Team effectiveness represents the capacity that a team has to accomplish the set goal and objectives in a particular organizational setting. While team effectiveness is essential in most of the organizations, it is also very vital in healthcare facilities (Tracy & O'Grady, 2018). In this case, the nurses, patients, management, and other staff work in unison to accomplish a common goal within the facility. In most cases, the primary goal is to provide quality services that safeguard the health status of the patients. The most significant attribute that enhances the effectiveness of a team is a good communication network. Furthermore, without communication, then, none of the players will be aware of their duties and responsibilities in accomplishing the set goals and objectives. Upon establishing a good communication network, then, other attributes such as commitment, trust, reliability, results-focused, healthy conflicts, and accountability emerge automatically (Van Keer, Deschepper, Francke, Huyghens & Bilsen, 2015). In this case, the paper aims at evaluating the challenges that arise while negotiating conflicts by reviewing the 12 Skills Summary. Further, the paper will provide a specific scenario where there a conflict between two healthcare practitioners.
Conflicts are common in any group setting, and therefore there is a need for negotiating these conflicts. In this case, the group members as especially the team leader need to be aware of the possible challenges that are bound to arise while negotiating these conflicts. It is worth noting that conflict resolution can be the most difficult tasks which require a combination of special skills and attributes. More importantly, it requires a person who understands the diversity that occurs among different people within the team.
The common challenge that occurs during conflict negotiation is poor communication. It means that one of the parties may fail to listen or communicate to the other parties making conflict resolution unproductive. An effective conflict negotiation requires the parties to talk to each other directly is such a way that they explain their problems with the aim of working together to solve these problems. Nevertheless, it is worth anticipating that not all people will be ready to talk and share their problem with the other parties. Another common challenge that arises during conflict negotiation is the situation where the parties have no interest in understanding the other party. In such cases, the parties are focused on fulfilling their interests rather than focusing on establishing a mutual agreement. As a result, it may raise emotions which deepen the conflict making the negotiation process difficult (Van Keer et al., 2015).
When faced with these changes, the 12 Skills Summary is one of the most effective approaches that can help to solve the conflict. The twelve skills encompassed in this approach include a win-win tactic to resolving a conflict, using creative responses, using empathy, use of appropriate assertiveness, the power of cooperation, handling personal emotions, mapping the conflict, developing alternative solutions, integrate negotiation, using a mediator, and finally broaden the perspectives (Tracy & O'Grady, 2018).
An example of a conflict between healthcare practitioners involves the case of Ms. Nolan, a nurse practitioner and Dr. Roberts, a physician. Ms. Nolan is an advanced practice registered nurse (APRN). After 15 years of experience, she decided to partner with a local nurse practitioner to establish a clinic. As per the law, the two partners hired Dr. Roberts, a physician who took an administrative role. One month into the position, Dr. Robert realized some differences in how Ms. Nolan executed her duties. One of his major concerns was that Ms. Nolan did not consider critical diagnostic procedures. In some cases, Ms. Nola would request Dr. Roberts to sign treatment recommendations without providing adequate information as Dr. Roberts needed. When he raised the concern, Ms. Nolan was ignorant and acknowledged that there exists a different on how the two approached the patient care practice. Nonetheless, Dr. Roberts disagreed on the fact that Ms. Nolan was unaware of her medical limits creating a danger to their healthcare practice (Bakanas, 2010).
Based on the above case scenario, the 12 Skills Summary can be appropriate for solving the emerging conflict between Ms. Nolan and Dr. Roberts. In the win-win approach, the two parties would have focused on resolving the disagreement as partners but not as opponents. In creative response, it would have been effective to utilize the problem as an opportunity where Ms. Nolan would focus on strengthening her diagnostic procedures and medical knowledge through the help of Dr. Roberts. In empathy, the two parties should focus on building rapport by listening to each other. On the appropriate assertiveness, the two parties should concentrate on developing strategies to solve the problem rather than attacking each other (Tracy & O'Grady, 2018).
In the power of cooperation, the two parties should not solve the disagreement based on who has per over the other. It is evident where Ms. Nolan is ignorant of Dr. Roberts claims since she was his employer. The two parties also need to manage emotions, especially where Ms. Nolan gets angry when Dr. Roberts raise the concerns. The other skill is the willingness to solve the conflict. In this case, Ms. Nolan should highlight the reasons as to why she conducts her tasks in that manner rather than snubbing Dr. Roberts's claims. In mapping the conflict, the two parties should begin by outlining the issues that are raising the conflict.
After outlining the issues, it is essential to develop together creative solutions that are relevant in solving the problems. Later, they should introduce negotiation as an important technique in reaching an agreement. They should also introduce mediation which helps the parties in coming up with practical solutions to the problem. The last skill is broadening perspectives which majorly involve understanding the differences that exist between these two conflicting parties (Tracy & O'Grady, 2018).
In conclusion, conflict negotiation plays a very significant role in enhancing team effectiveness. From the above analysis, it is evident that the 12 Skills Summary is a vital approach in establishing an effective conflict negotiation.
Bakanas, E. L. (2010). Physicians and advanced practice registered nurses: The supervisor-employer relationship. AMA Journal Of Ethics, 12(1), 12-15. Retrieved from https://journalofethics.ama-assn.org/article/physicians-and-advanced-practice-registered-nurses-supervisor-employer-relationship/2010-01
Tracy, M. F., & O'Grady, E. T. (2018). Advanced practice nursing. St. Louis Missouri: Elsevier Saunders.
Van Keer, R., Deschepper, R., Francke, A. L., Huyghens, L., & Bilsen, J. (2015). Conflicts between healthcare professionals and families of a multi-ethnic patient population during critical care: an ethnographic study. Critical Care, 19(1). doi: 10.1186/s13054-015-1158-4
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