scholarly journals Conflict in migrant doctor–local doctor communication in public healthcare institutions in Chile

2020 ◽  
Vol 16 (1) ◽  
Author(s):  
Mariana Lazzaro-Salazar ◽  
Lucas Pujol-Cols
Keyword(s):  
Conflict Management ◽  
Intercultural Communication ◽  
Work Performance ◽  
Public Healthcare ◽  
Organizational Life ◽  
Interprofessional Communication ◽  
Healthcare Settings ◽  
Local Doctor ◽  
Effectiveness And Efficiency ◽  
Doctor Communication

When investigating intercultural communication in healthcare settings, interprofessional communication has received very little scholarly attention compared to doctor–patient interactions. Interactions among doctors, however, are an important locus for the organizational life of a hospital as the way these professionals communicate will promote (or hinder) professional effectiveness and efficiency. This paper presents the findings of a study that explores the perceptions concerning the degree and frequency of communicative conflict of 61 migrant doctors working in public healthcare institutions in the central region of El Maule in Chile. Drawing on data from a survey on communicative conflicts, the study analyses the perceptions of the migrant doctors in relation to one particular style of conflict management, namely, adaptability. Findings show that although communicative conflicts seem to occur only occasionally, moderate scores are reported for how such perceptions are believed to affect work performance. Also, the demands of communicative adaptability are perceived to be met largely by migrant doctors alone. The paper then offers considerations about the possible impact that these adaptability efforts could have on migrant doctors’ integration processes.

scholarly journals “Just So You Know, It Has Been Hard”: Food Retailers’ Perspectives of Implementing a Food and Nutrition Policy in Public Healthcare Settings

Nutrients ◽  
2021 ◽  
Vol 13 (6) ◽  
pp. 2053
Author(s):  
Kristy Karying. Law ◽  
Claire Elizabeth. Pulker ◽  
Janelle Diann. Healy ◽  
Christina Mary. Pollard
Keyword(s):  
Nutrition Policy ◽  
Public Healthcare ◽  
Healthcare Facilities ◽  
Voluntary Standards ◽  
Policy Success ◽  
Healthcare Settings ◽  
Food Retailers ◽  
Food And Nutrition ◽  
The Cost ◽  
Public Health Practitioners

Mandated policies to improve food environments in public settings are an important strategy for governments. Most Australian governments have mandated policies or voluntary standards for healthy food procurement in healthcare facilities, however, implementation and compliance are poor. A better understanding of the support required to successfully implement such policies is needed. This research explored food retailers’ experiences in implementing a mandated food and nutrition policy (the Policy) in healthcare settings to identify barriers, enablers, and impacts of compliance. Three 90-min workshops facilitated by two public health practitioners were undertaken with 12 food retailers responsible for operating 44 outlets across four hospitals in Perth, Western Australia. Workshop discussions were transcribed non-verbatim and inductive thematic content was analyzed. Three main themes were identified: (1) food retailers had come to accept their role in implementing the Policy; (2) the Policy made it difficult for food retailers to operate successfully, and; (3) food retailers needed help and support to implement the Policy. Findings indicate the cost of implementation is borne by food retailers. Communications campaigns, centralized databases of classified products, reporting frameworks, recognition of achievements, and dedicated technical expertise would support achieving policy compliance. Feasibility assessments prior to policy implementation are recommended for policy success.

The Creation and Validation of Active Cooperative Behavior Scales for Nurses

2021 ◽  
pp. JNM-D-20-00075
Author(s):  
Matthew Alexander ◽  
Kristin Alyssa Horan
Keyword(s):  
Factor Analysis ◽  
Conflict Management ◽  
Cooperative Behavior ◽  
Hierarchical Regression ◽  
Active Listening ◽  
Positive Outcomes ◽  
Healthcare Settings ◽  
Online Panel ◽  
Cooperative Behaviors ◽  
Acceptable Internal Consistency

Background and PurposeGeneral conflict management instruments are employed in healthcare settings despite their lack of focus on active and cooperative behaviors which are linked to positive outcomes. The purpose of this study is to create and validate active cooperative behavior scales for nurses.MethodsTwo convenience samples were collected via an online panel and a public registry of nurses to create and validate the new scales using factor analysis, and hierarchical regression in a nursing/healthcare sample.ResultsThe newly created active cooperative behavior scales (ACBS) showed acceptable internal consistency and explained more variance on job satisfaction than a commonly used compromising subscale.ConclusionsThe ACBS can assist currently practicing nurses and hospitals in identifying easily implementable behaviors, active listening, appropriate assertiveness, and brainstorming, that lead to effective conflict management.

