Conflictsare common occurrences in the workplaces, but leaders are obliged toapply their skills to resolve the conflicts in a way that benefitsthe organization. An example of recent conflict involved the issue ofa negative performance review, where nurses who are responsible toprepare clients before they see the occupational therapists used totake unnecessarily long to prepare a single client and sometimesbehaved arrogantly with the patients. This prompted me as a leader inthe facility to initiate a regular performance review that could takeaccount of the feedback provided by each client served within thefacility. The nurses complained that they initiative could result intheir micromanagement and hurt their morale.
Myinitial response was to organize a meeting with the nurses andcollect their views on how the client complains and dissatisfactioncould be addressed without affecting the nurses in a negative way.The main conflict management applied in this scenario was"compromise", where I had to forego part of my thoughts andinvite the affected stakeholders to give their opinions as well.
Oneof the leadership strategies discussed in the readings is theparticipative behavior, where an effective leader is expected toinclude the opinions of followers when making decisions (Dunbar &Winston, 2015). The compromise strategy goes hand-in-hand with theparticipative leadership approach. This implies that I managed toapply the participative leadership style unknowingly.
Theoutcome of the conflict management process was the development of aninterdisciplinary team that would address cases of client complaintsand ensure that the performance of nurses is measured objectively.This was a satisfactory outcome since the conflict was resolved andthe resolution was agreeable to all parties involves.
Ifeel that the participative leadership approach was the mosteffective approach that one could apply in the aforementioned case.The use of some other leadership approaches (such as the directiveapproach) would have resulted in worse outcomes.
Inconclusion conflicts are common in the workplaces, but the approachesused by leaders to resolve them determine the nature of the outcome.The participative leadership approach is more effective in conflictresolution because it allows the integration of the opinions of allparties.
Dunbar,S. & Winston, K. (2015). Anoccupational perceptive on leadership: Theoretical and Practicaldimensions (2nded.).Thorofare, NJ: Slack Incorporated.