Communication and Conflict Resolution Assessment 2 Capella University Essay

Communication and Conflict Resolution Assessment 2 Essay

Communication and Conflict Resolution Assessment 2 Essay

Conflict is part of human life. Indeed no society can exist without conflict. It is hard to expect people who come from diverse backgrounds to agree on everything. It is the disagreement regarding ideas that occasions conflict. So the question that arises is not whether a conflict exists but how best conflict prevalent in society can be managed. Conflict management goes to the heart of tolerance. There is need to manage or prevent conflicts to avoid the adverse effects that it causes. The negative effects of conflict include stress, anxiety, and tensions. It cannot be overemphasized that communication has a significant role to play in conflict resolution. It has been noted that negative and poor communication in many times leads to disagreements and inevitable conflicts.

Team Charter Recommendations

Methods to Establish Ground Rules and Set Expectations

Building a genuine and collaborative policy is not easy. It requires a lot of planning, focus, objectivity, and sacrifice. Building ground rules for how a team work is a crucial step necessary for the embankments of any collaborative project (Koppelman, 2016). Creating ground rules creates an important pillar of how the team is anticipated to collaborate towards the accomplishment of its goal and objectives. It also serves as a vital reminder of the values and philosophies that group purposes to follow. Personal emotions, feelings, and conjecture should always be avoided as they can act to divert attention to the goals set. They can also serve to hurt team relations. Team members should be concerned about the interests of the entire team and vital personal interests.

All group members should be regarded as key stakeholders in the development of the ground rules and therefore they should be consulted before any decision that affects them is made. This essentially acts to preserve relations and proper respect that are critical for the success of any group. At this stage suggestions from team members should be encouraged, clarified and reviewed. All team members should agree on many of the suggestions, and where there are disagreements, they should be solved in a timely and respectful manner to preserve relations and also to avoid derailing the whole process of engagement. All the consented ground rules should be documented, to enact a written record of the same (Fisher, 2016). Ground rules should periodically be communicated to members so that they can be reviewed where necessary. This is essential to put them in tandem with the current interests of the community. The policy agreed should be clear and concise and it should aim at upholding integrity, accountability, respect and collaboration among team members.

Conflict Resolution Policy for Inter-professional Groups

Fundamentally, primary health care organizations rely on the contributions of diverse professionals. However, conflict is a social fact in any group setting. It is indeed not a new phenomenon in inter-professional teams. For many times and reasons, the healthcare delivery and efficiency largely depend on group contributions across disciplines. Inter-professional teamwork in the health system is a rigid and complex enterprise. Perhaps it is the most diverse and broad component of teamwork. It is undoubtedly crucial for us to decipher the sources of conflict and the best approaches towards their management. The patient population should be handled by multiple efforts if healthcare delivery is to be consequential (Cherry et al, 2016). Conflicts in group settings and particularly in teams working in the healthcare environment can lead to poor services being offered to patients as result of the demotivation and demoralization of the team members by the unresolved conflicts.

Conflicts can be experienced at both the micro and macro levels. Issues of the scope of practice, personality conflict, and physical space conflicts can hamper relations. Matters financial remunerations and adopted new clinical practice guidelines can also trigger conflict. Accountability issues are also key contributors to a conflict in team relationships. Some persons may be willing to be accountable for their actions while others are not. This is a conflict-trigger.

Conflict resolution strategies should be concerned and focused on the creation of harmonious working relations. Conflict resolution protocols should be enacted as strategies of conflict resolution. Organizations’ leadership to resolve potential disputes should also be relied on. Team leadership should negotiate and resolve emerging disputes in a relational way. Professionalism should be promoted as it can act to reduce conflicts in the workplace. Alternative dispute resolution including arbitration, negation, and conciliation should be encouraged and adopted (Barsky, 2016). This is because it is simple, efficient, speedy, relational and time conscious as compared to litigation. Conflict avoidance should never be tolerated as it can occasion behaviors which are harmful and detrimental to the organizations’ goals. The best way to manage dispute in the work place is to prevent it, and when conflict arises, it should be solved amicably and in a speedy way.

Team Leadership

Many challenges confront our organizations’ today, including in the medical sector. These challenges have in fact occasioned many disputes in corporate governance. Many of the conflicts experienced in the modern business environment are as a result of leadership failures and leadership mismanagement. A good and focused leadership can act to ensure that conflicts are prevented in the workplace and when they arise they are resolved amicably and speedily. For any management to be effective, it must develop and sustain relevant skills particularly time management, strategic decision making, prioritization, and integrity. Good organizations’ leadership must inspire and motivate staff so that they can feel satisfied with their work. Leaders must also develop their employees. This includes introducing mentoring programs and continuous training. Business managers must, besides, be change oriented. Change in an organization is important as it shapes culture and ethics. Effective leaders must also be in a position to manage internal politics. These challenges specifically focus on relationships building, image, and politics. The failure by the top management to cultivate all these causes a lot of business failures.

Team leaders rise to power either through being voted in by team members, selection by coaching staff or nomination by the group members. Ineffective leaders within a team should be removed from power immediately to avoid further damage to teams’ progress. They can be removed from authority either by being fired or through a vote of no confidence against them. Also, non-performing leaders can be warned of their actions so that they can improve.

Communication and Collaboration Policies

Describe Best Practices for Effective Interprofessional Collaboration

In modern healthcare structure, delivery of services calls for a lot of interrelationships and patients handoffs between health care professionals. This relationship involves nurses, physicians and technicians. Essential clinical practice, therefore, involves circumstances where crucial information is conveyed. Team partnerships are critical. Lack of proper communications can threaten patients’ life as errors may occur. It is through technologies such email, telemedicine that communications can be effected between different practitioners. Communication and collaboration challenges act to impede the necessary healthcare service delivery. The best practices for effective inter-partnerships include a didactic program, inter-professional simulation training, and community-based experience.

Communication Models

Advantages of Email

It is fast, global, cheap and also it serves future reference purposes. People around the world can communicate more efficiently and promptly. Emails, due to their written nature, should be used more so in circumstances where future record is required. Given its global aspect, this mode of communication is also applicable where the parties involved are too far apart.

Disadvantages

Emails are impersonal and often lead to emotional responses. Emails can also be misunderstood particularly when one fails to re-read them.

Advantages of Face-to-Face Communication

It is extra-personal in the sense that dialogue can be allowed. Face-to-face communication also enables immediate feedback unlike other forms of communication. This mode of communication is applicable in cases where the parties involved are very close to each other.

Disadvantages

It can prove to be costly more so when the parties must travel.

Conclusion

The nursing field has tremendously changed since its inception. Inter-professional collaboration and efficient communication is part of the changes that are being experienced in this profession. Partnerships and exchanges in the practice of nursing are crucial as they help to improve the overall health services delivery. Communication should be brief, objective and transparent to avoid conflicts. Temperament language should always be condemned as it can occasion unnecessary disputes. Also, stakeholders should always attempt to reduce conflict.