Conflicting Needs In Health Care Practice Essay
Conflicting Needs In Health Care Practice Essay
Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly.
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Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice.Conflicting Needs In Health Care Practice Essay
Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.
To Prepare:
Review the national healthcare issue/stressor you examined in your Assignment for Module 1, and review the analysis of the healthcare issue/stressor you selected.
Identify and review two evidence-based scholarly resources that focus on proposed policies/practices to apply to your selected healthcare issue/stressor.
Reflect on the feedback you received from your colleagues on your Discussion post regarding competing needs.
The Assignment (4-5 pages):Conflicting Needs In Health Care Practice Essay
Developing Organizational Policies and Practices
Add a section to the paper you submitted in Module 1. The new section should address the following:
Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.
Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.
Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.
Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.
Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.Conflicting Needs In Health Care Practice Essay
What is conflict? According to Masters & Albright (2002), “Conflict exists when two or more parties disagree about something” (pg. 14). Is conflict bad? Not necessarily, conflict can be good or bad. In fact, according to Lewicki et al. a moderate amount of conflict can be productive where as too little or too much conflict can result in complacency or chaos (as cited by Almost, 2006, pg. 447). In healthcare organizations, like other organizations, conflict is an everyday occurrence. According to Thomas, “managers spend approximately 30% to 40% of their workday dealing with some form of conflict” (as cited by Haraway & Haraway, 2005, pg. 11). Conflict will exist between nurses and physicians, within a healthcare organization, and between the organization and other organizations. This conflict can affect the treatment that patients receive. The key is being able to utilize good conflict while effectively managing other conflict which can be destructive to an organization. In determining how to effectively manage conflict within the organization, this report will cover conflict within a healthcare organization, conflict between health care organizations, the effects of conflict on patients, the effects of good conflict, and how to manage conflict.
Conflict within a health care organization
No matter what type of occupation someone holds there will be conflict between them and their coworkers. This is the same for nurses. The reasons stem from “inherent differences in goals, needs, desires, responsibilities, perceptions, and ideas” (Danna & Griffin as cited by Almost, 2006, pg. 444).
Conflict is one of the issues that takes place in any organization specially hospitals where continuous human interactions occur. Nurses play different roles such as care provider, educator, and manager. These roles lead to various types of interactions among nurses and other health care team members, which significantly increase the probability for conflict to arise in hospital settings among nurses [1].Conflicting Needs In Health Care Practice Essay
Conflict is a dynamic process that can be positive or negative, healthy or dysfunctional, within work environment. Conflict is the consequences of experienced or perceived variations in common goals, values, ideas, attitudes, beliefs, feelings, or actions [2]. Conflicts arise for many reasons: it can originate because of competition among professionals and variations in economic and professional values. Scarce resources, reform, poorly defined roles and expectations, the ability to work as a team, interpersonal communication skills, and expectations about level of performance in various nurses’ roles are all sources of conflict in health care organizations [2-4].
Literature Review
There are many types of conflict nurses may experience in the hospital setting. Intrapersonal conflict which occurs within one individual, interpersonal conflict which occurs between two or more individuals, intragroup conflict which occurs within one group, intergroup conflict which occurs between two or more groups, competitive conflict which occurs when two or more groups attempt to reach a common goal, and disruptive conflict which results from trying to reduce or defeat the opponent. The last type of conflict is common between nurses and physicians and has been reported by both professions [5,6].
Nurses and physicians especially in the Middle East region continue to be educated with misunderstanding of their roles. Both professions do not cultivate the concept of health care team members among the graduates. Physicians always are considered the dominating profession in the hospital setting. This misunderstanding of roles creates identity conflict between nurses and physicians. Physicians are taught to be the leaders responsible for patients and must handle all situations. Value based disagreements occur between nurses and physicians when one party attempt to force own set of values on another [7].Conflicting Needs In Health Care Practice Essay
Nurses as other health care professionals offer different point of views to the health care team to provide quality patients’ care. These various perspectives can sometimes lead to conflicts between nurses and physicians regarding patients’ care regimen. Additionally, stressful work environment can be a source for tension, miscommunication, and conflict, not only among health care professionals but patients as well. Conflicts in hospital settings can lead to violence, unless handled appropriately. The consequences of poorly or unmanaged conflict could affect negatively the quality of patients’ care [8].
