Conflict Management Strategies In Modern Health Care Organizations

Conflict Management Strategies In Modern Health Care Organizations

Modern healthcare organizations strive to build and grow unique cultures like other business organizations. The quest to make a lasting culture often creates conflicting values in contemporary health care. These awful situations demand critical resolutions and an acceptable reconciliatory approach to move organizations forward. The Collaborative Style seems to advance organizations beyond their table of conflict, where conflicting interests must satisfy the concerns of both sides while remaining assertive and highly cooperative. A “win/win” resolution with both parties integrating their conflicting interests in building a solution to the problem at hand. Part of the goal in this respect is to learn from the pain and gain commitment while vigorously striving to improve relationships of the conflicting parties in the long run, where the organization wins at the end of the day.

Two examples demonstrating the Collaborative conflict resolution style occurred in my former employment when a Client was upset and dissatisfied with one of our reports for sending an unexpectedly high bill for services she did not request. In her anger and dissatisfaction, she called to terminate her Contract with the employer. While this was happening, another Staff in the billing department tried to adjust her bill to reflect the services we offered this Client. Of course, this did not fly with this Client since her mind was already made up to terminate our Contract for this expensive error. In my Professional wisdom, I stepped in and decided and determined to write off the bill as the best option at that moment so that we could still keep her business. I could see that my Colleagues were more concerned aboutingabout getting her to pay for the services we offered her and losing the Client while I determined to forgo and write off her bill and keep her business. The resolution was a win/win situation where we kept our relationship with her and never had to worry about her immediate bill and earned her business for life.

Another example was when we had to drive our nurses to their destinations during snow days. On one occasion, I was stuck in the snow to pick up one of our nurses to attend to one of our high-paying clients. I called an Uber around her location to pick up our nurse to care for our Client. Although I did not follow procedure and formal bureaucracy, I saved her life by swiftly jumping into action and earning her family’s trust and business. In challenging situations, especially in Health Care Organizations, I see the need to collaborate to resolve issues more than competing for resolution.

Finally, these strategies reflect the value of inclusivity in the health care organization because everyone can be a part of a solution to a problem, even when conflicting interests abound. The Collaborative Style seeks enduring and long-term relationships, which builds an inclusive culture where employees are encouraged to incline their sense of innovation toward solving organizational problems for mutual benefit.

Reference

L. R. Burns. 2020. Shortell and Kaluzny’s Healthcare Management: Organization Design and Behavior (7th ed.). Cengage

Use the Internet or Basic Search: Strayer University Online Library to research conflict management strategies in modern health care organizations.

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Modern healthcare organizations have unique cultural and demographic situations that often create conflict. Discuss at least two examples of cases where applying a collaborative or competitive strategy might be beneficial in managing conflict.

How would using these strategies reflect the value of inclusivity for the healthcare organization? Support your position with detailed examples.