Healthcare

HEALTHCARE 6

InstitutionalAffiliations

Section1

Q,1

DanielShapiro highlights thatitis imperativeto integrateemotionalperspectivewhendealingwith conflicts.In fact,theworldhas becomea global village,andpeoplecan interactfrom wherevertheyare a situationthat hamperseffectivecompletionof worktasks.I concurwith Dr. Shapiro beliefabout theimportanceof theemotionalcomponentwhendealingwith conflicts.Itis truethatemotionsmay becomea troublepointwhileonthecontraryitmight becomea greatasset. Thefocuson humaninteractionandhumandimension of conflictshould beconsideredwheninteractingwith people.In addition,one must appreciatepeople’sperspectiveevenifwedonot concurwith their standpoint.In essence,Shapiro approachis fundamentalsince simpleappreciationwill playabigrolein creatinghelpfulemotionsandpartiesinvolvedgetalongmoreeasily.Concisely, negotiationshould be universalwhetheryouare thepresidentorhusband,themostimportantthingto consideris whetherattentionis takento theemotionalaspect(YouTube, 2008).Q,2

Managersare requiredto interveneto resolveanyconflictthat arisesbetween two parties.Theinterventionstrategyadoptedwhetheritwasan arbitration,inquisition,hybrid,andmediationshould be thebeststrategythatsuitsthemanager’sobjectives.In fact,mediationis an instrumentalandempowering strategythatshould beadoptedwhenever there are conflicts.On thehand,itcan be ambiguousandtimeconsumingandin uniquecases,somedisputantsmay neverresolveconflictsthrough mediationdespite theeffortsby themediator.Therefore,otheralternative strategiesshould be consideredora combinationof morethan one strategy,suchas arbitrationandmediation(Mayer, 2000).Q,3

Conflictsare inevitable.Theyare theenergeticforcesthatcompel andofteninjurethesocialengine(Griffith &ampCliff, 2013). Inthehealthcare sector,there are manyinstanceswhereconflictsituationmay ariseforinstance,a physicianmay claimthathe/shewantsmoremoneyandcreatea situationwhereeverybody may believethattheconflictis about resources.Conflictsof thisnatureare alwayseasyto anticipatesince theyare manyfactorsunderneath theaffirmedpositionby thecomplainer. Inessence,thephysiciansmay feelthattheyare not compensatedadequately,theydonot receivetheirdeservedrespect,theyare not cherishedby theorganization,theyhavemorefamilyresponsibilitytheyneedto caterfor,andthehealthcare systemdonot workwellforphysicians.In fact,all thosefactorsare connectedwith theissueof remunerations. Whentheissueof moneybecomesa conflictsituation,thebestwayis to enhanceeffectivecommunication.Asa manager,I would listento thecomplaintsat hand,andthevaluesandbeliefsexpressed,askforfurtherclarificationandthenrespondto their complaintsamicably. Ifthediscussionis madeformalandthelevel of interactionisenhanced, themanagerwill solveanychallenge.Itwill alsodecreaseerrors,conflicts,misunderstandings,save time,andcultivateagoodrelationshipwithout manycomplaints.

Section2

Iagreewith Sankara about Dr. Shapiro beliefs.Heaversthatthemostcritical thingto focuson conflictmanagementis on emotionalandidentitydimensions. However,thisstudenthas not tackledthewholeissuesShapiro depictedon his video. Heought to havementionedabout whatto focuson particularlywhendealingwith humaninteractionandhumandimension of conflict.Issueslike appreciatingpeople’sperspectivewerepertinentalthoughSankara didnot mentionabout them. Lastly,theaspectof negotiationas an importantfactorin emotionalmanagementis missing.

Sankarain theissueof third-party interventionis below par.Thoughhetalkedabout focusingin emotionswhendealingwith individuals,itis not clearon howmanagerwill intervenein resolvingthoseissues.However,I concurwith thestatedbenefitsandchallengesthatthemanagermight experienceduring themediation.

Intheissueof a conflictsituationin theworkplace, Sankara describeshowa particularemployeedoesall theworkwhileothers justsitdown.Theissueis evidentthoughithas not beenarticulatedwellto demonstratetherealaccount.However,thesuggestiongivenabout openinga jointcommunicationwith all theworkerswill be a keycomponentto solvingtheconflict.

Section3

Iconcurwith Marissa on severalissues.Shehas beenableto pointout thegistof Dr. Shapiro narrativeon theimportanceof theemotionalcomponentwhendealingwith theissueof conflicts.Thepertinentpointshavebeentackledbecauseeventheimportanceof emotionin conflictmanagementhas beendiscussed.In essence,Marissa pointout an importantaspectof appreciatingothers perspectiveevenifone doesnot agreewith them. Indeed,thisis a thoroughpresentationabout conflictmanagement.

Inthesecondinstance,I agreewith Marissa whenshepointsoutthatthemanagershould intervenebefore theconflictescalatesandleadto a legalaction.In fact,conflictin a healthcare settingshould not involvelegalactionsunless thesituationnecessitates andnootheravenuescan rectifytheconflict.Shealsopointsoutthatthemanagerwill demonstratethespiritof impartialitywhenplayingtheroleof a mediator.Therefore,managersare in a positionto eliminatebiasesandarbitratetheissuesamicably without hurtinganyparty.

Lastly,Marissa has establisheda realsituationwherea nursemay feelmistreatediftheworkload isnot distributedequally.In fact,shesuggeststhat communicationis the best wayto solvetheconflicts.Theaspectof listeningto bothsideswill beenhancedwherebothnurseswill be givena chanceto communicatetheir issues.After theissue,themanagerwill providethebestsolutions,which are in tandem with theorganizationgoals.

References

Griffith,D and Cliff, G. (2013). Conflict Survival Kit, Tools for ResolvingConflict at Work (2nd edition.). Upper Saddle River, NJ: Pearson.

MayerB.&nbsp(2000). Thedynamics of conflict resolution: A practitioner’s guide to clearthinking.San Francisco: Jossey-Bass.

YouTube.(2008). Harvard`s Daniel Shapiro at Davos, on conflict resolution.Retrieved fromhttps://www.youtube.com/watch?v=6eoyPvHfugU&ampfeature=youtu.be