Communication between professionals

2015 ◽  
Author(s):  
Jane deLima Thomas ◽  
Amanda Moment ◽  
Janet Abrahm ◽  
Katie Fitzgerald
Keyword(s):  
Palliative Care ◽  
Conflict Management ◽  
Interdisciplinary Team ◽  
Evidence Base ◽  
Future Directions ◽  
Interprofessional Communication ◽  
Good Communication ◽  
Palliative Care Consultation ◽  
Care Consultation ◽  
Provider Outcomes

This chapter discusses the importance of communication between professionals in palliative care. It begins by describing the evidence base that shows that patient and provider outcomes are significantly related to the effectiveness of interprofessional communication. Next it outlines the principles of good interprofessional communication including the importance of adopting an attitude of curiosity, recognizing that communication happens at several levels simultaneously, and acknowledging the importance of skilful conflict management. The following section on communication among members of an interdisciplinary team (IDT) reviews the barriers to good IDT communication, including team organization, provider hierarchy, and professional identity. The next section on communication between palliative consultants and other clinicians discusses consultation etiquette and its evidence base; highlights some of the particular challenges faced by palliative care consultants; and describes strategies for good communication in palliative care consultation. The chapter concludes with a description of future directions in the study and promulgation of interprofessional communication and the role that the field of palliative care can play.

Talking with families and children about the death of a parent

2015 ◽  
Author(s):  
Mari Lloyd-Williams ◽  
Jackie Ellis
Keyword(s):  
Palliative Care ◽  
Conflict Management ◽  
Interprofessional Communication ◽  
Team Members ◽  
Good Communication ◽  
Palliative Care Consultation ◽  
Death Of A Parent ◽  
Care Consultation ◽  
Provider Outcomes ◽  
Structured Communication

Patient and provider outcomes are significantly related to the effectiveness of interprofessional communication Good interprofessional communication includes adopting an attitude of curiosity, recognizing that communication happens at several levels simultaneously, and acknowledging the importance of skilful conflict management. Barriers to good communication among interdisciplinary team members include team organization, provider hierarchy, and professional identity. Optimal communication among palliative consultants and other clinicians requires expert consultation etiquette, and overcoming particular challenges faced by palliative care consultants including the high emotion often accompanying palliative care consultations and the often contrasting assessment of the patient’s needs by the consulting and referring clinicians. The chapter describes how to use structured communication tools, designated forums for discussion, flattened hierarchy, and an open, no-fault culture, along with five core principles for good communication in palliative care consultation: curiosity, humility, transparency, clarity, and judiciousness. Palliative care plays a key role in optimizing interprofessional communication.

scholarly journals The Significant Effect of Leadership and Conflict Management on Job Satisfaction

2020 ◽  
Vol 9 (6) ◽  
pp. 9
Author(s):  
Sophia Anastasiou
Keyword(s):  
Job Satisfaction ◽  
Conflict Management ◽  
Cultural Differences ◽  
Working Conditions ◽  
Employee Satisfaction ◽  
Work Performance ◽  
Present Evidence ◽  
Organizational Goals ◽  
Level Of Education ◽  
Wide Range

The purpose of this work is to present evidence which illustrate the significant effect of leadership and conflict management on employee satisfaction in a range of professions. Leadership and conflict management have a significant effect on job satisfaction. This is illustrated with examples of the interaction between these parameters in a range of professions. It is worth noting that a significant effect of leadership is exhibited in a range of different professional sectors and groups of employees, reflecting the universal value of leadership interacting with a wide range of parameters which may vary according to age, level of education, working conditions, cultural differences and employee expectations. Irrespective of the complexity and variety of determinant parameters, the effect of leadership and conflict management on job satisfaction has been widely exhibited in the reviewed data of the present analysis. Motivated and satisfied employees are a key in achieving organizational goals and leaders should take into account factors related to work performance, motivation and job satisfaction.

scholarly journals Pengaruh Kemampuan Manajemen Konflik, Kontrol Stres Kerja Dan Self-Efficacy Pada Kinerja Guru

