 Managing ConflictSyed Amin Tabish
Chapter Chapter 23 in Health Care Management: Principles and Practice, 2024, pp 479-488 from Springer Abstract: Abstract Conflict refers to “discord that results from differences in ideas, values, or feelings between two or more people.” Managing conflict in organizations involves recognizing and addressing disagreements in a constructive manner. Key strategies include fostering open communication, encouraging collaborative problem-solving, and providing conflict resolution training. Leadership plays a crucial role in creating a positive culture where conflicts can be openly discussed and resolved. It is essential to address conflicts early to prevent escalation and promote a more harmonious workplace. Remember to check with reliable resources or professionals for detailed conflict management techniques. Common reasons for workplace conflict include: Misunderstandings or poor communication skills, differing opinions, viewpoints, or personalities, biases or stereotypes, variations in learning or processing styles, and perceptions of unfairness. Some strategies for conflict resolution: Avoiding, competing, accommodating, compromising, and collaborating. Conflict is an inevitable reality in healthcare organizations. Workplace conflicts among professionals are frequent in health care. Conflicts within teams can involve harsh language, blaming, breakdown in communication, or disruptive conduct. Whereas team conflicts may be viewed constructively when used to clarify misunderstandings and disagreements about roles and tasks, they can alter team dynamics and communication, decrease trust and team performance, and lead to poor mental health among professionals. Quality managers of care hospitals should consider team conflicts as potential barriers to quality care. Quality management should consider preventive actions and support programs for management of conflicts. It is recommended that all staff receive initial and ongoing conflict resolution education including fundamental elements about conflicts and conflict resolution. Healthcare organizations should have clear policies and procedures regarding conflict resolution within the local setting. It is recommended that each healthcare organization design and implement a conflict resolution program tailored to its specific characteristics. Effective management involves controlling emotional responses to prevent escalation. Connect: Show empathy without necessarily agreeing with their perspective. Analyze: Shift them from emotional to logical thinking by jointly reviewing solutions. Respond: Challenge misinformation, especially when directed at potential negative outcomes. Set limits: Impersonally outline acceptable behavior boundaries, referring to external reasons. Focus on future behavior rather than past actions. Individuals with personality disorders experience internal distress, often attributing it to external causes. Compassion is essential while avoiding reinforcement of negative behaviors. Neuroimaging and genetic associations suggest limited behavioral freedom. It is the responsibility of everyone to increase their own awareness, accountability, and active participation in understanding conflict and minimizing it. Date: 2024 There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it. Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-981-97-3879-3_23 Ordering information: This item can be ordered from DOI: 10.1007/978-981-97-3879-3_23 Access Statistics for this chapter More chapters in Springer Books from Springer |
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