Define Organizational Problems, Personal Conflict, Medication Distribution in Big Hospitals
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One common thread throughout the literature is the importance of interdisciplinary involvement in all aspects of workflow analysis and implementation.
Hence, when the employees perceive their importance; so, their feelings of controlling the stressful situation enhance, and therefore, negative impact of conflict decreases. This indicates participatory leadership style in which employees are given the opportunity to participate in the decision making process, which minimizing feeling of stress. According to Martin involving subordinates in resolving the problems leads to team spirit, which produces job satisfaction, cost effectiveness and better solutions (Martin AJ, Dowson M. 2009). Furthermore, if there is conflict, the authorized leader should ensure that it is fruitfully resolved. In contrast, forcing behavior has negative impact on employee but based on leader’s interest, and would increase stress rather than resolve the conflict in healthy way. However, conflict may be resolved to some extent as the employees expected the leader to be authoritative and obliged to obey. Furthermore, avoiding behavior may cause frustration in the employees because the leader fails to resolve the conflict and thus conflict will be escalated. Avoiding strategy is better but if the employees perceive it positively, otherwise as in the scenario the situation was worsened.
To overcome interpersonal conflict in the health care setting requires accurate knowledge and skills for health care professionals to reduce the occurrence of conflicts. This paper has implications for nurse leaders and organizations who seek to manage conflict among employees to reduce its negative consequences on working environment and organization productivity. Learning to manage conflict may help nurses feel more job satisfaction and obviously have positive impacts on patient care. In addition, nurses are more concerns how they are treated. If they are treated with respect and dignity by colleagues and manager and are working with positive relationship and morale, they will experience a positive working environment with less conflict.
Römer M, Rispens S, Giebels E, et al. A Helping hand? The moderating role of leaders’ Conflict management behavior on the conflict-stress relationship of employees. Negotiation Journal. 2012;28(3):253–277.
Martin AJ, Dowson M. Interpersonal relationships, motivation, engagement, and achievement: Yields for theory, Current issues, and educational practice. Review of Educational Research. 2009;79(1):327–365.
Johansen ML. Keeping the peace: Conflict management strategies for nurse managers. Nursing Management. 2012;43(2):50–54.