(1) To be answer in 100 Words from your own opinion?
Given conflicting and diverse interests, how is it plausible for health care teams to exist and coexist without conflict? Explain.
Effective health care leadership management skills are required to help us identify diversity in teams such as ideals, culture. age, race and gender differences that affect functions in operations. The strategy that I would use among a diverse team or members is a commitment to be inclusive as their manager. I must identify member personality trait(s), emotional or cultural differences in functional and dysfunctional conflict to provide physical techniques. Addressing the issues of all parties involved and brainstorming a solution together to create collaboration. Negotiating terms to come to a mutual agreement while showing respect by offering an alternative and sharing in a common goal. Managers should avoid micromanagement as it may decrease the confidence of a team member and we can use quality team communication tools that help with interaction. We can coach or offer a mentorship program and monitor performance strategies for overall success. Collaboration which focuses on efficacy in team communication is one method of our managing diversity and conflict. We need more diversity to exhibit internal organizational culture, diversify initiatives and assist in achieving delegated team objectives. Team conflict can be used positively as an advantage since everyone can have a voice and we must listen to their views therefore it is plausible to learn coexistence.
(TED Talks, XXXXXXXXXXTom Wujec: Build a tower, build a team.Retrieved fromhttp://www.ted.com/talks/tom_wujec_build_a_tower.html
(2) To be answer in 100 words from your own opinion?
Given conflicting and diverse interests, how is it plausible for health care teams to exist and coexist without conflict? Explain.
When you think about conflict, first and foremost, it is not something to shy away from. Conflict is a very natural outcome that happens in any workplace environment. Communication is a very important matter when resolving any kind of conflict. Despite a healthcare manager’s best efforts to establish trust throughout his or her work group and to avoid potential conflict, human nature unfortunately creates occasions for interdepartmental conflict. Interdepartmental conflict is any conflict that takes place within a single department or work group. Initially, interdepartmental conflict takes place on an interpersonal basis. Interpersonal conflict, particularly within a work group, is potentially the most damaging type of problem a healthcare manager can deal with. If interpersonal conflict exists within a department and is not abated and resolved correctly, it will have drastic negative consequences for the entire department even implosion. Many organizations have recommended approaches to dealing with interdepartmental conflict. As you gain more experience as a manager and see what does and does not work, you’re sure to develop your own ways of resolving disagreements between staff members.
Some of the resolutions to resolving interdepartmental conflict are: going on an fact finding mission. Begin any effort to resolve interdepartmental conflict by performing thorough fact-finding every step of the way. Fact-finding is the process of collecting information from all involved parties before arriving at a decision. For example, when an interdepartmental conflict takes place between two individuals, you may want to investigate by discussing the situation with both parties separately and by asking them the same two questions: what they think the problem and root cause may be? and how can the problem be resolved? At that point, bring both parties together, present both ideas for resolution, and once again state your optimism for correction as well as your refusal to tolerate further interpersonal conflict (Lombardi, 2014, p.108).
Ask why this behavior has taken place and how it might be corrected. Try to get to the bottom of what the parties believe is contributing to the problem and how the cause can be alleviated. Following this discussion, present your own ideas on why the problem exists; however, spend most of your discussion on how the problem must be remedied (Lombardi, 2014, p XXXXXXXXXXExpression your confidence that the situation will be corrected, and ask whether particular assistance is needed to do so. Try to strike a delicate balance between expressing optimism that the situation can be corrected and underscoring the fact that continued poor performance and interdepartmental conflict will not be tolerated under any conditions. Interpersonal conflict is complex and can hinder progressive action. As a manager, you must deal with it resolutely and in a timely fashion so that the majority of your department is not adversely affected (Lombardi, 2014, p XXXXXXXXXXMost conflicts among health care teams exist when employees mix personal with business. Mixing the two will always result in conflict situations.
References:Lombardi, D. N., & Slonim, A. D. (2014).Manual of healthcare leadership: essential strategies for physician and administrative leaders. Retrieved fromhttps://online.vitalsource.com/#/books/ XXXXXXXXXX/cfi/6/22!/4/88/2@0:100