HA511 Unit 6 Discussion Assignment Srivatsan Viswanathan
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Feb 20, 2024
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Unit 6 Discussion Assignment
Dr. Srivatsan Viswanathan
Department Of Health Care Administration, Park University
HA511: Leadership and Management in HealthCare Systems
Dr. Travis Manroe
November 25, 2023
2
From,
Dr. Srivatsan Viswanathan
Director of Human Resources To
Chief Operating Officer
Dear COO,
Workplace conflict is an inevitable phenomenon of organizational life. Conflict at work can result in lower productivity and higher absenteeism, which is bad for the organization. Workplace conflict can be broadly classified into two categories: conflicts arising from individuals' opposing ideas, decisions, or behaviors directly related to their jobs or when two people don’t get along. Conflict at work is unpleasant and stressful for individuals (Ståle Einarsen et al., 2020).
Main causes of conflicts
Resistance to change, poor communication, and differences in personalities are the three important causes of conflicts. People get stuck in their routines because they are comfortable and
simple to follow. Change brings a fear of the unknown, which some people find difficult to accept. Conflict between a team member and management is frequently the outcome of change, which can be stressful. It's important to keep in mind that certain workers may inevitably experience denial, rage, and confusion before accepting change. Humans frequently react negatively to the unknown, and this negativity frequently manifests as hate. An easier and healthier transition can be achieved by taking these variables into account and assisting team members through the process of change like communicating with the team members to explain why the changes are being made, including them in the process so they feel like part of it, and educating them on their new roles.
Almost every task that is done at work involves communication. Even though everyone believes they can communicate well, a lot of disagreements arise from ineffective communication. Every step of this procedure leaves a great deal of space for misunderstanding, which creates several chances for conflict to emerge. Communication guidelines to help prevent conflicts resulting from misunderstandings are being precise and clear, avoiding having the team members wondering or making assumptions, hearing new suggestions from their teammates, or learning about their concerns.
People with diverse origins, temperaments, experiences, and tastes come together in any job. Not every person met ends up as a friend, therefore it's unrealistic to expect complete harmony among team members. Mutual respect is essential for a positive working culture, even though it's not required for all coworkers to be friends. Trying to be proactive as well by recognizing disagreements between team members and addressing them immediately would help
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solve personality issues. Establishing a positive atmosphere for positive connections within a team is the duty of a manager. Team members would be more likely to ask for assistance in settling disagreements if you were always impartial.
Possible negative outcomes of these conflicts
Workplace interpersonal disputes are on the rise due to intense competition and pressures, mostly associated with the globalization of the labor market. Their expression is complex in relation to various working environments, and they can be detrimental to people's rights and dignity in addition to impeding health, productivity, and job satisfaction. Consequently, the impact on psychological and physiological well-being can differ significantly, contingent upon the individual traits and collective adaptability of those implicated (Castellini et al., 2022).
Types of conflicts for physicians and nurses
The perception of the doctor-nurse relationship is complicated due to the numerous disagreements that arise. Like other professional partnerships, the doctor-nurse connection is influenced by a variety of circumstances rather than being limited to just one. Gaps like education, competency problems, gender, socioeconomic status, misunderstandings, poor communication, and incompatibility can all contribute to these confrontations. One of the friction
reasons is also the recent decision made by nurses to take on more responsibility (Ameen, 2017). Role of leadership in conflict management
Conflicts arising from different interests are an inherent feature of any organization. It follows that it is not unusual for there to occasionally be an extremely high number and severity of disputes. The way conflicts are resolved in the workplace or organization can be greatly influenced by the role that the leader plays in controlling them. While resolving disagreements takes up roughly 24% of a leader's time, how they approach the process greatly depends on their style of leadership (Glavaš et al., 2019). Leaders who are adept at managing conflicts can offer direction and advice on how to resolve disputes. Creating cohesive teams that contribute to the organization's culture is a typical characteristic of leaders. They must be competent in using effective conflict management to mediate disputes.
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References
Ameen, F. (2017). Nurse-Physician conflict and power dynamic. JOJ Nursing and Healthcare
. https://doi.org/10.19080/JOJNHC.2017.05.555665.
Castellini, G., Consonni, D., & Costa, G. (2022). Conflicts in the workplace, negative acts and health consequences: Evidence from a clinical evaluation. Industrial Health
, 61
(1). https://doi.org/10.2486/indhealth.2021-0283.
Glavaš, J., Kondić, V., & Balić, I. (2019). Leadership and conflict management in production organizations. Tehnički Glasnik
, 13
(4), 356–362. https://doi.org/10.31803/tg-
20191114192153.
Ståle Einarsen, Helge Hoel, Dieter Zapf, & Cooper, C. L. (2020). Bullying and harassment in the
workplace : Theory, research and practice
. Crc Press.