Power Struggles in Healh Care Settings - Research Paper Example

This approach challenge the work designs particularly when there is adaptability and loftiness when taking up new challenges (Lorenzi, 2005). Often, this results in conflicts in health care institutions due to unclear strategies to curb deliberate and unintended consequences in daily work activities. However, rational and broad long-term negotiation can reduce conflicts emerging from health care interactions (Grant & Parker, 2009). As a result, healthcare settings present unpredictable and non-linear occurrences that may lead to conflicts (Borkowski, 2009).

Power struggles in health care settings The interdependence and unbalanced inter relationships among health professionals often breeds power conflicts. This is characterized by tension due to workforce shortages, diversity in prowess, physician-patient preferences and control issues. Disagreements may also emerge among the administrators and the health professionals. Often, they fall in disputes over management and leadership issues. Dual hierarchies create tension because it legitimizes the assertion to power on both parties.

It may breed performance related or profit motivated conflicts. Moreover, physicians may be concerned about their patients and neglect the overall relationship and performance of their colleagues. This hides areas of weaknesses within the system. Overlapping responsibilities also may lead to power conflicts. However, the use of negotiation may reconcile differences and realize impeccable performance in the health sectors. Power struggles affect the productivity and general quality of work (Lorenzi, 2005).

Negotiation principals to avert power struggles Effective negotiation skills can avert conflicts in health institutions. Negotiation involves intended dialogue to merge conflicting interests. The organization in healthcare settings should capitalize on basic negotiations skills while resolving issues. This entails a deeper comprehension of a problem, applying communication skills and offering unbiased but articulate judgments (Borkowski, 2011). Managers should emphasize prompt incident reporting, clear organizational chain and peer review processes to avert the quest for self-interests that would result into conflicts.

Moreover, politics in health institutions that involves unclear use of strategies and tactics ought to be resolved. Nonetheless, it is essential in making high-stakes resolutions involving capital control. However, it can result to conflicts when it entails low-stakes decisions such as division of labor and access to crucial resources (Burke & Friedman 2011). Negotiation is necessary in managing internal politics as it creates a fair avenue to discuss problems and solve them openly. Therefore, application of formal negotiation and arbitration skills is essential.

Conflicts obstruct quality demonstration of professional ability and skills (Grant & Parker, 2009). Managers should adopt competent work design that reduce conflicts and improve performance, motivation and job satisfaction. Negotiating on the overall performance scales rather than individual performance lessens power conflicts. Moreover, negotiators should delineate the areas where one party has biased control (Moseley, 2002). Limits to potential for power abuse in healthcare set