Conflict Situation in Nursing Home - Factors That Lead to the Conflict and Outcome of the Conflict - Case Study Example

TITTLE: REFLECTIVE ESSSAY ON CONFLICT SITUATION I HAVE EXPERIENCED AS A CARE WORKER IN NURSING HOME NAME INSTITUTION DATE OF SUBMISSION Introduction Conflict situations in workplace are inevitable especially when there more people interacting for a particular interest. According to Burton (1996) conflict can occur between two or more people, two or more groups and between individual and a group in the organization. This paper will reflect my situation as a care worker with senior care worker at Nursing Home. Factors that lead to the conflict Unclear definition of responsibilities: As a care worker my focus normally was on performing direct nursing tasks as well as provision of hygiene needs for the patients in nursing home. Also my duty was to maintain and provide clean and safe environment for the patients. This has been the roles of every other care worker in the hospital since the introduction of job description. On the other hand senior care worker was to check on patients’ therapy, setting up equipment for treatment and record keeping of the patient. Keeping of Patients’ records over the past two years had been compromised since the senor care worker was reluctant to keep while I used to keep them since it is an institution mandate. The scare resources (few number of care workers in nursing home) as well raised a lot of impulse between me and the senior core worker since I had to take a lot of unclear responsibilities by my-self. Yeah, it was my responsibility to check on the patient performance to drugs but record keeping was supposed to be of senior care worker. This remains as a challenge to me but an issue with the senior care worker in the institution. How it was managed First, the institution had to accept that there is a conflict between me and the senior care worker. This gave for new understanding and effective communication between the two of us. Secondly, the conflict was analyzed based on what caused the conflict, why each one of us was complaining about the work done by the other. This led to clear definition of responsibilities of the two posts. This was supported by development of job descriptions of the two posts. Later the culture of working together and focusing on the future was introduced and this enhances a strong cohesion between the two posts. The outcome of the conflict The conflict had a negative outcome on the organization’s performance. Patients’ records were not safeguarded since the senior care worker was reluctant to do so. My efficiency on the other side went down because had to take a lot of responsibilities since we were few care workers in the nursing home. The second part We often try to ‘win’ when it comes to disagreements with others. Everyone between us needed to protect the integrity of his office as well as trying to win whatever the two offices had disagreed upon. Therefore, to MAINTAIN THE PROFESSIONAL INTEGRITY of the two offices in a win-win situation, first we should have freeze the actions when the differences were heating up such that the rest of the parties in the institution may not know what is going on. Secondly, I should have ensured that I became friendliest person and without allowing my attitude to interfere with my ability to administer protocols and policies. Thirdly, sharing of my personal information with other co-workers should have been confidential or not shared at all (Professional Security Training Network, 2004). Since the institution has both the clinical staff and casuals, sharing of information can lead to compromise of duties either in both parties. This will allow reduce the spread of rumors or no rumors at all. Sometimes talking perks easily from the institution perhaps may compromise your integrity. Therefore, I should have been keen on that before taking any bonus. Lastly, but this may not the least, I should have avoided divulging information to other departments especially during ongoing investigation. Consideration of all participants’ needs is very important in getting a solution to a problem. The following grid shows how a win-win situation is achieved when needs on the conflicting parties are all considered. Care worker gets what he needs Care worker doesn’t get what he needs Senior care worker gets what he needs Win-Win Lose-Win Senior care worker doesn’t get what he needs Win-Lose Lose-Lose The focus is on the Win-Win grid. According to Burton (1996), the panel must keep in mind the reentry problem and needs of the participants. That time I should have invited a panel where it will operate as a chair. The panel should have invited the needs of the two parties at the same time intervening appropriately to every party. At the time of intense discussion on the issue, the two participants (Care worker and Senior Care worker) are given the equivalent opportunities to express these needs during the discussion. The hosts of the panel should have been there to focus and examine each and every needs expressed by the two parties. Important aspects during discussion of these needs are observation and advisement. Apparently, the concentration of the panel would have been on the needs of every department. Win-Win situation would be achieved when all needs are addressed by the panel. Focusing on behavior management is an integral aspect of conflict management process rather than focusing on emotions. Emotions are energy that fuel conflict therefore dealing with emotions perhaps may have taken the two conflicting departments to settle the differences. Though coercive management may have deprived one individual from behavioral