Relationship Between Conflict, Patient Safety, And Organizational Performance

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Explain the potential relationship between conflict, patient safety, and organizational performance.

Unresolved conflict within a health care organization can lead to poor job satisfaction, compromised patient safety, and reduced organizational performance. Conflict can stem from differences in values, beliefs and behaviors. Ineffective communication and managers that are ill equipped in conflict resolution also play a negative role in workforce conflicts (Padrutt, 2010). Conflict between team members can have negative impact on patient safety as a result of impaired communication. Patient information that is not discussed or passed onto to members of the team due to interpersonal conflict may have a negative impact on patient care and may lead to legal ramifications further down the line Ramsey, 2001). An organization with conflict cannot be an efficient organization. Organizations with unresolved conflicts may be dysfunctional and tense; this may lead to an unhappy workforce and increased turnover within the organization, further affecting organizational continuity and performance. A good leader/manager should have interpersonal intelligence to resolve conflicts as soon as they manifest. Interpersonal intelligence gives leaders incite into the personalities, and emotional driving forces of the individuals within the team (Ramsey, 2001). If the leadership is ill equipped to manage conflict then conflict may root itself as part of the organizational culture. Once conflict it is rooted in culture it will be difficult to change the long term damage caused to the organization.

Identify a situation from your clinical experience/workplace experience where there was an interpersonal or intrapersonal conflict.

In my old army unit there was an individual that had very conservative political views. He did not think highly, of the Commander – In – Chief, President Obama. When the military got rid of the Don’t Ask Don’t Tell Policy he became vocal about the error of the decision. He made derogatory comments about homosexuals on his twitter page and publically red inflammatory books in front of coworkers. This made for a tense environment when he was present. One of my coworkers, who was openly gay was his subordinate, and received his performance evaluations from this individual. The gay soldier did not feel comfortable with him as a rater and informed personnel further up the chain-of-command that he wanted a new rater. The issue was addressed and his rater was changed. Other members of the organization who where also offended by the individual to screen shots of his twitter posts and sent them to the leadership. When he was disciplined he complained that he was being persecuted for his beliefs. He was now the victim. This was an internal organization affair, but he took it upon himself to go to FOX news and other conservative channels on the radio. For a time the environment at work was tense and he was ostracized by most of his coworkers. This escalated to military review and now the soldier is being prepared for discharge. He has been in for over 20 years so he will receive his pension, but he will also be receiving a demotion to Sergeant –First Class before retirement.

What conflict resolution strategies were used and how did those assist in resolving the conflict?

I think initially it was an avoidant strategy by the gay
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