Conflict Resolution In Health And Social Care

A conflict can be described as an interpersonal disagreement between two or more parties having a difference in opinion, controversy, negative understanding or insufficient communication (McKibben, 2017). Within the healthcare arena, conflict cannot be avoided. It can have the ability to have a negative impact on the function of the team and result in inadequate patient care. When poor patient care is provided, the integrity of the nurse, the nursing profession, and healthcare as a whole is endangered (McKibben, 2017). As a result, conflict management is the process of recognizing and dealing with conflict in a realistic, fair, and competent fashion. Productive communication, problem solving, and discussing with a focus on the issues are required skills needed for conflict management (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014).

“People are afraid of conflict because they do not have essential skills to manage it well.” This is true because according to O’Grady and Malloch (2016), conflict is reflection of an insufficient knowledge of the dynamics of conflict and a lack of capability in its management. In the case of Nancy, perhaps she needs to undergo specialty training or classes about conflict management in order to improve their unit’s dynamic or interaction.

During my time with them, I was able to differentiate between the functions, roles, and responsibilities of healthcare managers, while working with the following managerial positions. I was able to view them carry out various management functions of planning—closing of a pharmacy, getting annual goals for annual merits, discuss implementation of FY18 strategic planning, staffing--interviews, directing—manager/leadership meetings and staff meetings, controlling—weekly safety huddles addressing patient safety events, addressing staff concerns, and addressing staff behavior, and decision making—completing daily tasks and going to

Working in health and social care staff care for others and they should expect to be cared for at work. A good manager can create a workforce community culture where talented staff are valued and retained. A positive culture within a team promotes a positive outcome for the service users.

Health and social care teams are subject to regular supervision and annual individual performance reviews. As support workers, we need to be able to consider how we can relate to service users and be able to assess our team working strengths and weaknesses. The manager is responsible for setting the goals and objectives for all staff members. Than we have individual objectives, for each staff member, as well as team objectives. We must be able to understand and agree our shared goals and be able to 'picture' the vision or targets we are trying to achieve.

When developing a conflict resolution it helps to know techniques such as, problem solving, avoidance, compromising, and communication. This will help your team members and create a system for redressing grievances, if they cannot solve their problems on their own. Then it will be necessary to arrange for the manager to conduct a meeting on this subject.

UNIT1: MANAGING SERVICE DELIVERY IN HEALTH AND SOCIAL CARE (Learning outcome) 1. Develop awareness and skills for effective managers and leaders’ in health and social care sector. 1.1. Analyse the main roles of managers in health and social care sector.

As a healthcare leader I will work to minimize conflict using the four pillars by addressing trust, respect and communication by ensuring that each and every patient will know that they can trust me with their health concerns and issues, a lot of conflicts happen because there’s lack of communication, I will make sure that there has been a misunderstanding and listen first instead of talking.

How can conflict in the workplace affect the quality of care for the clients? Describe examples and techniques you have seen.

In trying to resolve the conflict between Reece and Patel, Edwards used an avoidance strategy. Instead of speaking directly about the root causes, or sources, of the conflict, Edwards focused on the behaviors and treated Reece and Patel like children. Edwards scolded them, and sent them off without bothering to find out what was bothering the two. Of course, this type of conflict resolution is ineffective because it fails to address the underlying issues. As Anderson (n.d.) points out, addressing the problem is key to conflict resolution. "When a conflict does happen, a manager needs to focus the conflicting parties on the issue and have them leave out any personal problems they may be having," (Anderson, n.d.).

Last year management guru sir Gerry Robinson came to help Rotherham district general hospital. On his visit, he was shocked to find long waiting lists, low staff morale and terrible relations between consultant and managers. However, Gerry was able to turn the hospital around with his business management expertise and one year later Gerry revisited Rotherham and is over the moon to see that the hospital continued to run efficiently after his departure. That being said new issues have risen such as staff leaving and lack of equipment in order to store the patients’ health documentations. Gerry further realised with government policy encouraging more out of hospital care in the community, certainty of the hospitals future felt unsure. The key figures that influence the hospital running are Brian James, the chief executive followed by the general managers, managers, consultants and nurses. In this essay I will be identifying and evaluating the issues that are taking place in Rotherham district general hospital.

“Kate has been employed by a well-known manufacturing company for 12 years. She is the only female on her line and the fastest worker. She has been promoted several times through mergers and acquisitions, but has always been looked over for a senior management position. Kate believes she is qualified for advancement but thinks her manager has a problem with her personally. To top it off, Kate did not receive a semiannual or annual review, which would have resulted in a raise. Her coworkers (all males) have urged her to go to management and report what she believes to be discriminatory behavior from her immediate manager.” (Argosy Univ., 2016)

Management as it relates to the health services realm requires a deep understanding of coordinating the delivery of healthcare. One must be able to utilize frameworks to recognize and develop solutions to challenges within managing healthcare. My desire to become a health services manager (HSM) spawns directly from this concept of identifying an issue and being able to present interventions and approaches to improve the overall quality of life for communities.

Conflict resolution is an essential skill that every employee must acquire. Employees are going to have disagreements and conflicts, but with the correct skills they will know how to resolve them or at least set them aside during working hours. A good manger mentor when know when he or she must step in to help deescalate a

During the confrontation, the cause of the conflict must be determined. After the confrontation, the manager needs to reflect on the discussion and reach an objective solution for both parties to agree upon. There will be times when the parties will not agree: in this case, use your own judgment.