Unit 7 Assignment Memo: Proposals for Dealing with Policy Conflicts
Unit 7 Assignment Memo: Proposals for Dealing with Policy Conflicts
Memo
| To: | Hospital Board |
| From: | (Name) |
| Date: | 26th April 2021 |
| Re: | Proposals for Dealing with Policy Conflicts |
Policy conflicts are common phenomena when it comes to making tradeoffs between policies and their subsequent effects. For instance, we are contemplating the implementation of various approaches that will ensure the delivery of quality healthcare services. Some of these policies include introducing electronic health records systems (EHRS), the integration of artificial intelligence mechanisms to manage healthcare processes, and virtual reality (VR). These new approaches may lead to intrapersonal and interpersonal conflicts.
For example, new means for keeping patients’ records may lead to human labor displacements and massive resource investments. Regardless of the potential effects of such moves, I uphold the organization’s vision of spearheading quality, efficient, and reliable healthcare service delivery with an emphasis on reducing disease morbidity and mortality rates. Unit 7 Assignment Memo: Proposals for Dealing with Policy Conflicts
As we endeavor to realize this vision by embracing modern processes, I wish to appeal to integrate ideal mechanisms for dealing with conflicts that emanate from our strategic policies. I perceive that the change process for our hospital requires inter-departmental collaboration and commitment to eliminate restraining factors and all conflict levels. Regarding intrapersonal conflicts, the fear of human labor displacements after adopting new technologies may combine with other aspects such as family issues, financial constraints, and other personal issues to facilitate aggression towards institutional policies. Similarly, organizational change and the imminent adoption of new strategies may affect interpersonal relationships and team performance. According to Angelo (2019 Unit 7 Assignment Memo: Proposals for Dealing with Policy Conflicts), interpersonal conflicts may lead to unprofessional behavior like defensiveness, victim mentality, vertical aggression, and passive-aggressiveness. These disruptive actions compromise patient safety, increase turnover and absenteeism, and compromise individual satisfaction.
The mantle to address intrapersonal and interpersonal conflicts rests on our commitment to organizational leadership. Firstly, we should collaborate to tackle causal factors for intrapersonal discontentment towards institutional policies. According to Shah (2017 Unit 7 Assignment Memo: Proposals for Dealing with Policy Conflicts), leaders should embrace appropriate problem-solving strategies to identify issues from the concerned parties and find ways to address the problems. Some of the possible approaches for effective management of workplace disagreements are encouraging a participatory leadership style in which the top leadership helm provides opportunities for employees to participate in the change process and decision-making practices. By empowering our employees to participate in every function, it is possible to minimize workplace stresses, promote job satisfaction, realize cost-effective conflict resolution mechanisms, and promote team performance.
As we target positive organizational change by adopting new technologies to promote process efficiency, reliability, and validity, we must perceive our employees as a fundamental asset that would facilitate operational transitions from conventional ways to modern approaches. Therefore, we should consolidate our efforts to enhance individual awareness, self-management, and preparedness to pursue a collective vision of realizing quality healthcare services. As Barry et al. (2019) observes, employee empowerment is a catalyst for individual commitment and job satisfaction that is achievable through targeted training, effective conflict resolution mechanisms, and job facilitation intervention.
I believe that my desire to foster positive institutional change and realize our vision relies heavily on our collective efforts to address discontentment and upholding positive mindsets. Before embracing the notable interventions to alleviate intrapersonal and interpersonal conflicts, it is fundamental to encourage employee empowerment and participative leadership. These strategies are ideal for positive institutional performance and the realization of strategic goals for our organization.
Unit 7 Assignment Memo: Proposals for Dealing with Policy Conflicts References
- Angelo, E. (2019). Managing interpersonal conflict. Nursing Management, 50(6), 22-28. https://doi.org/10.1097/01.numa.0000558479.54449.ed
- Barry, T. Longacre, M., Carney, K. O., & Patterson, S. (2019). Team inclusion and empowerment among nursing staff in long-term care. Geriatric Nursing, 40(5), 487-493. doi:10.1016/j.gerinurse.2019.03.014
- Shah, M. (2017). Impact of Interpersonal Conflict in Health Care Setting on Patient Care; the Role of Nursing Leadership Style on Resolving the Conflict. Nursing & Care Open Access Journal, 2(2). https://doi.org/10.15406/ncoaj.2017.02.00031
Unit 7 Assignment Memo: Proposals for Dealing with Policy Conflicts Instructions
Your role in this scenario is that of the Hospital CEO. In a memo to your hospital board, propose what you believe may potentially become policy conflicts and what changes will need to be implemented for your organization to move forward. Indicate how these conflicts and changes will impact your patient population. In your memo include the following:
Introduction to the topic and your vision for the future·
Two to Three (2-3) paragraphs of substantive information you find through this week’s reading and subsequent research (make sure to cite according to APA requirements).
Conclusion with your final positive point for the Hospital Board to Consider.
There are memo templates located in the Supplemental Resources for this unit. Or you can use a template from MSWord on your own computer. Unit 7 Assignment Memo: Proposals for Dealing with Policy Conflicts