Training Program on Conflict Resolution Powerpoint.pptx

It aims to alienate and help increase the training levels of officers in healthcare.

1. Human Resource in the Management of Conflicts in Healthcare Student’s Name Institutional Affiliation Course Professor’s Name Date

2. HR’s Role in Conflict Management Businesses cannot avoid workplace disputes since they are inevitable. Conflicts in the workplace are caused by differences in employee expectations, personalities, styles, and interests. Healthful conflict is essential to the development of business organizations since it fosters the ability to make decisions and promotes a variety of opinions and creativity . Personnel management is the responsibility of human resources (HR ). As soon as there is a disagreement, HR quickly steps in as a mediator between the management and workers or between two persons . Personnel services ensure that employers or managers do not abuse employee rights. HR responds to employee complaints of unfair treatment, workplace injuries, and harassment and offers solutions and concessions as needed. Employees are also assisted by HR throughout the process

3. HR's role in Resolving Conflicts HR (Human Resource) resolves the problem by creating a mutually beneficial choice for everyone involved. HR must take little steps to resolve the problem. Employee Relations (HR) emphasizes the company's terms and policies connected to the dispute in the workplace. Participants are asked to describe the dispute and the remedies they would want to see implemented by Human Resources. Therefore, HR must examine the problem objectively to come up with the best conclusion. It is HR's responsibility to summarize the entire conflict and ensure that all parties agree with it. All alternative dispute resolutions are mapped out by HR, and the most convenient option is chosen for resolution. People in HR make sure that everyone is on the same page concerning a solution. Everyone is asked to shake hands, thank each other, or apologize to one another

4. Process for Contacting HR Employees should follow the company's process to report a dispute at work, such as unfair treatment, harassment, or exploitation. If there is a dispute, the employee should write a written report about it. Employees should be in charge of the whole conflict by presenting every case element to the employer in writing. When writing the report, the employee should avoid using foul language and making threats. In a report, the manager/employer should explain the full disagreement. The manager/employer should provide all the information necessary to disprove the claim. The manager should send the report through email or manually to HR.

5. Consequences of Conflict in an Organization Conflict in the workplace causes work interruption. There has been a drop in turnover in most workplaces that have experienced work conflict. This view leads to high absenteeism and low turnover rates. There is a significant probability that a contract will be canceled. People are urged to report disputes early on so that they may be resolved more quickly. It becomes increasingly difficult for HR to give resolutions when disagreements grow in severity. It leads to increased emotional stress to the workers

6. Strategies of Resolving Organizational Conflict Negotiation. To discover a solution to a problem, both parties need to speak with one another. If both parties agree on the parameters of the discussion, HR should announce that they have been reached. These methods should only be used in situations where confronting someone is more uncomfortable than the possible reward of resolving the dispute. People are not contributing to the discourse and may even be concealing valuable thoughts. There can be no resolution to a problem if the confrontation is avoided

7. Collaboration Especially when the dispute affects the group's connection, HR should ask both parties to work with one another. Cooperation involves various tasks such as finding common ground on which to work and learning more about the other party's perspective. As a result of collaboration, Human Resources may provide a win-win solution to both parties. As a result of collaboration, both parties feel respected and appreciated. Here, one party concedes to the other's desires. However, accommodating tends to encourage individuals to be cooperative rather than forceful. In addition, there is the question of a dictatorship by the most forceful of the two parties

8. Compromisation A compromise is a tool that HR can use to resolve a disagreement. By balancing the needs of both parties, a compromise can end a disagreement. A compromise requires both parties to concede in some areas. Human resources need to have more 'people skills to implement this strategy, as reaching a consensus on compromise might take a long time to resolve. Parties to a strategy agreement must be cooperative and forceful to reach a compromise. People should be encouraged to see the plan as a fair approach that leads to better results. A small concession is necessary from each party for the plan to be successful.

9. Communication and Mediation During dispute resolution, the HR department should encourage two-way dialogue. Parties are more likely to interact when there is a two-way communication channel. In this way, the human resources people can better grasp the situation. There is a route that encourages parties and HR staff to share their views. The management utilizes mediation as a means of resolving employee issues calmly. During the mediation process, employees are allowed to express their concerns and suggestions for effective solutions to their issues. HR may resolve complicated and long-standing conflicts through mediation

10. Accommodating Here, one party concedes to the other's requests. Most of the time, folks who are accommodating tend to be cooperative but not aggressive. If HR is concerned about maintaining harmony, they should ensure that the accommodation approach is not just employed for that purpose. In addition, there is the question of a dictatorship by the most forceful of the two parties involved. The function of organizational representation is played by HR staff in resolving workplace disputes. HR is also responsible for addressing violations of corporate policies and disrespect among workers. When giving solutions, HR personnel adhere to workplace ethics.

11. Benefits of Involving HR in Conflicts Conflict management requires the engagement of an unbiased department, which is why HR involvement is required. It is the responsibility of Human Resources to ensure a safe and comfortable working environment for the employees. A better decision for both employees, employers and the firm is more likely when HR is involved in conflict situations. Human resources participation increases the likelihood that the firm will not lose its best performers because of a disagreement. Employees' stress and anxiety are reduced when HR is involved in conflict resolution. A positive conclusion can be achieved by employing the conflict competence abilities of Human Resources. When HR is involved, the likelihood of escalation of conflict or any injury is reduced.

12. References Cheng. February -27, 2015. Mediation Skills for Conflict Resolution in Nursing Education. p. 310-313. Iglesias and Vallejo. December 17, 2014. Conflict resolution styles in the nursing profession. p. 73-80.  https://www.tandfonline.com/doi/abs/10.5172/conu.2012.43.1.73 . Raines . January 24, 2018. Becoming the change we wish to see: The unexpected benefits of conflict resolution work. https://onlinelibrary.wiley.com/doi/full/10.1002/crq.21213 .