2021 ◽  
Vol 2 (1) ◽  
pp. 40-46
Author(s):  
Sabriana Oktaviani Gintulangi ◽  
I Kadek Satria Arsana
Keyword(s):  
Conflict Management ◽  
Work Stress ◽  
Self Efficacy ◽  
Work Performance ◽  
Direct Influence ◽  
Stress Control ◽  
Management Ability ◽  
Teacher Work ◽  
Teacher Self Efficacy ◽  
Positive Direct

ABSTRACT The implementation of this study aims to 1) To know the positive direct influence of conflict management ability on teacher work achievement in SMPN as Pinolosian, 2) To know the positive direct influence of work stress control on teacher work achievement, 3) To know the direct positive influence of self-efficacy on teacher's work performance, 4) To know the positive direct influence of conflict management ability on teacher self-efficacy, 5) To know the positive direct influence of stress control on teacher self-efficacy. This research method uses a quantitative approach, with data collection techniques are questionnaires and documentation. As well as data analysis using descriptive and inferential. The results of this study showed that 1) there is a positive direct influence of Conflict Management Ability on teacher work performance 2) there is a positive direct influence of work stress control on teacher work performance 3) there is a positive direct influence of self-efficacy on teacher work performance, 4) there is a positive direct influence of conflict management ability on teacher self-efficacy, 5) there is a positive direct influence of stress control on teacher self-efficacy. Keywords: Ability to Manage Conflict, Work Stress Control, Self Efficacy, Work Achievement ABSTRAKPelaksanaan penelitian ini bertujuan kepada 1) Untuk mengetahui pengaruh langsung positif dari Kemampuan Manajemen Konflik terhadap prestasi kerja guru di SMPN sekecamatan pinolosian, 2) Untuk mengetahui pengaruh langsung positif dari pengendalian stres kerja terhadap prestasi kerja guru, 3) Untuk mengetahui pengaruh positif langsung dari self efficacy terhadap kinerja kerja guru, 4) Untuk mengetahui pengaruh langsung positif dari kemampuan manajemen konflik pada self efficacy guru, 5) Untuk mengetahui pengaruh langsung positif dari kontrol stres pada self efficacy guru. Metode penelitian ini menggunakan pendekatan kuantitatif, dengan teknik pengumpulan data adalah kuesioner, dan dokumentasi. Serta analisis data menggunakan deskriptif dan inferensial. Hasil penelitian ini menunjukkan bahwa 1) ada pengaruh langsung positif dari kemampuan manajemen konflik pada kinerja kerja guru 2) ada pengaruh langsung positif dari pengendalian stres kerja pada kinerja kerja guru 3) ada pengaruh langsung positif dari self efficacy pada kinerja kerja guru, 4) ada pengaruh langsung positif dari kemampuan manajemen konflik pada self efficacy guru , 5) ada pengaruh langsung positif dari kontrol stres pada self efficacy guru. Kata Kunci: Kemampuan Mengelola Konflik, Kontrol Stres Kerja, Self Efficacy, Pencapaian Kerja

Resolving conflict in organizations – achieving results through a harmonization process

2019 ◽  
Vol 33 (5) ◽  
pp. 4-7
Author(s):  
Thuc-Doan Nguyen
Keyword(s):  
Problem Solving ◽  
Conflict Management ◽  
Design Methodology ◽  
The Other ◽  
Organizational Life ◽  
Content Type ◽  
Management Capability ◽  
Harmonization Process ◽  
The One ◽  
Practical Implications

Purpose Conflict is inevitable in organizational life. On the one hand, it can bring creativity and enhance problem-solving. On the other, it can hinder effective problem-solving, increase defensiveness and member dissatisfaction, and create a destructive work environment. This paper aims to outline four important components of harmonization that help to enhance conflict-management capability. Design/methodology/approach Based on Nguyen and Belk’s (2013) harmonization framework, the author adds their own comments and places in the context of resolving conflict in organization. Findings The harmonization process synthesizes multiple goals and balances differences to achieve better solutions without discounting any of these elements. Harmonization provides better understanding of important issues and why they are critical to each party. Each party will feel better about the situation after having heard the other side’s position. There might be anger, anxiety, or frustration at the beginning. However, when people successfully go through the harmonization process, they feel happy, connected to others and proud of the results they get. These processes require communicating with others, learning others’ perspectives, understanding and empathizing with others, and being willing to adjust. Practical implications The paper outlines four skills in which organizations can train their employees to improve conflict management. Originality/value Harmonization process is applied to conflict management in organization.

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