{"id":5586,"date":"2018-11-15T18:12:22","date_gmt":"2018-11-16T02:12:22","guid":{"rendered":"https:\/\/create.twu.ca\/ldrs501\/?p=5586"},"modified":"2018-11-15T20:13:47","modified_gmt":"2018-11-16T04:13:47","slug":"response-to-jessicas-post-in-hc1","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/ldrs501\/2018\/11\/15\/response-to-jessicas-post-in-hc1\/","title":{"rendered":"Response to Jessica’s post in HC1"},"content":{"rendered":"

This is in response to Jessica’s blog post 7.1, which can be found here:<\/span><\/p>\n

https:\/\/create.twu.ca\/jessicalaugsawatzky\/2018\/11\/12\/hc-1-leader-post-7-1\/<\/span><\/p>\n

Thanks for the post on some of the strategic problems solving and conflict resolution practices within your organization, Jessica. <\/span><\/p>\n

 <\/p>\n

First, I was interested in the part that you wrote about the organization introducing change as a trial or pilot project. I am curious to know how or when the decisions are chosen to be implemented as a pilot project. In my opinion, I wonder if some employees would have a more difficult time holding a belief in the change if it is introduced as a pilot project. In my organization, our leaders do not implement change unless it is backed by data and research, and they are confident that this is the necessary change. I believe this establishes a higher level of trust between the leader and the employees. A pilot project may be an indication of a lack of confidence or belief in the policy or change they are trying to implement. While Hughes, Beatty and Dinwoodie (2014), write \u201cafter all, your colleagues are humans. They aren\u2019t machines driven only by logical analysis\u201d (Hughes et al., 2014, p. 127), I do agree that humans take time to adjust and adapt, however I wonder about the feelings of uncertainty and distrust that a pilot project may evoke for some employees. Hughes et al., (2014), also discuss a leaders crucial role in \u201cgaining endorsement of and commitment to their ideas\u201d (Hughes et al., 2014, p. 123). I wonder if pilot projects could hinder the level of commitment from some employees. <\/span><\/p>\n

 <\/p>\n

I was also surprised when you wrote that it took two days for the conflict to be resolved. Lepsinger (2010), discusses the situation in which someone feels \u201cbetter to let it go and avoid the conflict. But while it may be easier in the short term to \u201cjust let it go,\u201d in the long run you may find that the situation has snowballed into a problem that is vastly more difficult to deal with\u201d (Lepsinger, 2010, p. 64). In my experience, I have seen several examples where people have avoided the conflict and it has snowballed. In your situation, I am wondering if there was discussion about how the two day resolution process could\u2019ve been avoided if the issue was dealt with promptly. \u201cConflicts will always arise, no matter how efficient the manager and the better and more perfect the institution is in fact. There is no adequate or inadequate strategy to deal with conflicts. However, early detection of conflict and adoption of the most effective conflict resolution behavior is essential as soon as possible (Beserra, et al., 2018. P. 2892).\u201d The healthcare industry is constantly and rapidly changing and adapting to new ways of doing things. In an organization that requires successful implementation of change at such a fast rate, it would be beneficial for the conflict resolution process to be quick and effective. \u201cConstant change brings constant conflict, and the management team must be skilled at the timely resolution of these conflicts\u201d (Galbraith, 2014, p. 142). Conflict is unavoidable and this is important for conflict management as well. People need to be held accountable to manage conflict before it snowballs. \u201cThe group needs a way to manage the inevitable differences in points of view constructively. Individual members need group problem-solving and conflict management skills\u201d (Galbraith, 2014, p. 91-92). This recovery time is costly and damaging to the results produced by the organization and it is necessary for a quick and effective conflict management plan to be in place. <\/span><\/p>\n

 <\/p>\n

References<\/span><\/p>\n

 <\/p>\n

Beserra, E. P., do Amaral Gubert, F., Martins, M. C., Vasconcelos, V. M., de Figueiredo, G. A., Silva, L. A. da, & de Lima, M. A. (2018). Conflict Management in Nurse Training. <\/span>Journal of Nursing UFPE \/ Revista de Enfermagem UFPE<\/span><\/i>, <\/span>12<\/span><\/i>(10), 2891\u20132896. https:\/\/ezproxy.student.twu.ca:2420\/10.5205\/1981-8963-v12i10a236080p2891-2896-2018<\/span><\/p>\n

 <\/p>\n

Galbraith, J. R. (2014). <\/span>Designing organizations: Strategy, structure, and process at the business unit and enterprise levels<\/span><\/i>. San Francisco, CA: Jossey-Bass.<\/span><\/p>\n

Hughes, R. L., Beatty, K., & Dinwoodie, D. L. (2014). Becoming a strategic leader: Your role in your organization\u2019s enduring success. \u00a0San Francisco, CA: Jossey-Bass.<\/span><\/p>\n

 <\/p>\n

Lepsinger, R. (2010). <\/span>Closing the execution gap: How great leaders and their companies get results<\/span><\/i>. John Wiley & Sons.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

This is in response to Jessica’s blog post 7.1, which can be found here: https:\/\/create.twu.ca\/jessicalaugsawatzky\/2018\/11\/12\/hc-1-leader-post-7-1\/ Thanks for the post on some of the strategic problems solving and conflict resolution practices within your organization, Jessica.   First, I was interested in the part that you wrote about the organization introducing change as a trial or pilot […]<\/p>\n","protected":false},"author":194,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[12,4,172],"tags":[],"class_list":["post-5586","post","type-post","status-publish","format-standard","hentry","category-health-education","category-ldrs501","category-post-7-1","has-post-title","has-post-date","has-post-category","has-post-tag","has-post-comment","has-post-author",""],"jetpack_featured_media_url":"","jetpack_shortlink":"https:\/\/wp.me\/p9GHJs-1s6","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5586","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/users\/194"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/comments?post=5586"}],"version-history":[{"count":2,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5586\/revisions"}],"predecessor-version":[{"id":5590,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/posts\/5586\/revisions\/5590"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/media?parent=5586"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/categories?post=5586"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/ldrs501\/wp-json\/wp\/v2\/tags?post=5586"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}