Over the last century, attitudes toward conflict have significantly changed. Currently, nurse managers view conflict as a natural phenomenon that can exist in any organization. Regardless of the way conflict was treated by nurse managers; each conflict has an aftermath which affects professionals as well as patients in the organization either positively or negatively [2,9].
Moreover, inappropriately treated conflicts lead to negative consequences for nurses, patients and the organization. These negative consequences include unprofessional nurses’ behaviors which lead to lack of organizational commitment and finally poor quality of patients’ care [10-12].Conflicting Needs In Health Care Practice Essay
Because conflict is an everyday problem in the hospital setting especially for nurses and because of its negative consequences if poorly treated; the current study aimed to describe types and levels of conflict experienced by nurses in the hospital settings.
The purpose of this assignment is to learn how to identify and effectively manage conflicts that arise in care delivery settings resulting in better management of patient care, including appropriate delegation. You will gain insight into conflict management strategies and develop a plan to collaborate with a potential nurse leader about the conflict and its impact in a practice setting.
Directions
Read Finkelman (2016), Chapter 13: Improving Teamwork: Collaboration, Coordination, and Conflict Resolution, section on Negotiation and Conflict Resolution, pp. 324-333.
Write a 5-7-page paper (not including the title or References pages). Follow APA format. Cite the course textbook and two scholarly sources.
Observe nurses in a care delivery setting. Identify a recurring conflict with the potential to negatively impact patient care. This should be from your practice setting or prelicensure experiences.
Provide details of what happened, including who was involved, what was said, where it occurred, and what was the outcome that led you to decide the conflict was unresolved.Conflicting Needs In Health Care Practice Essay
Identify the type of conflict. Explain your rationale for selecting this type.
Summarize (in your own words) the four stages of conflict, as described in our textbook, and how they relate to your example. Do not use quotations.
Describe how you would collaborate with a nurse leader to reach consensus on the best strategy to deal with the conflict
Describe the rationale for selecting the best strategy.
Provide a summary or conclusion about this experience or assignment and how you may deal with conflict more effectively in the future.
Title of paper: Conflict Resolution
Access to book:
Managing and Resolving Conflict in a Positive Way
Conflict is a normal, and even healthy, part of relationships. After all, two people can’t be
expected to agree on everything at all times. Since relationship conflicts are inevitable, learning
to deal with them in a healthy way is crucial. When conflict is mismanaged, it can harm the
relationship. But when handled in a respectful and positive way, conflict provides an
opportunity for growth, ultimately strengthening the bond between two people. By learning the
skills you need for successful conflict resolution, you can keep your personal and professional
relationships strong and growing.
The fundamentals of conflict resolution
Conflict arises from differences. It occurs whenever people disagree over their values, motivations, perceptions, ideas, or desires. Sometimes these differences look trivial, but when a
conflict triggers strong feelings, a deep personal and relational need is at the core of the
problem—a need to feel safe and secure, a need to feel respected and valued, or a need for
greater closeness and intimacy. Recognizing and resolving conflicting needs
If you are out of touch with your feelings or so stressed that you can only pay attention to a
limited number of emotions, you won’t be able to understand your own needs. If you don’t
understand your deepseated needs, you will have a hard time communicating with others and
staying in touch with what is really troubling you. For example, couples often argue about petty
differences—the way she hangs the towels, the way he parts his hair—rather than what is really
bothering them.
