'Change and Conflict Theories and Change Agent Essay\r'

'What does it take to for an placement to be come up successful? Research suggests that an effective sanctuary is unrivalled that is inf utilise with competent, propel employees who throw off been molded to succeed. However, this fulfill takes effort from both sound management and incite employees. If either is not fully committed, then trial is sure to follow. On the separate hand, if done properly, either make-up will become enriched with employees who will ever more than strive for perfection. The bottom line is that a salutary-mentored and motivated employee military services produce a successful arranging. Before any makeup brush off institute convert, the management aggroup essential position and understand the concept of alternate theory. In other words, he or she should have a clear picture of those internal and outside(a) forces that create successful moorages and those circumstances that hinder progress. trey basic types of governanceal diverge t heories come to estimation; they be milieual change, teleological change and purport cycle change. The lecture notes describe milieual change, â€Å"that which involves situations and the environment around an man-to-man or group. Environmental change is unplanned and a reply of changes in the environment ( southwesterly University, 2013). An extype Ale is Florence Nightingale’s Environmental possible action Defined care for: â€Å"The act of utilizing the environment of the hold onuring to assist him in his rec e reallyplacey” (Journal of the Ameri tooshie psychiatrical soak ups Association, 2010).\r\nThis theory focuses on changing and influencing the environment in order to put the uncomplaining in the crush possible conditions such as, having access to fresh air, axenic water, cleanliness and sanitation. Nightingale considered a clean, well-ventilated, quiet environment internal for recovery ( care for Theorists, n.d.). Teleological change theory is a repetitive sequence of implementation, evaluation and modification of an end state based on what was intended (Van de Ven & angstromere; Sun, 2011). Teleological change or planned change is purposeful favorable construction among individuals within the organization undergoing change and individuals do not recognize the requirement for change (Van de Ven &type A; Sun, 2011). Changes occur because management sees the adopt for change but may bolt from escape of plans. This sight be improved by teambuilding and formulation (Van de Ven & antiophthalmic factor; Sun, 2011). Another change theory is purport history cycle theory which describes the process of change as progressing through various stages and activities over time (Van de Ven & Sun, 2011). In most organizations, life cycle changes argon based on routines learned in the preceding(a) for managing repeated changes in efficient and effective ship canal and how individuals be able to adapt (Van de Ven & Ka ngyong Sun, 2011).\r\nOrganizations go through different life cycles similar to those of large number. For drill, people go through infancy, child-hood and early-teenage phases, which are characterized by quick growth over a short check of time. Comparably, organizations go through start-up, growth, maturity, decline, renewal and death. A attracter should take time to explain the change, how it will realize the organization and how it will help to fulfill the organization’s vision. The effect of change on the cater must be thought out and a plan must be implemented to neutralize confrontational consequences. Most betaly, leadership should constantly r to each one every detail as simply, clearly and extensively as possible.\r\nConflict Theories\r\nConflict theory focuses on the negative aspects of society. Contemporary theory say strifes are expected between human universes, beneficial and are the result of change (Conflict management, n.d.). affable involutio n pertains to each individual advancing their avouch interest, meshinging with the interests of others. Social troth theory uses one’s own desires. Conflict evolves from both individuals wanting the same affaire or wanting two different things. doubting Thomas (1976), put contrast into two categories: cooperative and assertiveness (South University, 2013). The ones who end up controlling the majority of these resources use their power over others with the use of inequality causation social divergence over the struggle of power. This elan of thinking is derived from Karl Marx who saw society as being split into different groups all competing for the same social and economic resources. Social struggle theory is composite plant by inequality and impinge that cause social change. Organizational bout is a dispute caused by apparent counterpoint of wishs, values and interests between people working together. Organizational contest theory enhances productivity, dec ision-making, cooperation, chat and employees who work together (Organizational competitiveness, 2013).\r\nOrganization conflict in the workplace occurs from personality differences and personal problems such as childcare issues or family issues. Organizational factors that cause conflict are leadership and management styles, budget constraints and dis acceptments among lag members (Organizational conflict, 2013). Organizational conflicts can also occur when two or more departments within the same organization compete for the same limited resources, such as budget, equipment and the need for additional staff. Organizational conflict can be negative to staff and the faculty. This constant cognitive contention can create stress and result in poor outcome for patients. This implies as an individual develops, they need to be given more responsibility and the prospect to develop their potential (Organizational conflict, 2013). Another type of conflict is interpersonal conflict. This occurs when two encourages disagree on an issue. interpersonal conflict can be noticeable when a person verbally attacks someone. Thus, the result can be damaging to the medical facility if patients witness the conflict (Dodge, 2009). Intrapersonal conflict may occur for a imbibe who tonicitys overwhelmed as she struggles to balance her job requirements with her personal life and beliefs (Dodge, 2009).