Introduction
The nursing profession is unique, and its facets are incomparable with other occupations. According to Imogene King’s theory of goal attainment, the nursing profession is a process of interaction, action, and reaction through which nurses and patients share information. They set goals and ways of achieving those plans (McQueen et al., 2017). Nursing service is an occupation in which the health care providers share the two main tasks of care and care managers. Leadership is a prerequisite for strong teams, creativity, constructive engagement, and management of the organization’s priorities. Leadership is essential to health care, considering how the shift in magnitude impacts both the service provision and the organization (McQueen et al., 2017). Herein is a discussion that emphasizes the core concepts of quality leadership by implementing the problem-solving approach and implementing relevant skills at the level of personal interactions.
My responsibility regarding Isaac’s Unethical conduct.
Since Isaac’s conduct does not follow ethical expectations and is thus being toxic in the workplace, I would use formal strategy since informal means failed to influence behavior change. I’m going to boot him out of my mind firmly and quickly (Pinck & Sonnentag, 2018). We cannot regulate the way people behave, though, but we have a higher percentage degree at which we control how we cope with their actions. I would deeply involve my feelings concerning my reactions to Isaac’s toxic behavior. Besides, I would develop a structured organizational tolerance policy on violence as a sure way to control unethical conduct. It should also provide instruction and training of other team members and management on harassment at work (Pinck & Sonnentag, 2018). It is what it is, how to recognize it, how to deter it, and what to do with it. It should be possible for those who get harassment at the job place and obtain the requisite guidance and information on what to do next.
Next step in dealing with Isaac’s manners.
I would first empathize with and examine the underlying cause of the problem’s results as an associate manager. I would use the ownership experience with the implication of several elements in my own experience. Following the member’s condition, the first basic idea is to improve tolerance (Kluemper et al., 2019). It demonstrated that empathy could lead to an effective icebreaker that facilitates the conversation between the interested participants, which leads to a more intimate discussion. Once the conversation is started with Isaac, he will be more assertive in adhering to my proposals, and this will certainly help solve the problem.
Second, I’d stop taking the action of bucking. It should be remembered that, though avoiding the urgent intervention for the redress of dishonest conduct or recommending that whatever to be achieved, it is easier to solve the issue (Kluemper et al., 2019). In this correlation, in a situation like this, I would make sure that the problem is covered up in the end. I will do that by brainstorms with Isaac and finally getting the pair and various divisions of the company together to explore the possible dialogues that will lead to a solution that will help Isaac refrain from abusive behavior.
The solution towards developing Isaac’s practical people skills.
According to Proctor (2018), to influence interpersonal skills development, it is essential to lack originality and assumes other professional thoughts to serve as remedies. I don’t need to use my vocabulary to encourage him in this situation. I would consider using quotations from other individuals to encourage Isaac to behave in compliance with the organization’s criteria and improve performance and job conditions. There are certain situations so extraordinary that somebody told you ought to speak and act differently than you do on some days. I would seek professional consultations and counseling on behalf of Isaac. According to Proctor (2018). Occupational counseling from experts can improve one’s skills in heavier conduct at work and relation professionally with colleagues.
Second, I will consider that, as an assistant manager, a lot is expected of me. Apart from management, it’s my responsibility to support my juniors and help them achieve. Its inevitability in certain situations, to live without conflict (Proctor, 2018). Although nobody wants to be synonymous with violence, they occur, and solving workplace differences is considered a manager’s role. I want to stand as a figure to support the two parties rather than to pick sides. Third, I’d like to take the modest brag above. This will encourage Isaac to be inspired and share his accomplishments in interactive platforms that allow users to connect. Psychological studies on behavior conduct can confirm that certain people are, in return, even more, open to discussing their feelings when subjected to a have to a discussion.
Impact of Isaac’s misconduct on the staff and manager
Since Isaac holds a senior position, his unethical conduct would negatively impact employees who serve under him. Eventually, the affected employees’ effects will reflect in the organizational performance (Huang et al., 2019). An array of studies conducted to examine the impacts of abusive supervisors and managers on organizational performance have found that victimized employees are likely to engage in deviance behaviors such as arriving to work late, absenteeism, and redundancy at work.
The effect of dispute in the workplace will lead to employee frustration if the workers are all made to believe like the issue does not appear to be addressed by the immediate solution (Huang et al., 2019). In such instances, they can be irritated with the belief that other company members never understand their values. In this sense, employees are depressed, and their level of success is adversely affected.
The potential impact of the conflict on the Unit staffs
According to Sinaga & Nugroho (2017), in the circumstances in which the party members are in extreme dispute, this form of disagreement will result in a sub-optimization. In the situations in which the members conflict, the organization’s purposes and goals are inevitably sacrificed to fulfill their interests extreme. This can result in unprecedented losses which the healthcare organization has to incur.
Besides, the significant impact of confrontation is to trigger intense negative feelings. These emotional responses can initiate a chain of reactions that could harm employees’ behavior (Sinaga & Nugroho, 2017). Besides being very upsetting, these negative responses can become troublesome because they can deter participants from the job.
Positive and Negative Consequences of Organizational conflict
Conflicts within an organization enhance the decision-making process. For example, in this case, there was a pre-mature decision that led to denying workers their holiday leaves in the former management (Wu et al., 2017). Following conflict management, will consider honoring organizational polices on holiday leave.
On the other hand, conflicts negatively impact an organization by decreasing employees’ productivity as management diverse their focus to resolute disputes (Wu et al., 2017). As a result, the organization’s goal and direction are temporarily abandoned, which can lead to wastage of essential resources like labor and time.
Use of Conflict Resolution Model
For this assignment’s case, I would like to choose Thomas-Kilmann’s model that leads towards clarifying the choices available for dealing with disputes (Cioarţă, 2020). As an assistant manager, I shall use the vertical axis dimensions to address the conflict based on the response I foresee from the efforts to respond. Cioarţă (2020) suggested creating a possible prescriptive dispute resolution mechanism; a conflict resolution model should be formulated to attain mutually beneficial results in a conflict.
Conclusion
I want to deduce that nursing professional focusses on attaining the health of individuals while implementing the principle of reducing harm. Despite the sensitivity in this profession, it’s not immune to internal conflicts and disputes. Managers in health care organizations are faced with various roles daily. In occupational disputes, they should skillfully and professionally provide solutions to keep the employees on the right path guided by the mission’s objectives. Solving disputes when they occur and before occurring is essential for maintaining the healthcare organization’s goals and reputation.