In personal relationships, a lack of understanding about differing needs can result in distance,
arguments, and breakups. In workplace conflicts, differing needs are often at the heart of bitter
disputes. When you can recognize the legitimacy of conflicting needs and become willing to
examine them in an environment of compassionate understanding, it opens pathways to creative
problem solving, team building, and improved relationships. When you resolve conflict and
disagreement quickly and painlessly, mutual trust will flourish.Conflicting Needs In Health Care Practice Essay
Successful conflict resolution depends on your ability to:
· Manage stress while remaining alert and calm. By staying calm, you can accurately read
and interpret verbal and nonverbal communication. · Control your emotions and behavior. When you’re in control of your emotions, you can
communicate your needs without threatening, frightening, or punishing others. · Pay attention to the feelings being expressed as well as the spoken words of others. · Be aware of and respectful of differences. By avoiding disrespectful words and actions,
you can resolve the problem faster.
Healthy and unhealthy ways of managing and resolving
conflict
Conflict triggers strong emotions and can lead to hurt feelings, disappointment, and discomfort.
When handled in an unhealthy manner, it can cause irreparable rifts, resentments, and breakups. But when conflict is resolved in a healthy way, it increases our understanding of one
another, builds trust, and strengthens our relationship bonds. Unhealthy responses to conflict are characterized by: · An inability to recognize and respond to matters of great importance to the other person
· Explosive, angry, hurtful, and resentful reactions
· The withdrawal of love, resulting in rejection, isolation, shaming, and fear of
abandonment · The expectation of bad outcomes
· The fear and avoidance of conflict
Healthy responses to conflict are characterized by: · The capacity to recognize and respond to important matters
· A readiness to forgive and forget · The ability to seek compromise and avoid punishing
· A belief that resolution can support the interests and needs of both parties
Four key conflict resolution skills
The ability to successfully manage and resolve conflict depends on four key skills. Together,
these four skills form a fifth skill that is greater than the sum of its parts: the ability to take
conflict in stride and resolve differences in ways that build trust and confidence. Conflict resolution skill 1: Quickly relieve stress Conflicting Needs In Health Care Practice Essay
The capacity to remain relaxed and focused in tense situations is a vital aspect of conflict
resolution. If you don’t know how to stay centered and in control of yourself, you may become
emotionally overwhelmed in challenging situations. The best way to rapidly and reliably relieve
stress is through the senses: sight, sound, touch, taste, and smell. But each person responds
differently to sensory input, so you need to find things that are soothing to you.
Conflict resolution skill 2: Recognize and manage your emotions.
Emotional awareness is the key to understanding yourself and others. If you don’t know how
you feel or why you feel that way, you won’t be able to communicate effectively or smooth over
disagreements. Although knowing your own feelings may seem simple, many people ignore or
try to sedate strong emotions like anger, sadness, and fear. But your ability to handle conflict
depends on being connected to these feelings. If you’re afraid of strong emotions or if you insist
on finding solutions that are strictly rational, your ability to face and resolve differences will be
impaired.
Conflict resolution skill 3: Improve your nonverbal communication skills
The most important information exchanged during conflicts and arguments is often
communicated nonverbally. Nonverbal communication includes eye contact, facial expression,
tone of voice, posture, touch, and gestures. When you’re in the middle of a conflict, paying
close attention to the other person’s nonverbal signals may help you figure out what the other
person is really saying, respond in a way that builds trust, and get to the root of the problem. Simply nonverbal signals such as a calm tone of voice, a reassuring touch, or a concerned facial
expression can go a long way toward defusing a heated exchange.
