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Conflict Management

Conflict Management

There are several causes of conflicts, including relationships, values, information, interest, and structural reasons (Jeong, 2008). The commonality between all the different causes of conflict is that people have different perspectives on a certain matter. According to Weiss et al. (2014), effective leadership and the success of organizations depend on integrating differing perspectives. Subsequently, the best strategy for integrating various perspectives is using communication tools like surveys, team meetings, and performance evaluations. Notably, these communication tools have to be asynchronous. Besides, integrating multiple perspectives means everyone has room to be heard and considered when a conflict occurs. As such, these communication tools provide a platform where all parties can negotiate and resolve their matters. Further, such communication tools help the leaders proactively communicate what is expected. Notably, effective communication tools also boost communication in the organization, significantly reducing the chances of conflicts occurring, contributing to the organisation’s success.


Jeong, H. W. (2008). Understanding conflict and conflict analysis. Sage.

Weiss, D. F., Tilin, F. J., & Morgan, M. J. (2014). The interprofessional health care team: Leadership and development. Jones & Bartlett Publishers.


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Conflict Management

Conflict Management

As a healthcare leader, you may find yourself in conflict with your colleagues and all levels of interprofessional teams. According to the textbook, healthcare leaders must be proactive and communicate expectations. What can you put into place proactively to diminish conflict and increase communication? How does this help the interprofessional team focus on providing excellent performance?

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