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 individuals perspective and effectively avoiding competition by sacrificing ones perspective. Thus, in this case, one of the parties to the conflict would be neglecting his own concern and permitting the other partys 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...
…handle interpersonal relationships judiciously and empathetically (104). It is important to note that as the authors in this case further indicate, in addition to promoting self-control and compassion, emotional intelligence also makes it easier for persons to embrace change as well as the viewpoints of others. An emotionally intelligent leader would, thus, be less likely to unjustly or unfairly intimidate or influence others.Lastly, in seeking to limit the potential for power abuse in healthcare settings, there may be need to have in place a code of conduct that clearly and in no uncertain terms spells the mechanisms for interpersonal engagements within the organization, identifies disciplinary structures, and defines what constitutes inappropriate behavior on the part of those in leadership or managerial positions. Tappen, Weiss, and Whitehead (2004) are of the opinion that a code of conduct does away with the issue of personality which, as the authors further…
References
Gullatte, M.M. (2011). Nursing Management: Principles and Practice. Oncology Nursing Society.
Overton, A.R. & Lowry, A.C. (2013). Conflict Management: Difficult Conversations with Difficult People. Clin Colon Rectal Surg., 26(4), 259-264.
Tappen, R.M., Weiss, S.A. & Whitehead, D.K. (2004). Essentials of Nursing Leadership and Management. F.A. Davis.
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