Conflict Analysis And Resolution In The Healthcare Reform
In any discussion conflicts may arise. The current health reform discussions have witnessed various conflicts among various stakeholders. The stakeholders have failed to agree on many issues. In order to solve the conflict among the stakeholders in the healthcare sector methods of conflict analysis as well as conflict resolution should be identified to help the reform discussion continue more effectively. Therefore, this essay will identify how conflict analysis and resolution methods can be used to reduce contentious issues in the management and reformation of health care issues.
One of the best methods of resolving crisis is defined by Johnson and Perkin (2008) as empowering the stakeholders to bring about change in individuals and communities through the development of skills, awareness, increased confidence and distribution of power and decision making. The stakeholders in the healthcare reform discussions should be empowered through skills of what is required at the end of discussion. This will convince their followers develop a sense of self efficacy or feeling successful or effective at the reform. Empowerment of the stakeholders is one of the best methods as it enables people to understand and encourages them to actively participative in the reform. However, one must obtain the conflict resolution skills that enables him maintain stakeholders, self-esteem, engage their ability to listen and respond with empathy, increase their willingness to ask for help in solving problem and lastly be able to offer help without taking responsibility.
Conflicts are just disagreement between individuals over beliefs and attitudes about the specifics of the healthcare reform needed. Individuals need to trace what causes their differences. No organization will survive without having conflicts among themselves. Meeting conflict can be seen to have positive or negative consequences. Positive consequences consist of enhanced communication, improved teamwork, higher morale, increased productivity and the generation of creative alternatives to solve complex problems (Starks 2006/2007). On the other hand, negative consequences would be unproductive activity, anger and hostility, increased costs and waste, poor quality, reduced productivity and increased absenteeism and turnover (Guttman, 2004). Stakeholders can consider building a working relationship between employees and having the ability to balance reason and emotion, the ability to understand each other’s interest, good communication, being reliable, using persuasion instead of coercion, and mutual acceptance (Anonymous 2007). The most effective conflict management technique is to let the stakeholders handle their own conflicts and find their solutions unless and until managerial interference is required.
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