Common Ground: Diversity In The Workplace
Common Ground
Yolanda Isom
Fairleigh Dickinson University
Abstract
Healthcare providers all have a common goal and that goal is to provide quality care in an environment that is conducive to healing. But what happens, when the quality care is hampered by unprofessional attitudes or conflict? How well is the delivery of quality care, when these are mixed in? The common interest is for patients to receive the best care possible and give the facility a good recommendation to others; so new clients may be acquired. Administrators want their facilities to have a good reputation but when internal conflict can be viewed by the patients, that is a problem that has to be solved. Only good communication, …show more content…
If not addressed conflict can escalate into issues that are hard to resolve. Separating emotions from professionalism can be hard to do. Keeping in mind that the reason for employment is patients and their satisfaction with the facility and its care, should make it easier to maintain a professional attitude. Unfortunately that is not always the case. Diversity in the workplace can create some conflict due to different cultures, ideas and styles of performing certain task. Some of the most important sources of conflict in nursing settings are divergent management style and staff perspectives, limited staff resources in the unit resulting in higher levels of stress, differences in goals among work groups and competition (Kunaviktikul et al. 2000, McVicar 2003). In addition, an important source of conflict in the nursing unit is the nurse-doctor dyad. Numerous studies have focused on the relationship between these health care professionals (Fowkes & Mentink 1994, Forte 1997, Keenan et al. 1998). It could be a variation of things. While working with a team of people there will be conflict at some point. The question is how well the conflict will be handled and if an effective resolution can be found. Having all parties involved come to an agreement is the common ground that needs to be reached, but at times unachievable. In this paper we will take a closer look at the parts of conflict …show more content…
Conflict is defined as the consequence of real or perceived differences in mutually exclusive goals, values, ideas, attitudes, beliefs, feelings, or actions (a) within one individual (intrapersonal conflict), (b) between two or more individuals (interpersonal conflict), (c) within one group (intragroup conflict), or (d) between two or more groups (intergroup conflict). Conflict is dynamic. It can be positive or negative, healthy or dysfunctional (Sullivan 2013, 2009). According to Thomas (1992) conflict is “the process that begins when one party perceives that the other party has negatively affected, or is about to negatively affect, something that he or she cares about” (p. 653). Far from it, conflict is also constructive, as it can be catalytic to new ideas, progress and positive change and growth (Rahim 1986, White
Yolanda Isom
Fairleigh Dickinson University
Abstract
Healthcare providers all have a common goal and that goal is to provide quality care in an environment that is conducive to healing. But what happens, when the quality care is hampered by unprofessional attitudes or conflict? How well is the delivery of quality care, when these are mixed in? The common interest is for patients to receive the best care possible and give the facility a good recommendation to others; so new clients may be acquired. Administrators want their facilities to have a good reputation but when internal conflict can be viewed by the patients, that is a problem that has to be solved. Only good communication, …show more content…
If not addressed conflict can escalate into issues that are hard to resolve. Separating emotions from professionalism can be hard to do. Keeping in mind that the reason for employment is patients and their satisfaction with the facility and its care, should make it easier to maintain a professional attitude. Unfortunately that is not always the case. Diversity in the workplace can create some conflict due to different cultures, ideas and styles of performing certain task. Some of the most important sources of conflict in nursing settings are divergent management style and staff perspectives, limited staff resources in the unit resulting in higher levels of stress, differences in goals among work groups and competition (Kunaviktikul et al. 2000, McVicar 2003). In addition, an important source of conflict in the nursing unit is the nurse-doctor dyad. Numerous studies have focused on the relationship between these health care professionals (Fowkes & Mentink 1994, Forte 1997, Keenan et al. 1998). It could be a variation of things. While working with a team of people there will be conflict at some point. The question is how well the conflict will be handled and if an effective resolution can be found. Having all parties involved come to an agreement is the common ground that needs to be reached, but at times unachievable. In this paper we will take a closer look at the parts of conflict …show more content…
Conflict is defined as the consequence of real or perceived differences in mutually exclusive goals, values, ideas, attitudes, beliefs, feelings, or actions (a) within one individual (intrapersonal conflict), (b) between two or more individuals (interpersonal conflict), (c) within one group (intragroup conflict), or (d) between two or more groups (intergroup conflict). Conflict is dynamic. It can be positive or negative, healthy or dysfunctional (Sullivan 2013, 2009). According to Thomas (1992) conflict is “the process that begins when one party perceives that the other party has negatively affected, or is about to negatively affect, something that he or she cares about” (p. 653). Far from it, conflict is also constructive, as it can be catalytic to new ideas, progress and positive change and growth (Rahim 1986, White