via collaboration (Harrison, 2017). Collaboration with the other person to comprehend their problems and communicate your issues to create a mutually satisfying answer can cool things down.
References
- Voyer, M., Quirk, G., McIlgorm, A., & Azmi, K. (2018). Shades of blue: what do competing interpretations of the Blue Economy mean for oceans governance?. Journal of Environmental Policy & Planning, 20(5), 595-616.
- Harrison, S. M., Dolinsky, J. S., Johnson, A. E. K., Pesaran, T., Azzariti, D. R., Bale, S., … & Rehm, H. L. (2017). Clinical laboratories collaborate to resolve differences in variant interpretations submitted to ClinVar. Genetics in Medicine, 19(10), 1096-1104.
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