The cultural competence and the patient’s centeredness are the approaches made to improve the quality of healthcare in the recent years. This early concept focused mainly on the healthcare providers and the patients who interact at the interpersonal levels and then later considered on how the patients are being treated by the healthcare systems on the whole (Coombs M. (2003). Then there is a comparison made for both the patient centeredness and the cultural competence at all the levels and thus the similarities and the differences are seen. Hence the direct patient contact health care employees such as the nurses and the physicians usually work in very stressful and complex environments that lead to conflicts and differences in the opinions. Although many times these conflicts result in positive outcomes sometimes the opposite also affects the concept. The dysfunctional conflict has the ability to affect the health care workplace in a negative way and on different levels that include the wellbeing of the employee, employee job satisfaction and also the impact of the quality of patient care. Therefore the hospital managers have to learn to recognize the conflicts so that there are no ill effects in the process of healthcare (Kreitner,R. & Kinicki,A. (2010). Many of the leaders in the companies are faced by the issue of conflict in their workplaces and the healthcare leaders are certainly faced by the same problems that cannot be avoided. However it is believed that repeated avoidance of conflicts can lead to dysfunction and this often results in different forms of fears such as loss of relationships, anger, falling and rejection so therefore by maintaining a balance between conflict and the problems is the responsibility of the organizational leaders. Hence the elimination of dysfunctional conflict in the fields of healthcare is not possible the approach of poor management of the conflict can be attained. The managers thus must be aware of the work dynamics and must take care of the negative conflicts as soon as they see it (Leever, A. M et al (2010).
Coombs M. (2003). Power and conflict in intensive care clinical decision making. Intensive & Critical Care Nursing.
Kreitner,R. & Kinicki,A. (2010). Organizational behavior (9th ed.). New York, NY: McGraw-Hill.Leever, A. M., Hulst, M. D., Berendsen, A. J., Boendemaker, P. M., Roodenburg, J. N., & Pols, J. J. (2010). Conflicts and conflict management in the collaboration between nurses and physician A qualitative study. Journal Of
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