aspects as motivation, self-confidence and dignity, the focus on counterproductive behaviors in both parties that fit acceptable standards of the conflict resolution process would have been harmonize the differences of the two parties. Behavioral intelligence is normally what people observe and respond to. Therefore, the focus on behavior would have been effective since it define emotional aspects of the conflicting parties. In a win-win situation, the analysis of the interpretable external behaviors of care worker and senior care worker basing on behavioral intelligence would have done. Also, the process of focusing on behavior rather than emotions would have help us move past our unsatisfying attempts of judging one another’s behavior using linear logical thinking but would have lead us to effective interpretation of behavior based on emotional intelligence. After focusing on behavior, the contradictory aspects along the cognitive dimensions would have led me and my co-executive in to apparent consistent ways as well as reducing any tension. According to Mohr and Spekman (1994), mutual understanding normally gives a win-win situation and supported is by demonstrating active listening skills. It our case therefore, as a care worker I would have taken the listening stance into interaction. This is very important since it would lead me to understand the differences and to be understood in a better way. Dedicating me to active listening would have improved the prospect that my ideas and feelings as well as senior care worker’s feelings would be understood by the panel. Two years down the line was enough for us to understand the way we conceptualize things particularly during conversations. Therefore, since we had known each other for two years, then it would have been easy to restate the ideas, reflect on our feelings when one conflicting party is talking, making clarification if the point made by the one talking perhaps may not be clear and validating whatever have been said by the conflicting parties. I would make sure I validate my expressions on the issue with respect and integrity during my conversation such that my fellow senior care worker would see an appreciation for him being there. Generally active listening diffuses conflict since it helps other person listen and persuade you at some instances. Creating ways/opportunities on how we would have raised concern about our conflict was very important. For instance, we would have advice the administration to provide suggestion boxes within the institution and encourage all the workers to use them. At least at some point the voices of staff in the institution through the suggestion boxes would have led to clear understanding of the responsibilities that each one of us must be carrying. Participants at the same time would have given options, mediate the conflict, investigate the conflict as well as forecasting the kind of agreement and decision the two conflicting departments may have reached for both to get contented. Participants are like assistant program for the conflicting parties therefore they voice out the assessment of the problem at the same time providing short-term counseling to the conflicting parties. My situation under this case of provision of opportunity to voice concern by participants would have been crucial since it would have indicated aspects that perhaps may have led to violation of institution’s regulations. Also having concern raised by participants would have led to everyone feeling inclusive and happy when a win-win situation is reached by the conflicting parties (Bodine and Crawford, 1999). Even me personally I would feel contended when my concerns are addressed. Conclusion My actions as a care worker makes up to nursing home’s goal setting and evaluation of the ways to reach the set objectives. In several senses, our actions would influence the performance of most of the co-workers and clients if not worked on in the right way at the right moment. When I evaluate my actions, I can develop an effective criterion of success especially when the conflict is not moving towards a desired solution. Analysis/evaluation of actions would be important to me since I would develop the best ties to the conflict solution goals. Therefore, the movement to the solution on a win-win situation perhaps would be easy and defined. My experience for two years as a care worker in nursing home has been a roadmap of challenges. The advance of these challenges lead to the conflict between me and the senior care worker particularly on unclear responsibilities between the two offices. Apparently, this has been the issue in most organizations and has directly affected the performance. It is high time now to focus on the close posts responsibilities so as it won’t be an issue when it comes to future performance of the various institutions. Though conflicts in organizations are inevitable, at least when an organization has good line of order, then conflict can be radically reduced. Reference Bodine, R.J. and Crawford, D.K. (1999) Developing Emotional Intelligence: A Guide to Behavior and Conflict Resolution in Schools. Champaign, IL: Research Press. Burton, j. w. (1996) Conflict resolution: Language and processes, London: Scarecrow Press. Mohr, J. & Spekman, R. (1994) Characteristics of partnership success, Partnership attributes, communication behavior and conflict techniques, Strat. Mgmt. J., Vol 15: pages 135-152. Professional Security Training Network, (2004) Maintaining your professional integrity, PSTN-900-0259. Thomas, k. w. (2006) Conflict and conflict management: Reflections and update, Journal of organizational behavior, vol 13, 265-275. Read More