Managing Conflict In The Work Place – Article Example
Managing Conflict in the Work Place Managing Conflict in the Work Place Conflict is a of misunderstanding between people because of differences in perception, ideas and viewpoints. Healthcare work environments face constant conflict for several reasons (Ramsay, 2001). Conflict management in an amicable mechanism of solving the differences individuals may have to ensure peace and harmony prevails at the work place.
Task conflicts are disagreements about work and task objectives (Jehn, 1995). Conflict relating to task may include differences in viewpoints, ideas and opinions.
Impact of conflict at working environment
Task conflict is beneficial in the workplace or organization. It refers to disagreements that promote healthy competition. It promotes constant discussions and consultations that enhance decision making in the work environment. It contributes to different opinions from diverse individuals, divergent viewpoints and results to justified decisions. Task conflict informs directions and goals of the organization that are informed by theoretical and conceptual justifications. Different perspectives promote job satisfaction and can boost recognition or self-esteem among health care personnel (Meer, 2013).
Applying the Six steps of SPIKES
Step 1: SETTING up an interview
This stage involves preparation and planning on how to respond to the emotional reaction of a patient.
Step 2: Assessing the Patient’s PERCEPTION
Listening to a patient and get his/her side of story. Asking question such as, “What have you been told about your medical situation so far?”
Step 3: Obtaining the Patients INVITATION
A clinician should express a desire to hear a patient’s explicitly about the mode of receiving a medical report (Priolo, 2012). Examples of questions asked to the patient would be, “How would you like me to give the information about the test results? Would you like receiving all the information or sketch out the results and spend more time discussing the treatment plan?”
Step 4: Providing Knowledge and Information to the Patient
Relaying information to a patient should contain elements of comfort and moderation. It includes making a statement such as “unfortunately…, I’m sorry to tell you…”
Step 5: Addressing the Patients Emotions
A nurse may need to apply strategies such as counseling to contain the emotional reaction of the sick person.
Step 6: Strategy and Summary
Medical practitioner advises a patient on the way forward concerning treatment. This stage is significant as it restores hopes to a person in question. A patient would get a chance to acknowledge the seriousness of his/her condition (Baile, 2000).
Baile, W. F., Buckman, R., Lenzi, R., Glober, G., Beale, E. A., & Kudelka, A. P. (2000). SPIKES—a six-step protocol for delivering bad news: application to the patient with cancer. The Oncologist, 5(4), 302-311.
Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40, 256-282.
Meer, H. (2013, November 2). Different Types of Conflict: Task, Relationship and Process Conflicts. Organizational Behavior Studies. Retrieved May 13, 2015 from http://studyob.com/different-types-conflict-task-relationship-process-conflicts/
Priolo, D. (2012, Mar 07). How to Give Constructive Feedback in 6 Easy Steps. Profiles International. Retrieved May 13, 2015 from http://info.profilesinternational.com/profiles-employee-assessment-blog/bid/102602/How-To-Give-Constructive-Feedback-in-6-Easy-StepsEGADS
Ramsay, M. A. E. (2001). Conflict in the health care workplace. Proceedings (Baylor University. Medical Center), 14(2), 138–139.