Conflict resolution skill 4: Use humor and play to deal with challenges
You can avoid many confrontations and resolve arguments and disagreements by
communicating in a playful or humorous way. Humor can help you say things that might Conflicting Needs In Health Care Practice Essay
otherwise be difficult to express without creating a flap. However, it’s important that you laugh
with the other person, not at them. When humor and play are used to reduce tension and anger,
reframe problems, and put the situation into perspective, the conflict can actually become an
opportunity for greater connection and intimacy. Tips for managing and resolving conflict
Managing and resolving conflict requires emotional maturity, selfcontrol, and empathy. It can
be tricky, frustrating, and even frightening. You can ensure that the process is as positive as
possible by sticking to the following conflict resolution guidelines:
· Make the relationship your priority. Maintaining and strengthening the relationship,
rather than “winning” the argument, should always be your first priority. Be respectful of the
other person and his or her viewpoint. · Focus on the present. If you’re holding on to old hurts and resentments, your ability to see
the reality of the current situation will be impaired. Rather than looking to the past and
assigning blame, focus on what you can do in the hereandnow to solve the problem. · Pick your battles. Conflicts can be draining, so it’s important to consider whether the issue
is really worthy of your time and energy. Maybe you don’t want to surrender a parking space
if you’ve been circling for 15 minutes. But if there are dozens of spots, arguing over a single
space isn’t worth it. · Be willing to forgive. Resolving conflict is impossible if you’re unwilling or unable to
forgive. Resolution lies in releasing the urge to punish, which can never compensate for our
losses and only adds to our injury by further depleting and draining our lives. · Know when to let something go. If you can’t come to an agreement, agree to disagree. It
takes two people to keep an argument going. If a conflict is going nowhere, you can choose
to disengage and move on.
Fair fighting: Ground rules
Remain calm. Try not to overreact to difficult situations. By remaining calm it will be more Conflicting Needs In Health Care Practice Essay
likely that others will consider your viewpoint. Express feelings in words, not actions. Telling someone directly and honestly how you feel
can be a very powerful form of communication. If you start to feel so angry or upset that you
feel you may lose control, take a “time out” and do something to help yourself feel steadier.
Be specific about what is bothering you. Vague complaints are hard to work on. Deal with only one issue at a time. Don’t introduce other topics until each is fully discussed.
This avoids the “kitchen sink” effect where people throw in all their complaints while not
allowing anything to be resolved.
No “hitting below the belt.” Attacking areas of personal sensitivity creates an atmosphere of
distrust, anger, and vulnerability. Avoid accusations. Accusations will cause others to defend themselves. Instead, talk about how
someone’s actions made you feel
Don’t generalize. Avoid words like “never” or “always.” Such generalizations are usually
inaccurate and will heighten tensions. Avoid “make believe.” Exaggerating or inventing a complaint or your feelings about it will
prevent the real issues from surfacing. Stick with the facts and your honest feelings. Don’t stockpile. Storing up lots of grievances and hurt feelings over time is counterproductive.
It’s almost impossible to deal with numerous old problems for which interpretations may differ.
Try to deal with problems as they arise.
Avoid clamming up. When one person becomes silent and stops responding to the other,
frustration and anger can result. Positive results can only be attained with twoway
communication. Source: The Counseling & Mental Health Center at The University of Texas at Austin
Managing and resolving conflict by learning how to listen
When people are upset, the words they use rarely convey the issues and needs at the heart of the
problem. When we listen for what is felt as well as said, we connect more deeply to our own
needs and emotions, and to those of other people. Listening in this way also strengthens us,
informs us, and makes it easier for others to hear us.
Tips for being a better listener:
· Listen to the reasons the other person gives for being upset. · Make sure you understand what the other person is telling you—from his or her point of
view. · Repeat the other person’s words, and ask if you have understood correctly. · Ask if anything remains unspoken, giving the person time to think before answering. · Resist the temptation to interject your own point of view until the other person has said Conflicting Needs In Health Care Practice Essay
everything he or she wants to say and feels that you have listened to and understood his or
her message. When listening to the other person’s point of view, the following responses are
often helpful:
Encourage the other person to share his or her issues as fully as possible.
· “I want to understand what has upset you.”
· “I want to know what you are really hoping for.” Conflicting Needs In Health Care Practice Essay