The importance of conflict resolution in the healthcare environment is difficult to understate. Fast and effective management and leadership are key to working successfully and efficiently, especially in the field that is connected with human health and well-being. It is a leader’s responsibility to ensure that all the necessary procedures are being followed and the staff is able to effectively communicate without conflict. To achieve this goal, it is useful to know the basics of conflict and change theories, as well as understand how to use one’s position to enact the needed changes.
There are four major conflict theories that are applicable to the field of healthcare and nursing: social cognitive theory, organizational conflict theory, social conflict theory, and social exchange theory. Each theory can be used to identify and describe the points of conflict arising at work. Organizational conflict theory, for example, can be used to determine the scale of the conflict, be it between organizations, departments, or whole organizations (Udod & Wagner, 2018). These types of conflict need to be solved by ensuring communication and cooperatively working on the best resolution strategy. Social conflict theory proposes that conflicts arise from the individual’s need to satisfy their personal desires first and foremost, and can be further attributed to different classes of people (Udod & Wagner, 2018). Another theory connected with conflict is the social cognitive theory, which proposes that one can influence their surroundings and behavior in accordance with a set goal (Udod & Wagner, 2018). Lastly, social exchange theory proposes that all human relationships are based on the principle of “give and take”, which is problematic when the two are not equal in any given situation (Udod & Wagner, 2018). This approach helps an individual to understand their connections with others based on the amount of effort spent versus the value they derive. Evaluating one’s relationships this way can be helpful in developing a healthier attitude towards oneself and others. Understanding all of the concepts mentioned above can be beneficial to a health professional in a position of power, and give better insight into approaching an issue at hand.
Another important set of theories one needs to know in their practice is the common change theories. In the ever-evolving world of today, enacting change is especially important in the field of healthcare. With more and more new practices becoming commonplace, and different treatment methods being developed, the leader should be the one to spearhead any innovation initiatives. One of the change theories is based on Kurt Lewin’s three-stage principle of enacting change (Teegardin, 2020). He proposes that change exists in the environment with two opposite types of forces: driving forces and restraining forces (Teegardin, 2020). The former makes the events move in the direction of change, and the latter prevent that, hindering the process of change. Changes can only occur when the driving forces are higher than the restraining ones. Lewin’s model divides the process of change into three separate categories – unfreezing, moving, and refreezing (Teegardin, 2020). Unfreezing occurs when a method of helping individuals let go of their previous practices is found, promoting critical thinking and the development of new approaches (Teegardin, 2020). The second stage, with the assistance of a good leader and a capable team, helps to change people’s behaviors and feelings, making the process of innovation easier. At last, the third stage, refreezing, establishes the changing environment as the new norm, allowing people to adapt and familiarize themselves with the new way of working (Teegardin, 2020). This stage is especially important for the implemented changes to endure the test of time and be accepted.
Finally, after discussing the accepted theories on change and conflict, the role of the leader as an agent of change must be described. The leader must set an example for his fellow workers and actively encourage innovation and improvement in the field. To see the need for change, the leader needs to constantly question the established norm and find better solutions for existing problems (Lee, 2015). He or she should be susceptible to criticism and listen to feedback from the other employees, to notice and combat and dissatisfaction that might threaten operation. They also need to be able to predict possible trends of the industry and work ahead of time in implementing the structures of support that will be necessary for the future (Lee, 2015). By working with others and effectively communicating one’s ideas, he or she must help the organization realize its full potential. Changes should always be implemented gradually while keeping the friendly atmosphere between people so that the majority of workers will be satisfied. The power of the leader also needs to be effectively utilized in conflict resolution, to properly access any situation and find the most effective solution. In the healthcare environment, such efforts are needed even more than in other areas, since good work ethic and organizational practices directly affect the well-being of patients. A leader’s inability to handle conflict can lead to miscommunication and malpractice in the field, sabotaging the job, and endangering people’s lives.
References
Lee, D. (2015). Leaders are agents of change. The spectrum.
Teegardin, J. (2020). Change and conflict management in nursing. Nursing answers.
Wagner, J. (2018). Common change theories and application to different nursing situations. In S. Udod (Ed.), Leadership and influencing change in nursing.