Healthcare Organizational Conflict Management Strategies

Effective Negotiation and Conflict Management

Resolving Power Struggles Within Healthcare Settings: Principles of Effective Negotiation and Conflict Management

From the onset, it would be prudent to note that power struggles within healthcare settings could get in the way of effective performance of duties and, hence, result in negative care outcomes. In seeking to resolve power struggles within the said settings, there are a number of conflict management as well as negotiation strategies that managers could deploy. The strategies that will be highlighted in this text are; accommodating, compromising, and collaborating.

To begin with, when it comes to accommodating, Overton and Lowry (2013) are categorical that this involves embracing the other individual’s perspective and effectively avoiding competition by sacrificing one’s perspective. Thus, in this case, one of the parties to the conflict would be neglecting his own concern and permitting the other party’s concerns to sail through. In the words of Overton and Lowry (2013), this approach could be instrumental “when one is wrong, if the issue is more critical to others or if the value of harmony in the situation outweighs the benefit of a conflict” (260). Next, compromising involves pursuing a mutually acceptable agenda. It therefore follows that on this front, the goal is to ensure that both parties have their concerns partially satisfied. The solution applied in this case is the one that satisfies both parties partially, and is acceptable to both parties so as to bring the conflict to an end.

Lastly, we have collaborating. This involves joining forces with others in search of a solution that would be address the concerns of everyone. It is important to note that there is an aspect of cooperation in this case. In my opinion, the three approaches identified above would be most effective for managers seeking to resolve conflict in healthcare settings. This is especially the case given that the relevance of harmony and unity of purpose in healthcare settings cannot be overstated. Thus, the two other conflict management approaches that have been suggested in various resources (i.e. competing and avoiding) would likely be counterproductive in the realm of healthcare.

One kind of power struggle that could be resolved by the conflict management approaches highlighted above is competition for resources. It should be noted that organizational resources happen to be limited – which effectively means that competition for the said limited resources could emerge between certain departments or units. In such a case, one conflict management approach that could be ideal is compromising. On this front, both parties could be satisfied by ensuring that the solution reached with regard to the sharing of resources is mutually acceptable. In this case, for instance, each department/unit would accept to make a sacrifice for the overall organizational wellbeing.

Limiting Opportunities for Power Abuse

There exists multiple opportunities for power abuse in health care organizations. For this reason, the relevance of limiting the potential for the said abuse cannot be overstated. One approach that could be embraced on this front is cultivating a culture of teamwork. It is important to note that as Gullatte (2011) points out, teamwork comes in handy in efforts to promote accountability. Further, the author observes that teamwork in nursing is instrumental in the establishment of cooperative efforts, the advancement of coordination, and promotion of communication. When persons interact in an interdependent manner and are focused on the achievement of common goals, there are less likely to abuse their power. For instance, the head of a certain unit would not be interested in the deployment of influence deemed inappropriate against a junior or peer if they recognize and embrace the relevance as well as need for collaboration and pursuit of organizational goals from a united front.