"How Conflict Can Help Generate Change? " is a worthy example of a paper on the health system. Although many of the organizations like avoiding conflicts, others enjoy it as it is considered to be the stimulus for innovative thinking and bringing new changes. Perceiving conflict from this new dimension can actually open the world of new possibilities and help the employees to generate ideas that otherwise would not even have been considered. Organizations that are avoiding conflicts are actually resisting change. Avoiding change is considered to be futile and may even lead to the demise of established and successful organizations.
Organizations that encourage their employees to approach conflict in a productive and positive way can beat the stagnation which eventually opens the door for competitors and also challenges their ability to provide their customers with new and innovative solutions and products to meet their needs (Richards, 2013). Conflict is considered to be a positive force when it leads an organization towards positive changes by signaling what the actual problem is. However, when conflict is companied with anger, it is considered to be destructive.
There is no doubt about the fact that conflict puts some people under stress which may affect their personality to a certain extent. The organizational conflicts lead to a series of questions for the parties opposing each other. These questions then lead the organization towards new ideas and breakthroughs, benefiting it on the whole. The organizations that teach the employees to effectively manage the conflict are actually creating a climate of innovation for them which encourages creativity and opens their mind to new and some previously explored possibilities. There was a case that took place in April 2010 in Akron General Hospital present in Ohio.
A conflict took place when a woman was diagnosed with a neuron disease, the same as the one that Stephen Hawking had. This condition was known for destroying the motor nerves of the patient’ s brain and makes the control of the movement of the body impossible; however, the mind virtually remains unaffected. It has been estimated that people suffering from this disease die within 4 years with suffocation due to the inability of their respiratory muscles to contract.
The doctors observed that the condition of the woman was declining every day. The woman was very much worried as the possibilities of her survival were very low and she was also scared of the pain she would be facing in her last hours. She asked the doctors to give her diamorphine, as she could no longer take the pain and stress (Right to die movement- Chronology, 2014). The meeting of the doctors working at Akron hospital was called to study the case of this woman as her condition was getting serious and she was getting depressed and anxious every day.
Some doctors considering the condition of the woman agreed to provide her aid in dying, while others thought that it is going to be unethical as the woman still has a month more to live. This conflict was solved when one of the doctors asked to take advice from the family members of the patient, who agreed to administer the lethal procedure on the patient before time (Cirone, 2013).
Right to die movement- Chronology. (2014). Retrieved October 28, 2014, from http://www.finalexit.org/about_euthanasia.html
Cirone, C. (2013). Cases in Medical Ethics: Student-Led Discussions. Retrieved November 11, 2014, from http://www.scu.edu/ethics/publications/submitted/cirone/medical-ethics.html
Richards, L. (2013). How Can Conflict Be Good for an Organization? Retrieved November 1, 2014, from http://smallbusiness.chron.com/can-conflict-good-organization-741.html