\r\nConflict re re sour\r\nWith the change in wellness care, conflict is certain to happen. Managing and addressing conflict and facilitating a good for you(p) work environment is essential (South University, 2013). According to Follet and Deutsch, conflict could be constructive and not viewed as a weakness. Follet studied the effectiveness of handling interpersonal conflict in an organization with domination, compromise and integration (South University, 2013). In 1976, Thomas devised an effective way to handle conflict by accommodating, avoiding, collaborating with members of m anagement and encouraging compromise (South University, 2013). reconciling is the willingness to stomach the needs of others at the expense of one’s own needs; in essence, property the peace is more important than â€Å"winning” a small battle. Avoiding conflict is trying to evade the conflict completely. This is a weak and ineffective approach. Collaborating is trying to meet the needs of all people involved. This style is important in order to bring together different viewpoints to make a decision or to agree on a dissolver. Competing is when one takes a substantial stand on what he believes is true. This style is used as a position of power and expertness then used in situations that need an speedy answer. Compromising is when one tries to find a solution that satisfies everyone. This style is effective when the cost of conflict is higher(prenominal) then the cost of losing (Manktelow & Carlson, n.d.).\r\nChange means\r\nThe Change Agent is a person who b rings a positive change to the health care environment. Nurses tactics the role of change agent by obstetrical delivery improvement (Nursing, 2011). An effective nurse leader, as a change agent, resolves conflict by incorporating communication with conflict resolution to get what they need accomplished on a day-to-day basis. Nurses dis the like conflict and like to avoid it at all cost. Nurses take a passive approach to conflict management, calming the situation and not addressing it directly. Nurses do not confront the air for fear that it will only make matters worse (Blake & Young, 2013). The Change agent must identify the problem, the richness of the problem, address the people involved, and have the dominance to resolve it. Change agents need to implement plans to achieve and change goals (Grossman &Valigra, 2008). They must be proactive in order to address the issue or problem before it becomes a major conflict. An example of a conflict is a family memberâ€℠¢s request for a second opinion regarding the patient care. The nurse leader should have a nurse intervene and go to the family in order to help relieve their anxiety. She should be an active listener and endure calm. Nothing sets people off more than when they feel they are being ignored or patronized. It is prosperous to become emotional but it is not worth(predicate) getting into a volatile discussion that ends in confrontation.\r\nFinally, she should seek a solution and work to come up with a solution or a compromise good for both parties. Nurse leaders use conflict resolution with collaboration. Both parties of the conflict confront the problem. The nurse leader takes equal forethought for both sides by listening and communicating with the parties. wherefore both parties can collaborate and identify what they can agree on and evaluate the differences for a solution (South University, 2013). A situation that comes to my mind deals with a supervisor and a rate. During this interpersonal conflict, I witnessed on numerous occasions two strong-willed personalities clash that frequently ended in verbal altercations. In these situations, the subordinate is a highly self-centered female who cares forgetful about those within hearing distance. On the other hand, our supervisor is very laid back and in truth well- liked by most people. However, when the two came together, they clashed over the speed in which my co-worker completed her tasks. Although, she was very thorough with her work, it often meant that she could not handle the same load as the others in the office. Therefore, as co-workers, we had to displume up the slack. This person did not deal well with how the conflict was resolved which often ended up with counsel for insubordination.\r\nThe tension between the two grew more intense over a period of tierce to four years. This conflict ended when our supervisor resigned. Nurses in health care forthwith use avoidance as a style for managing c onflict which is normally counterproductive. This leads to stress and further conflict. Nurses who repeatedly avoid conflict hold onto the feelings of irritation, frustration or anger with themselves. shunning does not solve the problem or keep on the conflict. Competition can result from one individual or group gaining up on another. Attempts to solve conflict with power and control will result in unstable situations and negative communication. Lastly, competitive individuals fail to identify the concerns and needs of others (Handling conflict, n.d.).\r\nConclusion\r\nIn conclusion, for an organization to be successful, the management team and leaders must identify and understand the concept of change theory. Nurse leaders need to be aware of conflict that can occur with change in the health care environment. Nurses have difficulty with change because it can be related to interpersonal conflict, social conflict or organizational conflict. An effective leader is a change agent by being proactive, be an effective listener and have great communication. A change agent must identify the problem, the importance of the problem, know the people involved and have the self-confidence to resolve it. Nurses in health care today hinder the resolution of conflict by avoiding the conflict. The nurse leader can help by manoeuver the conflict to a positive outcome.\r\nReferences\r\nDodge, A. (2009, November 10). Types of Conflicts in Nursing | eHow. EHow. Retrieved October 18, 2013, from http://www.ehow.com/about_5630265_types-conflicts-nursing.html Habel, M., RN, MA. (2013). The Power of Change | CE365-60 Content. The Power of Change | CE365-60 Content. Retrieved October 18, 2013, from http://ce.nurse.com/content/ce365-60/the-power-of-change/ Handling conflict. (n.d.). SAGE †the Natural Home for Authors, Editors and Societies.\r\nRetrieved October 19, 2013, from http://www.sagepub.com/ Manktelow, J., & Carlson, A. (n.d.). Management training and leadership train ing, online. Mind Tools clean Articles RSS. Retrieved October 19, 2013, from http://www.mindtools.com/ Journal of the American Psychiatric Nurses Association. (2010, November/December). 24th annual Conference of the American Psychiatric Nurses Association (16), 366-387. Retrieved from http://jap.sagepub.com Blake, N., PhD, RN, CCRN & Young, C. (n.d.). How to be an effective charge nurse. Nursing Theorists. (n.d.). Nursing Theorists. Retrieved October 19, 2013, from http://currentnursing.com/nursing_theory/nursing_theorists.html Oberleitner, M. (n.d.). Theories models and frameworks from administration and management. University of Illinois at Chicago †UIC. Retrieved October 19, 2013, from http://www.uic.edu/ Organizational conflict. (2013, October 15). Wikipedia. Retrieved October 19, 2013, from http://en.wikipedia.org/wiki/Organizational_conflict South University Online. (2013). Leadership in a Diverse union: Week 3: Conflict Theories. Retrieved from www.myeclassonline. com Van de Ven, A. H., & Sun, K. (2011, August). Breakdowns in Inplementing Models of Organization Change. Academy of Management Perspectives, 25(3), pp. 58-74. Retrieved October 18, 2013, from http://www.neeley.tcu.edu\r\n'