LaTonyaWFranklin09

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LaTonya Wingwood-Franklin Unit 7 Assessment- Conflict Management Policy Herring University 22 October 2023

LaTonya Wingwood-Franklin Human Resources, Facility Administrator Harmony Healthcare 22 October 2023 Table of Contents: I. Introduction A. Whom the Policy Applies to B. Purpose of the Policy II. Definitions of Conflict A. Conflict Styles B. Conflict Theories III. Best Practices for Employees Involved in Conflict A. Open Communication B. Active Listening C. Respecting Differences D. Collaborative Problem-Solving E. Seeking Mediation or Arbitration, if necessary IV. Best Practices for Managers/Supervisors Involved in Conflict A. Promoting a Positive Work Environment B. Encouraging Open Dialogue C. Providing Conflict Resolution Training D. Addressing Conflict in a Timely Manner E. Establishing Clear Expectations for Behavior and Performance V. Resources for Employee Training and Development in Conflict Resolution Techniques A. Conflict Resolution Workshops or Seminars B. Online Training Modules or Courses C. Recommended Books or Articles on Conflict Management VI. Resources for Manager/Supervisor Training and Development in Conflict Resolution Techniques A. Leadership Development Programs with a Focus on Conflict Resolution B. Conflict Resolution Coaching or Mentoring C. Professional Organizations or Associations Offering Training and Resources

VII. Contact Information for Questions A. Human Resources Department - Name: Latonya Wingwood-Franklin - Email: <lwingwoodfranklin@healthcarefacility.com - Phone: (555) 345-6789 I. Introduction A: Whom does the policy applies too: - All Harmony Healthcare personnel, including staff members, medical professionals, managers, and supervisors at all levels, are subject to the policies and procedures contained in this document. B: Policy Purpose: - With the help of this policy, Harmony Healthcare will be able to successfully manage any conflicts that may emerge. By equipping staff with the knowledge, skills, and resources required to approach and resolve issues in a constructive way, it seeks to foster a supportive and courteous work environment. II. Definitions of Conflict A. Conflict styles: - The many strategies people may use in conflict situations are referred to as conflict styles. Collaboration, compromise, accommodation, avoidance, and competition are some examples of these styles. Employees are urged to become aware of their own conflict management style and acquire the knowledge and abilities to modify it depending on the circumstances. B. Conflict theories: - A framework for comprehending the underlying dynamics and causes of disputes is provided by conflict theories. Social exchange theory, power-conflict theory, and structural-functional theory are a few examples of conflict theories that could be useful in a healthcare environment. Employees and managers that understand these theories will have a better understanding of conflict resolution techniques. III. Optimal Procedures for Staff Members Involved in Conflict A. Active Listening - Giving the speaker your complete attention, getting clarification when necessary, and summarizing or paraphrasing to make sure you understand the speaker's point accurately

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are all examples of active listening. By fostering clear communication, this practice also lessens the chance of misinterpretations that could lead to conflict. B. Open communication - The goal of employees should be to keep the lines of communication open while respectfully expressing their opinions. Understanding various viewpoints and locating common ground require active listening and empathy. C. Cooperation in Problem-Solving - By using cooperative problem-solving techniques, employees should try to resolve conflicts. Identifying common objectives, coming up with solutions as a group, and cooperating to find a win-win outcome are all necessary steps in this process. D. Diversity Respect: - In order to avoid and manage conflicts, it is essential to respect individual differences, such as those resulting from various backgrounds, viewpoints, and values. Employees should interact with others with tolerance, cultural sensitivity, and inclusivity. E. Arbitration or mediation, if necessary: - Employees are urged to seek mediation when disputes cannot be resolved through direct communication.

References Cormier, E. (2023, July 14). Workplace conflict resolution: 7 tips for creating an air-tight policy . Insperity. https://www.insperity.com/blog/conflict-resolution/ Matthew W. Burr, S.-S. (2021, July 6). Conflict Management and dispute resolution . SHRM. https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/pages/conflict-mana gement-and-dispute-resolution.aspx

LaTonyaWFranklin09

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