Health Care Administration and Conflict Resolution Term Paper by scribbler

Health Care Administration and Conflict Resolution
A look at the role of negotiation and conflict management in the health care setting.
# 153526 | 740 words | 3 sources | MLA | 2013 | US


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Description:

This paper identifies the principal sources of interpersonal conflict in the health care setting and discusses how administrative policies emphasizing negotiation and collaboration are the most appropriate conflict management approach within nursing units. The paper looks at how health care administration can limit power abuse and discusses human resource strategies that can prevent the abuse of authority or the pursuit of self interests and increase transparency at the health care team level.

Outline:
Introduction
Negotiation and Conflict Management in the Health Care Setting
Limiting Power Abuse in Health Care Organizations
Human Resource Strategies and Mechanisms for Prevention of Misconduct

From the Paper:

"At the nursing unit level, the principal sources of interpersonal conflict are personality differences, group allegiances, social exclusion, and competition for preferred schedules and shifts (Marquis & Huston, 2008). None of those types of conflict is amenable to avoidance, accommodation, smoothing, or competition; all of those approaches to conflict resolution are more likely to perpetuate and exacerbate the underlying problems and magnify the interpersonal conflicts emerging from them. Instead, health care institutions and administrators must set and enforce strict policies designed to minimize the development of interpersonal conflict capable of compromising the quality and safety of health care by undermining the effectiveness of nursing units (Marquis & Huston, 2008).
"Negotiation and conflict resolution at the nursing unit level should emphasize administrative fairness and institutional expectations of mutual support and professional collaboration among coworkers (Rosengren, Bondas, Nordholm, et al., 2010). In principle, that requires addressing the typical sources of interpersonal conflict in advance, before they actually occur, and outlining the expectations of supervisors and administrators. A carrot-and-stick approach in that regard would involve establishing an institutional culture in which nursing units receive conflict awareness and avoidance training in connection with a zero-tolerance perspective on the part of administrators."

Sample of Sources Used:

  • Kelly, M. "Change from an office based to a walk-around handover system." Nurse Times, Vol. 101, No. 10; (2005): 34-35.
  • Marquis, B. L. and Huston, C. J. (2008). Leadership Roles and Management Functions in Nursing: Theory and Application. (6th ed.). Philadelphia: Lippincott, Williams, & Wilkins.
  • Rosengren, K., Bondas, T., Nordholm, L., and Nordstrom, G. "Nurses' views of shared leadership in ICU: A case study." Intensive and Critical Care Nursing, Vol. 26, No. 4; (2010): 226-233.

Cite this Term Paper:

APA Format

Health Care Administration and Conflict Resolution (2013, June 09) Retrieved May 18, 2021, from https://www.academon.com/term-paper/health-care-administration-and-conflict-resolution-153526/

MLA Format

"Health Care Administration and Conflict Resolution" 09 June 2013. Web. 18 May. 2021. <https://www.academon.com/term-paper/health-care-administration-and-conflict-resolution-153526/>

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