Conflict Resolution in Team Settings – Health System Example

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"Conflict Resolution in Team Settings" is a wonderful example of a paper on the health system. This paper will attempt to explain the reason for conflict arising in the health care team, the effect of communication in resolving the conflict, and why the collaborative theory of conflict resolution is the most effective in team environments. Conflict is often present in the work environment. Even the members of a health care team tasked with the common goal of promoting the well-being of an individual are not exempt from encountering conflict.

Although it can be stressful to the parties involved, conflict should not be a problem if there is a proper resolution. Communication and employing the correct approach are certain keys to a successful resolution. Summation of the FindingsHow did conflict arise in the health care team? The conflict started in the health care team because the members were more focused on protecting their image and were afraid of any possible changes. (Pawar, 2007) After observations were made and presented to the team, the members began accusing and putting the blame on one another.

When a problem occurs, members focus their attention on the people involved instead of where exactly in the process things started going wrong. Also, the different individuals in the team doubt the other’ s commitment to the project. Moreover, the people involved have their own biased assumptions and act upon these first before really being interested in the ideas of the other members of the team. Why was communication important to resolving the conflict? Communication was important in conflict resolution because it allowed the group members to sincerely consider each other’ s opinions.

Once there was open communication, it did away with prejudices among members and allowed these individuals to listen attentively to each other and help each other find a solution to the team’ s problem. Effective communication “ helps participants feel that they are valued contributors, that they are respected and that they participated in the creating the solution (Pawar, 2007). ” Which type of conflict resolution do you feel would be the most effective in team environments? In my opinion, the collaborative type of conflict resolution is the most effective in team environments. In employing the collaborative approach, each individual in the team is willing to cooperate and listen to each other to get the best answer for the problem.

(Mind, 2013) Compared to the other styles, the collaborative style is the one that promotes the meaning of teamwork. If there is a team in place to reach a goal, allowing each person to push for his or her own agenda in the competitive approach would defeat the purpose of creating such a group. On the other hand, resentment would likely be a future result if members of the team would need to sacrifice their needs for the others which are characterized in the accommodating style.

A successful resolution utilizes open communication about the issue and constructive communication about techniques. (Flanagan & Runde, 2009) In the collaborative style, this is manifested in how members of the team are encouraged and are free to speak their minds and give ideas. Moreover, there is an understanding among members that criticisms should be taken productively and should not be made to accuse or blame other team members.

References

Flanagan, T. & Runde, C. (2009). How teams can capitalize on conflict. Strategy & Leadership.

37(1), 20-22. doi: 10.1108/10878570970926025

Mind Tools Ltd. (2013). Conflict Resolution: Resolving Conflict Rationally and Effectively. Retrieved from http://www.mindtools.com/pages/article/newLDR_81.htm

Pawar, M. (2007, May). Getting Beyond Blame in Your Practice. Family Practice Management, 14(5), 30-34. Retrieved from http://www.aafp.org/fpm/2007/0500/p30.html

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