Complementary Partners

Address a key leadership trait that can assist in managing conflict.

The leadership trait that is needed during conflict management is listening with empathy and respect. Once a mediator has a clear understanding of the disagreement and identifies the source of conflict, he or she needs to take a stand and reprimand the nurses who are causing conflicts in the workplace. In the process, the supervisor should speak to the nurse who is the source of the problem in privacy and review standards, protocol, policies and procedures (Horntvedt et al., 2014).  Also, the supervisor should discuss the issues that are causing conflict between nurses in the workplace and ensure that the health center has good patient documentation, high sanitation and hygiene, appropriate bedside manners, and proper organization of nursing stations (O’Connor et al., 2017). Moreover, the supervisor should address problematic parties on the need for teamwork and its importance in patient care while fostering cooperation and responsibility among nurses. In their decision making and supervision roles, mediators should not show favoritism (Parsons et al., 2018). Besides, they need to discourage competition, brown-nosing, and popularity contests among nurses. It is important to note that some physicians, medical staff and doctors mingle well with certain personalities and nurses thus favoritism should not occur (O’Connor et al., 2017). Also, supervisors should organize their schedule in a manner that same nurses and same doctors or physicians do not work on the same shift regularly and take care of the same patients. 

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Discuss a tool or strategy a leader can adopt for improving communication within the organization. 

Describe some methods for motivating employees and improving behaviors within the workplace. 

Encouraging honest feedback is a critical element that can be used to improve communication in an organization. Feedback breaks the tradition that employees are ever subject to their employees or managers which makes it hard for employees to make decision (Yu, 2016). Given the fact that every worker has the power to be an expert (Lee, Make, & Burns, 2015), feedback empowers workers and makes them have a feeling of becoming an expert shortly. From the specific feedbacks in specific area, employees can identify their areas of weakness which they can focus on to enhance their personal and career growth.

Describe the primary functions of management (planning, organizing, leading, controlling) and the associated skills, tools, and theoretical approaches that can be used to accomplish these functions. 

Management involves the five functions of management which involves control of all the activities and resources, planning for the work, coordination operations, organizing resources, and staffing the employees. However, different managerial skills are required at different levels in the organization. Managers main aim is usually the creation of surplus and be productive (effective and efficient) by ensuring the output and input relations in the company are at a required ratio within a given time schedule with quality being the central player (Hafsteinsdóttir et al., 2017). Management practice is therefore an art with the organized knowledge about it being a science. Management theory development embodies aspects of development, techniques and principles. The many available theories add some new information on the already known and available knowledge about the managers and how they should carry out their operations. Each of the theories has strengths and weaknesses and therefore to achieve best results they should be used collectively.

Explain the principal theories of leadership and motivation, and describe the fundamental considerations in managing and motivating individual and group behavior

Maslow theory is about hierarchy of needs stated that satisfaction of individuals needs hierarchically is a motivating factor to the workers. Psychological needs are the major, followed by safety and security needs and finally the social needs. Managers therefore are advised to focus on the sense of affiliation and belonging to employees. Total Rewards Philosophy refers to organizational tools (monetary or nonmonetary) that help in attracting, motivating and retaining employees. It is what an organization provides in exchange for employees efforts, time, results achieved and talents. Rewards and compensation seem to be the same thing though they are different (Bochatay et al., 2017).  Compensation are all resources made available by an employer to attract, motivate and retain employees, while rewards are benefits, compensations and work experience employees get from their employers. Beyond compensation and rewards, employers need to know what motivates their workers. Since employees’ motivation facilitates high production and ease in achieving the goals of the business. Therefore, employers need to know what motivates specific workers (one thing cannot motivate all workers) to create a conducive working environment (Hafsteinsdóttir et al., 2017). An organization provides its employees both monetary and nonmonetary rewards since they are a necessity for high employee engagement. The engagements result in high outputs in the business and faster growth of the organization due to outstanding employee performance.

Describe actions to improve communications, manage conflict, develop strong organizational culture, and improve the ethical behavior in organizations.

For Disagreements in organizations to end, strong leadership in management secure is important to create environments that can mitigate and manage conflicts. Also, have a good understanding that the prevention and management of conflict may lead to positive outcomes as new initiatives and ideas.  Furthermore, mediators should foster communication based on production and work-related activities. Agreement on the process of conflict resolution is, and problem-solving is important during conflict resolution (O’Connor et al., 2017). An open and transparent decision-making process is vital during decision making, and mediators should encourage engagements between parties within the professional environment.  Also, a clear description of duties and roles is essential in organizations (Bochatay et al., 2017). With these clear descriptions in place, the issues of miscommunication during handover when shifts change are eliminated. Organizations also needs to have a clear communication channel between all its staffs to ensure that disagreements that arise due to lack of proper communications do not arise.

References

Lee, I., Mak, P., & Burns, A. (January 01, 2015). Bringing innovation to conventional feedback approaches in EFL secondary writing classrooms. English Teaching.

Yu, S. (February 11, 2016). What factors shape the collaborative pattern of group interaction during peer feedback in the L2 writing classroom?. Revista Española De Lingüística Aplicada/spanish Journal of Applied Linguistics. Published Under the Auspices of the Spanish Association of Applied Linguistics, 28, 2, 618-640.

Horntvedt, M.-E. T., Romøren, M., & Solvoll, B.-A. (2014). Ethical problems related to intravenous fluids in nursing homes. (Nursing ethics.)

O’Connor, S., Jolliffe, S., Stanmore, E., Renwick, L., Schmitt, T., & Booth, R. (2017). A mixed study systematic review of social media in nursing and midwifery education: Protocol. (Journal of advanced nursing.)

Hafsteinsdóttir, T. B., van, . Z. A. M., & Schuurmans, M. J. (2017). Leadership mentoring in nursing research, career development and scholarly productivity: A systematic review. (International journal of nursing studies.)

Pettersson, M., Hedström, M., & Höglund, A. T. (2014). Striving for good nursing care. (Nursing ethics.)

Bochatay, N., Bajwa, N. M., Cullati, S., Muller-Juge, V., Blondon, K. S., Junod, P. N., Maître, F., … Nendaz, M. R. (2017). A Multilevel Analysis of Professional Conflicts in Health Care Teams. (Academic medicine.)

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