(University Affiliation)
Introduction
When it comes to health care, team management is a key aspect for any manager to ensure the attainment of that cohesion and productivity. A manager must incorporate certain tools and skills in their everyday process achieve this. In order to achieve an effective health care system, the chief executive officer needs to implement a quality improvement plan. This is a holistic process whereby the CEO incorporates elements of learning and development of employees to deliver a successful workforce. A quality improvement plan tends to encompass actions such as goal setting, improving teamwork, resolving conflicts, which are usually constant, frequent communication and feedback and coaching and development programs. Discussion
Tracking and evaluation are also major management tools. They ensure the realization of positive development of team members as well as achievement of results and goals. The use of reviews allows achievements of such results. It allows be the generation of feedback in order for attainment of performance tracking and development. Communication is also a key practice ensures that teams are cross-functional. There will be no productivity without proper channels of information; thus, no goals and objectives met. Decision-making is also fast and efficient since the relay of information is simple and reliable.
The following are elements of an effective health care work group. They are inclusive of, a common goal. There must be a consensus between the members of the group when it comes to achieving the objectives of the group. The group must also have well defined performance goals. The sole purpose of the set goals is to assess progress made by each group. The atmosphere in the groups must be formal and relaxing to avoid tension. To add on to this, the discussions that take place in the group must be involving all the members of the group. All members must be able to listen to each other. The members must be encouraged to express their ideas and their feelings. Another element of an efficient group is an instance where all the members perform their roles. Finally, constructive criticism must be encouraged.
Barriers to communication may cause conflict in a group setting. They are inclusive of, factors such as poor listening skills. A compromise in Communication may result in conflict if the members of the group are not able to listen to each other.
The following communication techniques are effective when it comes to avoiding conflict within teams those individual serve different roles. Group members must be encouraged to be objective about everything, namely, people, countries, and cultural characteristics by judging people by their work performance, not by personal characteristics. They should be open to differences and not have an attitude of superiority. The members of the group must be flexible with people who are different by looking for alternative methods and styles of communication, and adjust your approach to favor the individuals involved. Finally, they should be sensitive to diversity, and endeavor to be considerate and courteous of other people customs and cultures.
The following techniques are essential when it comes to improving communication between departments to avoid conflicts. There needs to be regular meetings with people so that each member can provide feedback. This encourages communication between employees across the ranks. The chief executive officer must always ensure that all employees in the workplace have each other’s contact details in case of any necessary communication. Another way to foster communication between departments is to ensure every staff listens to what others have to communicate; this avoids dismissing feedback or opinions without full consideration. Conclusion
A quality improvement plan is both a strategic and integrated process in delivering successful results in organizations by improving the performance and developing employees (Mitchell, 2007). The following techniques are essential to avoid recurrent organizational conflict when it comes to health care. Primarily, a formal grievance procedure must be setup for all employees (Goetsch & Davis, 2013). They must be encouraged to trust this system and be aware of the fact those who are responsible of the system will respond to their complaints to promptly. The focus of the entire system should be on the deep-seated causes of the issue rather that the effects of the conflict. It may appear that the employee is in conflict with the behavior of the other co-workers or policies of the company, but often these issues arise from other deeper issues. Another effective aspect is to involve all parties during conflict resolution. This will ensure that all sides benefit from the conflict, and it does not reoccur (Kaye, 2011).
Reference
Goetsch, D., & Davis, S. (2013). Quality Management for Orgaisational Excellence: intriduction to total quality. Upper Saddle River: Pearson Education, Inc.
Kaye, K. (2011). Workplace Wars and How to End Them: Turning Personal Conflict into Productive Teamwork. . New York: AMACOM.
Mitchell, D. (2007). Performance management. Chandni Chowk, Delhi: Global Media.
Oneal, B. (2011). Performance management. London: BPP Learning Media Ltd.
Robbins, S. P. (2005). Pearson Prentice Hall. Upper Saddle River, NJ: Pearson Prentice Hall.
